Any company may, subject to conditions, dismiss an employee on economic grounds. However, the company must implement measures to prevent the dismissal of the employee. Consequently, before or during the dismissal procedure, the company must implement measures to prevent, accompany and reclassify the employee.
- Mandatory information and consultation
- Adaptation and reclassification
- Termination Letter
- Notice of dismissal and termination of contract
- Rehire Priority
- Invalid, unjustified or irregular dismissal
- Document given by the employer to the employee informing him of the conditions of the retraining leave
- Individual agreement to break by mutual agreement under the collective agreement on mobility leave
- Letter of Dismissal Following Collective Performance Agreement (CPA)
- What is a dismissal for economic reasons?
- How are employees affected by economic redundancy chosen?
- Can an economic dismissal be contested after accepting a CSP?
- What benefits can an economically laid-off employee receive?
- Can we still benefit from early retirement?
- Company in financial difficulty: what is wage guarantee?
- Dismissal in a company in difficulty: what are the rules?
- Economic redundancy: what is the temporary degressive allowance (TDA)?
- Dismissal of an employee for personal reasonsService-Public.fr