Rupture Conventionnelle Checklist (Mutually Agreed Termination)

RUPTURE CONVENTIONNELLE CHECKLIST (MUTUALLY AGREED TERMINATION OF A CDI)

Employer: ✓Employer name Employee: ✓Employee name

⚠️ The rupture conventionnelle procedure is RIGIDLY REGULATED. Every step below has a legal deadline; skipping or misdating a step can invalidate the entire termination.

1. ENTRETIEN(S) PRÉALABLE(S) 1.1. Date(s) of the meeting(s) where the terms were discussed: Entretien(s) date(s) 1.2. The employee has the right to be assisted during these meetings.

2. SIGNATURE AND INDEMNITY 2.1. Convention signed on: Convention signature date 2.2. Indemnité de rupture conventionnelle agreed: Indemnité de rupture conventionnelle — must be at least the statutory indemnité légale de licenciement for the employee's seniority.

3. 15-CALENDAR-DAY WITHDRAWAL PERIOD (DÉLAI DE RÉTRACTATION) 3.1. Either party may withdraw, without justification, until: Withdrawal period end date (15 calendar days starting the day after signature).

4. FILING WITH THE ADMINISTRATION — TÉLÉRC ONLY 4.1. Cerfa form reference: Cerfa form number 4.2. ⚠️ Since 01.04.2022, the rupture conventionnelle request MUST be filed exclusively via the TéléRC online portal — paper filing is no longer accepted. Filed on: TéléRC filing date

5. DREETS HOMOLOGATION 5.1. The DREETS (Direction régionale de l'économie, de l'emploi, du travail et des solidarités) has 15 WORKING DAYS from receipt to review the filing. Deadline: DREETS homologation deadline 5.2. Silence from the DREETS at the deadline is deemed APPROVAL (homologation tacite) — no explicit approval letter is required, but confirm the deadline has genuinely passed before treating the rupture as effective.

6. CONTRACT END DATE 6.1. Contract end date — cannot be earlier than the day after homologation (explicit or tacit).

7. TIMELINE SUMMARY 7.1. Entretien(s) → signature → 15 calendar days' withdrawal → TéléRC filing → 15 working days' DREETS homologation ≈ 35–40 days minimum end to end. Plan any staffing transition accordingly.

8. NOTES 8.1. Notes

Checklist completed by: ______________ Date: ______________

— — — ⚠️ This is a boilerplate template, not legal advice. French employment, consumer-protection and data-protection law (Code du travail, Convention collective HCR "CCN HCR", Code de la consommation, RGPD/CNIL, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars (e.g. the entretien préalable and rupture conventionnelle timelines) and changes frequently — statutory figures (SMIC, grille HCR, sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a French employment/legal advisor (avocat en droit du travail / expert-comptable) and verified against the current rates before use. Under the loi Toubon (Law No. 94-665 of 4 August 1994), documents intended for use in France — employment contracts, consumer information, mandatory workplace notices — must be available in French; where a French-language version of this document is also used, that version prevails in case of conflict.