Terminating an
Employment contract is a significant decision that must comply with strict legal requirements to avoid litigation, financial or reputational risks.
Maître Cristelle Devergies-Bouron helps you define the best exit strategy, master the legal framework and protect your interests with a human and secure approach.
Dismissal for Personal Reasons
- Development of the dismissal strategy
- Choice of grounds: misconduct, professional underperformance, unfitness, refusal of contractual changes
- Assistance with the procedure: summons, letters, deadlines, interviews
- Building the disciplinary or performance file
- Managing risks of reclassification or labour litigation
Individual Mutual Termination Agreement (“rupture conventionnelle”)
- Advice on the suitability of this termination method
- Drawing-up the agreement and supporting negotiations
- Compliance with deadlines, interviews and approval process
- Assessment and verification of termination severance, compensation and timeline
- Consideration of unemployment rights, non-compete clauses, etc.
Job Abandonment & Implicit Resignation
- Analysis of facts and legal qualification
- Risks related to presumed resignation (new legislation)
- Alternative options (mutual termination, dismissal…)
- Drawing-up letters and follow-up procedures
Settlement Agreements and Negotiated Departures
- Negotiation of a secure amicable departure
- Drafting of a settlement protocol
- Evaluation of compensation and counterparties
- Resolution of potential disputes
- Consideration of sensitive clauses: confidentiality, non-disparagement, non-compete
Collective Aspects & Sensitive Terminations
- Terminations during probationary periods
- Dismissals during or after sick leave
- Management of terminations linked to harassment or internal alerts
- Coordination with employee representatives or labour inspectorate if needed
