What is a rupture conventionnelle?
A rupture conventionnelle is a mutual termination of a permanent contract (CDI) agreed between employee and employer. Unlike resignation (where you get no unemployment benefits) or dismissal (which can be contested), a rupture conventionnelle is amicable — both parties agree to end the contract. You receive a severance payment and keep full rights to unemployment benefits (ARE from France Travail).
Why employers often agree
From the employer's perspective, a rupture conventionnelle avoids the legal risks of a dismissal (which must be justified and can be challenged in court). For employees who want to leave, it's almost always the financially superior option compared to resignation. This alignment of interests means most requests succeed when approached constructively.
How to request one
There's no official form to initiate the process — you can raise it directly with your manager or HR department. A letter isn't legally required to start, but it creates a paper trail and signals seriousness. In the letter, express your desire for an amicable separation and propose a meeting. Keep the tone professional and solution-focused — you're proposing something that benefits both sides.
The mandatory meeting(s)
At least one meeting is required before signing the agreement. You can bring a staff representative (délégué syndical, member of the CSE) or, if no staff representatives exist in the company, an external adviser from a list provided by the DREETS. This meeting is where you negotiate: the compensation amount, the departure date, and any additional benefits (extended health coverage, outplacement services, etc.).
Calculating the minimum legal compensation
Rupture conventionnelle compensation cannot be lower than the legal redundancy indemnity:
- First 10 years of seniority: ¼ of one month's gross salary per year
- Beyond 10 years: ⅓ of one month's gross salary per year
Example: 5 years of seniority, gross monthly salary of €2,500 → minimum compensation = 5 × (2,500 × ¼) = €3,125. You can negotiate more — there's no legal maximum.
💡 The compensation is exempt from income tax (up to a ceiling) and from social charges. This makes it more valuable than equivalent salary.
The 15-day withdrawal period
Once both parties sign the agreement, each has 15 calendar days to withdraw without giving any reason. This cooling-off period starts the day after signature. If you withdraw, send a recorded letter within this period. After 15 days, the agreement is submitted to the DREETS for approval — another 15 working days for final confirmation.
Unemployment benefits after a rupture conventionnelle
You're entitled to full ARE (unemployment benefit) from France Travail. Register with France Travail as soon as your contract ends — there's a waiting period before payments begin, but your rights are fully preserved.