The departure of an employee, whether voluntary or at the initiative of the employer, must be governed by precise rules in order to avoid any disputes. Dismissal, contractual termination or resignation: each situation involves specific obligations. Sustainable and transparent management ensures a smooth transition for the company and the teams concerned.

1. Identify the type of departure and apply the correct procedure

Resignation

When an employee wishes to leave the company, he must follow several steps:

• Written notification : It is recommended to send a letter of resignation by registered mail or delivered by hand against discharge.
• Respect for Notice : Its duration is defined by the employment contract or collective agreement. However, the employer may decide to exempt the employee from this notice.
• Departure formalities : The employer must acknowledge receipt and organize the employee's administrative exit.

Conventional Break

This method of termination allows the end of the contract negotiated between the employer and the employee. It follows a strict procedure:

• Preliminary interview To agree on the terms of the breakup.
• Drafting and signing an agreement Specifying the amount of the severance pay and the date of departure.
• Validation by DREETS (formerly Direccate) : The administration has 15 days to approve the agreement.

Contrary to a conventional resignation, the employee is entitled to unemployment benefits.

Dismissal

The dismissal must be based on a Real and Serious Cause, and the procedure varies depending on the reason:

• Dismissal for Misconduct (Simple, Serious or Serious) : The employee may be exempt from notice and lose his dismissal compensation in the event of serious or serious misconduct.
• Dismissal for personal reasons (professional inadequacy, incapacity...) : Requires objective justification.
• Economic Dismissal : Involves specific obligations (order of dismissals, reclassification, job protection plan).

The procedure must be observed: convening a Preliminary interview, written notification of the dismissal and compliance with the legal deadlines for contesting.

2. Manage administrative aspects

Once the breakup has been confirmed, several documents must be given to the employee:

• The Balance of Any Account : It summarizes the amounts due (salary, allowances, bonuses, paid holidays...).
• The work certificate : It attests to the period of employment and allows the employee to justify his experience.
• The Pôle Emploi certificate : Indispensable to open unemployment benefits.
• The summary of individual retirement situation : Allows you to track accumulated contributions.

The employer must also inform the social organizations (Urssaf, mutual insurance, pension) and ensure that the deadlines are respected to avoid any disputes.

3. Organize the Effective Departure

The departure of an employee should not disorganize the team. To ensure an effective transition:

• Recover professional equipment (computer, telephone, access badge...).
• Organize the Transmission of Files To the colleagues concerned or to the substitute.
• Schedule an Exit Interview To collect employee feedback and identify possible ways to improve work organization.

4. Anticipate the impact on the team

A departure can affect the motivation of the remaining employees. Clear communication is essential to avoid internal tensions:

• Inform the team transparently, explaining the reasons for leaving if necessary.
• Divide the tasks of the departing employee to ensure the continuity of missions.
• Recruitment plan Or a reorganization if the post needs to be replaced.

A well-managed departure not only limits internal disruptions but also maintains a good employer image, which is essential for attracting future talent.

Managing the exit of an employee requires both administrative rigor and a sense of dialogue. By respecting legal procedures and by anticipating the impact on the organization, the employer ensures a smooth transition for all stakeholders. Good management of departures also contributes to maintaining the social climate and the reputation of the company.

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