sboghossian Import: Notification de Licenciement (France)
What it does
This import adapter migrates a French-law dismissal notification skill — covering the lettre de licenciement — into the mini-claude-for-legal standard format. In France, the dismissal letter is a critical legal instrument: it fixes the grounds (motifs) of dismissal, and the employer cannot later invoke different grounds at the CPH (Conseil de Prud'hommes). A poorly drafted lettre de licenciement is the single most common source of wrongful-dismissal liability in French employment litigation.
The source skill may have been a drafting template, a compliance checker, or both. The adapter normalises the shape and surfaces the legal requirements.
Import config
| Field | Source mapping | Default if absent |
|---|---|---|
licenciement_type |
Legacy type |
cause_réelle_sérieuse |
motif_specified |
Legacy motif |
Prompt user — cannot be defaulted |
entretien_préalable_done |
Legacy entretien_done boolean |
Prompt user |
délai_notification |
Legacy délai field |
2 jours ouvrables after entretien |
delivery_mode |
Legacy envoi |
LRAR (lettre recommandée avec accusé de réception) |
language |
Legacy lang |
fr |
output_format |
Legacy format |
lettre_complete |
Dry-run preview
IMPORT PREVIEW — notification-licenciement
Source shape : Lettre de licenciement template / checker
Type : cause_réelle_sérieuse (default)
Motif : [requires user input — cannot default]
Entretien préalable: [requires confirmation]
Délai : minimum 2 jours ouvrables post-entretien
Envoi : LRAR
Language : French
Output : lettre complète
French dismissal procedure (context)
A valid dismissal in France requires compliance with the entire procedure — not just the letter:
- Convocation à entretien préalable — written notice inviting the employee to a preliminary interview; must state the date, time, place, and right to be assisted by a workplace representative or external advisor (conseiller du salarié).
- Entretien préalable — the employer presents the grounds; the employee responds. Minutes are not legally required but advisable.
- Délai d'attente — minimum 2 working days (jours ouvrables) between entretien and dispatch of the dismissal letter.
- Lettre de licenciement — sent by LRAR; must state the real and serious cause (cause réelle et sérieuse).
- Préavis (notice period) — statutory or contractual; employee may work out notice or receive payment in lieu.
- Indemnité de licenciement — statutory indemnity for employees with at least 8 months' service; calculated per the Labour Code (Code du Travail Art L1234-9).
Mandatory content checklist for the letter
A legally compliant lettre de licenciement must contain:
- Identification of the employer and employee
- Date of the entretien préalable
- Statement that the letter constitutes notification of dismissal
- The motif(s) — stated precisely and factually (this is the critical element)
- The applicable notice period or waiver
- Reference to any dispense de préavis (payment in lieu)
- Information on the solde de tout compte and reçu
Types of dismissal and specific requirements
| Type | Key legal requirement | CPH exposure if defective |
|---|---|---|
| Faute simple | Cause réelle et sérieuse; notice period due | Indemnité de licenciement sans cause réelle |
| Faute grave | Immediate dismissal; no notice or indemnity | Full notice + indemnity if grounds not proven |
| Faute lourde | Immediate; no indemnity; potential civil liability | Full indemnity + damages if grounds not sustained |
| Cause réelle et sérieuse (non-disciplinary) | Objective grounds; notice due | Reinstatement or Barème Macron indemnity |
| Inaptitude | Medical consultation + search for reclassification | Nullity of dismissal if procedure not followed |
Barème Macron (indemnity scale)
Since the Ordonnances Macron (2017), CPH indemnity for dismissal without cause réelle et sérieuse is capped by the Barème Macron (Code du Travail Art L1235-3):
| Ancienneté | Minimum indemnity | Maximum indemnity |
|---|---|---|
| < 1 an | 0 mois | 1 mois |
| 1–2 ans | 1 mois | 2 mois |
| 3–4 ans | 3 mois | 4 mois |
| 5–10 ans | 3 mois | 10 mois |
| 10–20 ans | 3 mois | 15,5 mois |
| > 29 ans | 3 mois | 20 mois |
(Monthly salary = 1/12 of gross annual including bonuses)
Note: these caps do not apply to discriminatory dismissals or dismissals in violation of fundamental rights (nullité).
Failure modes
| Error | Likely cause | Resolution |
|---|---|---|
motif_vague |
Source used generic "faute grave" without facts | Flag HIGH risk; prompt for specific factual grounds |
entretien_not_confirmed |
Legacy skipped entretien check | Add mandatory entretien confirmation gate |
délai_miscalculated |
Source used calendar days not jours ouvrables | Recalculate as working days |
lrar_not_specified |
Source used email delivery | Flag: email is insufficient for licenciement |
Related skills
- [[import-requete-cph-licenciement-faute-grave]]
- [[draft-lettre-licenciement-fr]]
- [[review-employment-termination]]
- [[kb-employment-law-fr]]
- [[import-legal-risk-assessment-zacharie-laik]]