Notice period

In France, the standard notice period for resignation from a permanent employment contract (contrat de travail à durée indéterminée, or CDI) is typically 30 days, though three months is common in many sectors 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.

The notice period requirement is governed by French labour law, primarily under the Labour Code (Code du travail) and collective bargaining agreements (conventions collectives) that apply to specific industries and professions. These collective agreements often stipulate longer notice periods than the statutory minimum, particularly for managerial and senior positions where three months is standard practice.

The notice period can be modified through individual employment contracts or collective agreements, which may impose stricter or more generous terms than the baseline requirement. During the notice period, the employee remains bound by their employment obligations and continues to receive their regular salary and benefits.

Employers and payroll teams must verify the applicable collective agreement for the employee's sector and role, as this determines the actual notice period obligation. The notice must be submitted in writing and clearly state the employee's intention to resign. Failure to observe the required notice period may result in financial penalties or claims for damages. Payroll professionals should document the resignation date and calculate the final payment accordingly, ensuring all accrued leave, bonuses, and statutory entitlements are properly settled upon departure.