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 practice often extends to three months depending on the employment agreement and industry convention. The notice period represents the minimum time an employee must work after formally notifying their employer of intent 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, primarily under the Labour Code (Code du travail), which establishes baseline protections for both employers and employees. Collective bargaining agreements (conventions collectives) and individual employment contracts may stipulate longer notice periods than the statutory minimum, and these contractual terms take precedence when more favourable to the employee.

France does not have a single recent statutory change to the standard notice period; however, the practical application remains subject to negotiation between employer and employee. Some sectors, particularly management and professional roles, commonly observe three-month notice periods as industry standard, even where the legal minimum is shorter.

Employers and payroll teams must verify the applicable notice period in the relevant employment contract and any applicable collective agreement before processing an employee's resignation. The notice period begins on the date the employee formally notifies the employer in writing and must be respected in full unless both parties agree to a shorter duration. Failure to honour the notice period may expose the departing employee to financial penalties or legal claims for damages.