End-of-contract documentation must be provided immediately in case of dismissal for serious misconduct
Published on :
23/10/2025
23
October
Oct
10
2025
The French Supreme Court ruled that in case of dismissal for serious misconduct, the employer must provide the end-of-contract documentation (final pay slip, unemployment benefit form, etc.) immediately after the termination is notified.
Under French law, employers are required to put the end-of-contract documentation at employees’ disposal, but employees are responsible for coming and collecting it, unless they were unable to do so (e.g. they were on sick leave) or if their employer decided to send it to them.
The French Supreme Court on September 30th, 2025, ruling has clarified the fact that in case of a dismissal for serious misconduct which does not give rise to any notice period, such documentation needs to be made available immediately after the dismissal has been notified. Otherwise, the employee could claim damages.
Ensure that you anticipate the preparation of the end-of-contract documentation so that you can finalize it as soon as you have the date of the first presentation of the dismissal letter by the postal services to the employee’s address. Also, ensure you clearly state in the dismissal letter if the employee needs to come and collect this documentation or if you will send it to them by post.
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