France Rupture Conventionnelle: 2026 Process and Indemnities

The rupture conventionnelle is a uniquely French invention — a mutual termination of a CDI created by Loi n°2008-596 and codified at Code du travail art. L.1237-11 to L.1237-16. It is now the most common way to end a CDI in France: roughly 440,000 rupture conventionnelles homologuées in 2024 alone. This 2026 guide walks through the procedure step-by-step, computes the minimum indemnité, sets out the rétractation period and homologation flow, and addresses the new fiscal regime since the 2023 reforms.

1. The Basic Concept

A rupture conventionnelle is a mutual termination of a CDI — neither resignation (which costs the employee their chômage rights) nor licenciement (which carries litigation risk for the employer). Both parties sign a convention de rupture, observe a 15-day rétractation window, then file for homologation by DREETS (or autorisation by inspecteur du travail for protected employees).

The employee gets France Travail unemployment benefits. The employer gets a clean break with reduced prud’hommes risk (still possible but rare on procedural grounds).

Source: https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LEGISCTA000019068016/2026-01-01

2. Eligibility — Only CDI

Rupture conventionnelle is available only for CDI. CDD cannot be terminated this way (a CDD can be terminated by mutual agreement under Code du travail art. L.1243-1, but that is a different regime — no France Travail rights, no homologation).

CDI in private sector: yes. CDI in public sector: yes (since Loi 2019-828 — different rules, different forms). Apprenticeship contracts and CDD: no.

3. Step-by-Step Procedure

Step 1 — At Least One Entretien (Art. L.1237-12)

The employer and employee meet. The purpose is to discuss the conditions of departure (date, indemnity, vacation balance, restitution of equipment). The employee has the right to be assisted (by a colleague, or by a conseiller du salarié if the company has no CSE). The employer also has the right to assistance only if the employee chose to be assisted.

The entretien may take any number of sessions; the law requires at least one but allows multiple meetings.

Step 2 — Sign the Convention (Cerfa 14598)

Both parties sign a written convention de rupture using Cerfa 14598 (or its online equivalent on TéléRC). The convention specifies:

• Identity of both parties;
• Job position and seniority;
• Date of rupture (must be at least the day after homologation);
• Indemnité spécifique de rupture conventionnelle (the negotiated amount);
• Other agreements (training, vacation balance, etc.).

Each party retains an original. Without two copies in original (or two electronic original signatures), the convention is null (Cass. soc. 6 févr. 2013).

Step 3 — 15 Calendar Days of Droit de Rétractation (Art. L.1237-13)

Either party may withdraw within 15 calendar days of signature, by registered letter with acknowledgment of receipt (LR/AR) or by handover against receipt. Day 1 = day after signature. Day 15 = end of the 15th calendar day.

The withdrawal does not need to be motivated. After 15 days, the convention is firm.

Step 4 — Demand Homologation via TéléRC (Art. L.1237-14)

Either party may file the homologation request, via the TéléRC online portal (since 1 April 2022, only the online filing is accepted — paper filing closed).

Source: https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LEGISCTA000019217049/2026-01-01

The DREETS has 15 working days to homologate. Silence at the end of 15 working days = homologation tacite (automatic approval).

DREETS may refuse if:

• Indemnity below the legal floor (see § 4 below);
• 15-day rétractation not respected;
• Date of rupture before homologation;
• Convention signed under duress (rare; typically requires clear evidence).

Step 5 — Effective Date of Rupture

The convention specifies the date of rupture, which must be at least the day after the homologation date (or the date of tacit homologation = day 16 working day after filing).

The employee leaves the company on the rupture date. The employer issues the standard end-of-employment documents:

• Solde de tout compte (Code du travail L.1234-20);
• Certificat de travail (D.1234-6);
• Attestation France Travail (auto via DSN — R.1234-9).

Step 6 — Protected Employees — Autorisation by Inspecteur du Travail

If the employee is a protected employee (CSE elected, syndical representative, women on maternity leave, certain disabled employees, etc.) — Code du travail art. L.2411-1 — the rupture requires authorisation by the inspecteur du travail (not homologation by DREETS) under art. L.1237-15.

