{"id":4531,"date":"2012-05-18T09:36:09","date_gmt":"2012-05-18T09:36:09","guid":{"rendered":"https:\/\/gregorydamy.niceavocats.fr\/?p=4531"},"modified":"2023-09-01T08:04:50","modified_gmt":"2023-09-01T08:04:50","slug":"resignation-and-notice","status":"publish","type":"post","link":"https:\/\/gregorydamy.niceavocats.fr\/en\/resignation-and-notice\/","title":{"rendered":"Resignation and notice"},"content":{"rendered":"

[et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”4.19.5″ custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.19.5″ _module_preset=”default” background_enable_mask_style=”on” background_mask_style=”wave” background_mask_color=”rgba(0,0,0,0.08)” custom_padding=”||6px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_circle_counter title=”Estimated reading time (in minutes)” number=”2″ percent_sign=”off” _builder_version=”4.20.2″ _module_preset=”default” title_font=”Amiri||||||||” max_width=”137px” global_colors_info=”{}”][\/et_pb_circle_counter][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.19.5″ _module_preset=”default” custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_divider _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/gregorydamy.niceavocats.fr\/wp-content\/uploads\/2023\/08\/contract-1464917_1280-2.jpg” title_text=”contract-1464917_1280-2″ _builder_version=”4.21.0″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” alt=”CDD cumulatif ” sticky_enabled=”0″][\/et_pb_image][et_pb_text admin_label=”Text” _builder_version=”4.21.0″ text_font=”Amiri||||||||” header_2_font=”Amiri||||||||” header_3_font=”Amiri||||||||” background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

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You may not want\u00a0\u00a0<\/span>to serve\u00a0<\/span>\u00a0your notice period after\u00a0\u00a0<\/span>resignation<\/span><\/a>\u00a0.\u00a0But is it legal?\u00a0What are the risks if you ignore it?\u00a0How to negotiate?<\/span><\/p>\n

NO, THE NOTICE IS CONTRACTUAL<\/span><\/h2>\n

The resigning employee cannot immediately terminate his employment contract.\u00a0He must respect a \u201cnotice period\u201d, or what is called, in certain collective agreements, \u201ca period of leave\u201d.\u00a0During this notice period, he must submit to all obligations arising from his employment contract and under the same conditions as during the execution of his contract: tasks to be carried out, schedules, etc.\u00a0Note that the employee’s illness does not suspend the execution of the notice period and that he will therefore have to serve the remainder of the notice period upon his return to the company.<\/span><\/p>\n

YES, IF A CHILD IS ARRIVAL<\/span><\/h2>\n

 <\/p>\n

The employee is not required to respect his notice in the event of the arrival of a child.\u00a0This can also be the case in a state of apparent pregnancy, but also at the end of maternity leave (or paternity leave for men), or during adoption (for the father and mother).\u00a0The employee must know that he must, however, respect a notice period: the employer must be informed 15 days before leaving the company by registered letter.<\/span><\/p>\n

HOW LONG IS THE NOTICE LAST?<\/span><\/h2>\n

The notice period is not set by the labor code.\u00a0It is most often the collective agreement or the practices in force within the company which set the length of the notice period.\u00a0For example, it will not be the same for a catering employee or for an engineer.\u00a0The employment contract may also provide for a notice period in the event of resignation.\u00a0It may be different from that provided for in the collective agreement.<\/span><\/p>\n

CAN WE NEGOTIATE HIS OPINION?<\/span><\/h2>\n

The employee and the employer may, by mutual agreement, shorten the notice period or even eliminate it.\u00a0The employee’s request can be made in writing or verbally, but the employer’s agreement must be recorded in a written document.\u00a0It is preferable that this document be separate from the notice waiver request letter or the resignation letter.\u00a0In the event of an exemption, the employee will only be paid for the time worked in the company and the employer will not have to compensate them for the period of notice exemption.<\/span><\/p>\n

IF I DO NOT RESPECT MY OPINION?<\/span><\/h2>\n

Failure to comply with the notice period by the employee may result in payment to the employer of compensation in lieu of notice.\u00a0It is calculated on the amount of gross remuneration and according to the time not worked in the company.\u00a0For example, if the employee has not respected his 2 month notice period, he will have to pay 2 months of compensation to the employer.\u00a0The employer cannot recover this compensatory notice payment himself: he must contact the industrial tribunal to obtain it.<\/span><\/p>\n

DAMY law firm<\/span><\/a>\u00a0, Nice, Resignation and notice, Updated 2022<\/span><\/p>\n<\/div>\n

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You may not want\u00a0\u00a0to serve\u00a0\u00a0your notice period after\u00a0\u00a0resignation\u00a0.\u00a0But is it legal?\u00a0What are the risks if you ignore it?\u00a0How to negotiate? NO, THE NOTICE IS CONTRACTUAL The resigning employee cannot immediately terminate his employment contract.\u00a0He must respect a \u201cnotice period\u201d, or what is called, in certain collective agreements, \u201ca period of leave\u201d.\u00a0During this notice period, he […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[308],"tags":[],"class_list":["post-4531","post","type-post","status-publish","format-standard","hentry","category-labour-law"],"yoast_head":"\nResignation and notice - Soci\u00e9t\u00e9 d'avocats Damy<\/title>\n<meta name=\"description\" content=\"Resignation and notice One may not want to execute his notice after a resignation. But is it legal? 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