Why a rupture conventionnelle is often the best option
Unlike resignation, a rupture conventionnelle lets you leave your job with a compensation payment while fully retaining your unemployment rights. It's an amicable separation — both sides benefit: you leave with compensation and rights, your employer avoids a potentially contested dismissal. That's why most requests succeed.
How to raise it with your employer
There's no official form to initiate a rupture conventionnelle — you can raise it directly with your manager or HR. A formal letter isn't required to start the process, but it has the advantage of leaving a written record and demonstrating your seriousness. In this letter, simply express your wish for an amicable separation and propose a meeting to discuss it.
The meeting: where everything gets decided
At least one meeting is required before signing the agreement. You can be accompanied by a staff representative or, if your company has none, an external adviser (list available from the DREETS in your region). This is where you negotiate: the compensation amount, your departure date, and potentially additional benefits.
The legal minimum compensation: don't accept less
Rupture conventionnelle compensation cannot be lower than the statutory redundancy indemnity: one quarter of a month's gross salary per year of seniority for the first 10 years, one third per year beyond that. With 5 years' seniority and a monthly gross of €2,500, the minimum compensation is around €3,125. Any higher amount is negotiable.
The withdrawal period: you can change your mind
Once the agreement is signed, both parties have 15 calendar days to withdraw without justification. This period runs from the day after signing. If you withdraw, send a recorded letter within this deadline. After these 15 days, the agreement is submitted to the DREETS for approval — allow another 15 working days for final confirmation.