Inspecteur has 2 months. Decision is appealable to ministre du travail.

4. Indemnité Spécifique de Rupture Conventionnelle

Floor: Indemnité Légale de Licenciement (L.1234-9; R.1234-2)

The indemnité spécifique cannot be lower than the indemnité légale de licenciement:

• ¼ month per year of service for the first 10 years;
• ⅓ month per year beyond 10 years.

Reference salary = the higher of:

• Average of the last 12 months;
• Average of the last 3 months × 12/3 (with bonuses prorated).

Convention Collective Floor

Many conventions collectives impose a higher floor — the indemnité conventionnelle de licenciement. The rupture conventionnelle indemnity must respect the higher of the two (legal vs conventional).

Practical Example

A cadre with 15 years seniority and a reference salary of €5,000:

• (¼ × 10) + (⅓ × 5) = 2.5 + 1.667 = 4.167 month-salaries
• Indemnité = 4.167 × €5,000 = €20,833 (legal floor only).

If the convention Syntec applies, check the convention’s indemnité barème — often higher.

Negotiation Above the Floor

Beyond the floor, the parties may negotiate any amount. A typical negotiating range: 1–6 months above legal, depending on circumstances (employee’s age, employability, urgency to depart, etc.).

5. Fiscal and Social Regime of the Indemnité

Since 1 January 2024 (Loi de finances 2024):

• Income tax (IR): the indemnité is exempt from IR up to the higher of (i) twice the gross annual remuneration of the year preceding rupture, OR (ii) 50% of total indemnity, capped at 6 PASS (€278,208 in 2026). Excess is taxable.
• Social contributions: exempt up to 2 PASS (€92,736 in 2026); excess subject to URSSAF.
• CSG-CRDS: the indemnity is subject to CSG-CRDS at 9.7% above the indemnité légale floor.

Source: https://www.urssaf.fr (barème indemnités)

6. Common Mistakes

• Date of rupture before homologation → DREETS refuses.
• Indemnity below indemnité légale → DREETS refuses.
• Rétractation period not 15 calendar days → null.
• No entretien held → DREETS may refuse if challenged; risk of annulment.
• Convention signed but not in two original copies → Cass. soc. 6 févr. 2013 nullity.
• Protected employee treated as ordinary → wrong route; needs inspecteur du travail.

7. Comparison with Alternatives

For a non-conflictual departure, rupture conventionnelle is by far the most efficient path.

8. The 2026 Trends

• Volume: ~440,000 homologuées in 2024 (DARES); growth +3% YoY.
• Average indemnity: €18,500 (2024 DARES) — higher in cadre / IT sector, lower in retail.
• Refusal rate: ~7% by DREETS (typically for indemnity below floor or rétractation issues).
• Average processing time: 12 working days (well under the 15-day cap).

9. The Workflow Checklist

1. Identify form (CDI? employee not protected?) — eligibility check.
2. Hold at least one entretien.
3. Compute indemnité légale floor (¼/year first 10y + ⅓/year beyond).
4. Compute conventional floor.
5. Negotiate final indemnity (above the higher floor).
6. Draft convention (Cerfa 14598 or equivalent).
7. Sign in two originals (or qualified electronic signature).
8. Wait 15 calendar days of rétractation.
9. File for homologation via TéléRC.
10. Wait 15 working days; silence = homologation tacite.
11. Effective date of rupture (day after homologation).
12. Issue standard end-of-employment documents.
13. Pay the indemnité (typically with the solde de tout compte).

The rupture conventionnelle exists because both parties win when a CDI ends amicably. Used right, it costs the employer the indemnity; in return it eliminates the prud’hommes litigation risk that hangs over every disputed licenciement.

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Disclaimer

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Sources

1. C. trav. art. L.1237-11 et seq. (rupture conventionnelle) — https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LEGISCTA000019068016/2026-01-01
2. C. trav. R.1237-3 et seq. (homologation) — https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LEGISCTA000019217049/2026-01-01
3. Code du travail — Livre II — https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LEGISCTA000006145393/
4. URSSAF — barème indemnités — https://www.urssaf.fr
5. Service-public — rupture conventionnelle — https://www.service-public.fr/particuliers/vosdroits/F1906