Dismissal of home-based employee employed by an individual
Verified 17 February 2025 - Directorate for Legal and Administrative Information (Prime Minister)
Where an individual employer intends to dismiss a home-based employee employed in DTA: titleContent, he must summon him to a pre-maintenance and send him a letter of dismissal. Certain deadlines must be respected. The employee may receive severance pay. We are taking stock of the regulations.
Step-by-step approach
An individual employer who intends to dismiss an employee must call him in for a prior interview.
This summons shall be made by letter RAR: titleContent or hand-delivered against dump.
The letter shall contain the following information:
- Subject matter of the summons
- Date, time and place of interview.
FYI
In the case of shared custody of a child, each dismissal procedure is distinct and cannot be held in the presence of the other family.
Maintenance can be kept to a minimum from the 4th day workable as from the day after 1re presentation of the registered letter or hand-over.
Example :
An employee works from Monday to Friday and has his weekly rest on Sunday. There are no public holidays in the week.
If the 1re presentation of the letter shall take place on tuesday, the interview may take place at the earliest on Monday of the following week. Since Saturday is a working day, it counts within the 4-day period.
If the time limit ends one saturday, one sunday, one public holiday or unemployed, it is extended to the next working day (for example, if the deadline ends on monday 1er may, it ends on tuesday).
The interview must take place physically. The employee cannot be assisted.
The employer shall inform the employee of the Reasons for the envisaged decision and seek explanations.
The recording of the interview is prohibited, unless mutually agreed.
The absence of the employee from this interview does not suspend the procedure.
If the employer decides to dismiss the employee, the employer writes a letter of dismissal. It shall specify the grounds for dismissal.
The individual employer may dismiss his employee by DTA: titleContent for any reason constituting a real and serious cause one gross negligence, or a gross negligence.
In case of death of the employer, one entitled or, in the absence of a person entitled, a third party shall inform the employee of the date of death of the individual employer as soon as possible, in writing.
Please note
Dismissal procedures for personal motive or for economic motive provided for in the Labor Code shall not apply.
The individual employer sends the notification dismissal, in writing, by letter to the employee's home address RAR: titleContent.
Such notification may take place from the 4th day working day and no later than midnight on the 30th working day.
These periods shall be calculated from the following days:
- Day after interview
- Or the day after the scheduled date of the meeting if it has not taken place.
One notice is granted to the dismissed employee. There is no notice in case of gross negligence or heavy.
The minimum length of notice depends on seniority with the same employer. The length of service for determining the period of notice shall be calculated on the date of dispatch of the letter RAR: titleContent.
In some cases, the employee may be exempted from the requirement of prior notice. He or she may also be granted hours of absence during the notice period to search for a job.
Point of departure of the notice
The notice shall start on the day of 1re presentation the RAR letter notifying the termination of the employment contract.
Duration of notice
Employee's length of continuous service with the same employer | Notice in the event of dismissal |
|---|---|
Less than 6 months | 1 week |
From 6 months to less than 2 years | 1 month |
2 years and older | 2 months |
For life assistants accompanying persons who are disabled or have lost their independence, these periods may be extended with the written consent of the employee.
Example :
The employee’s date of employment is January 6 and the date of dismissal notification letter is September 5 of the same year.
The length of service to be taken into account in determining the period of notice shall be 8 months. The notice is therefore 1 month for 6 months to less than 2 years of seniority.
Waiver of notice
The procedure varies according to whether the employer, the employee who requests it or when the notice is partially waived for the employee who has returned to work:
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The employer waives the employee's notice
The individual employer may exempt the employee from notice. In this case, the employee cannot object. The employee receives a compensatory period of notice for the period of notice not effected.
The period of notice which has not been completed shall be taken into account for the determination of the employee's entitlement to seniority and paid leave.
Waiver requested by the employee
The procedure varies depending on whether the employer accepts or refuses the request for a waiver of notice:
Employer's agreement
If the individual employer accepts the request for waiver of notice, the employee does not work. The individual employer does not pay compensation in lieu of notice.
