Notice period

In France, the standard notice period for resignation from a permanent employment contract (contrat de travail à durée indéterminée, or CDI) is 30 days, though three months is commonly observed in practice, particularly for managerial and professional roles. The notice period represents the minimum time an employee must work after formally notifying their employer of their intention to resign, allowing both parties to prepare for the employment termination and facilitate knowledge transfer.

The notice period requirement is governed by French labour law, specifically the Labour Code (Code du travail) and collective bargaining agreements (conventions collectives) that may apply to specific sectors or industries. These collective agreements often stipulate longer notice periods than the statutory minimum, particularly for senior positions, which explains why three-month notice periods are frequently encountered across French workplaces.

There have been no recent statutory changes to the baseline 30-day notice period requirement. However, employers and payroll teams must verify the applicable collective agreement for their industry and company size, as these agreements typically establish longer notice periods that supersede the statutory minimum. During the notice period, the employee remains entitled to their full salary, benefits, and statutory protections. Employers should document the resignation formally, calculate the final paycheck including any accrued leave or bonuses, and ensure compliance with tax and social security contributions through the notice period's end date. Failure to observe the correct notice period can expose employers to legal claims for damages, making accurate classification of employment contracts and knowledge of sector-specific agreements essential for payroll compliance.