Refusal of the employer
If the employer refuses, the employee must give prior notice.
If the employee does not give notice, the employer may ask the employee to pay him compensation equal to the amount of net remuneration corresponding to the duration of the unrealized notice.
The employer must enter the prud'homme council to get the payment.
Partial waiver of notice for employee who has returned to employment
When the employee returns to work during the notice period, the notice period shall be reduced.
He can, on presentation of proof, cease work with the individual employer once he has carried out, at least:
- 1 week notice if the period of notice is 1 month or less
- 2 weeks' notice if the period of notice is 2 months.
In this case, the employee or the employee does not work. The employee is not paid for the remaining period of notice.
This unrealized period of notice shall not be taken into account for the determination of the employee's entitlement to seniority and paid leave.
Hours of absence during the notice period to search for a job
In order to find a new job, an employee whose working time is at least 40 hours per week shall be entitled, without a reduction in salary, to leave authorizations:
Employee's length of continuous service with the same employer | Hours of absence allowed |
|---|---|
Less than 2 years | 2 hours a day for 6 working days |
2 years and older | 2 hours per day for 10 working days |
In the absence of agreement between the parties, the 2-hour periods are taken alternately: 1 day at the choice of the individual employer, 1 day at the choice of the employee. The individual employer and the employee may agree to group all or part of these hours before the end of the notice period.
The employee may receive severance pay and leave with pay compensation.
Severance pay
The employee having at least 8 months' seniority with the individual employer is entitled to severance pay.
The severance pay shall be equal to:
- 1/4 months of salary per year of service up to 10 years,
- 1/3 months of salary per year of service after 10 years.
FYI
The monthly salary crude to be taken into account is the highest average between the last 12 and 3 months prior to the notification of the dismissal. If the employee's length of service is less than 12 months, the average of the months preceding the dismissal shall be taken into account.
A simulator allows you to estimate the amount of the minimum severance pay:
Compensatory leave with pay
If there is any untaken paid leave remaining on the date of termination of the contract, a compensatory allowance for paid leave is due.
This allowance shall be equal at the higher of the 2 amounts:
- Gross remuneration received by the employee for a period of work equivalent to that of the remaining paid leave
- 1/10e the total gross remuneration received in the reference year.
Please note
Where recourse is had to the Cesu: titleContentHowever, if the leave is paid monthly, it does not give rise to compensatory allowance.
Termination documents are provided to the employee. The deadlines for submitting documents vary according to the situation.
Nature of documents
The individual employer must hand over certain documents to the employee at the end of the contract.
Document templates vary depending on the employee's job:
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Childcare
- Work Certificate
- Received for the balance of any account that details the amounts paid upon termination of the employment contract. If the employee has signed the receipt for the balance of any account, he or she has 6 months after the date of signature to challenge it.
- Attestation France Travail.
A service enables the following steps to be taken on the Internet in connection with the termination of the employment contract:
Other
- Work Certificate
- Received for the balance of any account that details the amounts paid upon termination of the employment contract. If the employee has signed the receipt for the balance of any account, he or she has 6 months after the date of signature to challenge it.
- Attestation France Travail.
A service allows to carry out online the steps related to the termination of the employment contract:
Time limit for the submission of documents
Time limits for submitting documents vary depending on whether or not the employee completes the notice:
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Advance notice given
The documents are delivered on the termination date, that is, at the end of the notice period.
Waiver of notice by employer
The documents are delivered on the termination date, that is, at the end of the notice not given.
Waiver of notice requested by the employee
Total waiver of notice
The documents shall be submitted no later than 2 weeks calendars after the last day worked.
A certificate stating the date on which the employee is free of any commitment may be given by the employer to the employee who so requests.
Partial waiver of notice
The documents shall be submitted no later than 2 weeks calendars after the last day worked.
A certificate stating the date on which the employee is free of any commitment may be given by the employer to the employee who so requests.
Please note
Where the partial waiver of notice is less than 2 weeks, the documents shall be submitted at the date of termination of the contract, i.e. at the end of the notice period.
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