Severance pay in France
Estimate the gross amounts due when a private-sector employment contract ends in France: notice pay, statutory indemnity, paid leave and the end-of-CDD bonus.
These calculations follow the French Labour Code (Code du travail) for private-sector employees, in force on 10/19/2026.
Amounts are gross, in euros (€), before income tax and social security contributions.
This is an estimate. Collective agreements, the employment contract and individual circumstances can grant more than the statutory minimum; check with the employer, a lawyer or the labour authority before making decisions.
How the France severance calculator works
Notice: the Labour Code sets one month of notice from 6 months of service and two months from 2 years of service, unless a collective agreement or the contract is more favourable. If the employer waives the work during the notice, it pays the notice in lieu, and the statutory indemnity then counts the service up to the end of the notice period. Under 6 months of service the law sets no period and the collective agreement or local custom applies. The final month is paid pro rata: monthly salary times the days worked, up to 30, divided by 30.
Statutory dismissal indemnity (indemnité légale de licenciement): it requires 8 months of uninterrupted service. It equals one quarter of a month of reference salary for each year of service up to 10 years, plus one third of a month for each year beyond 10, with incomplete years counted pro rata by complete months. The reference salary is the more favourable of the average of the last 12 months or of the last 3 months. The rupture conventionnelle indemnity cannot be lower than this amount, and the calculator shows that minimum without the 8-month condition.
Paid leave and fixed-term contracts: paid leave accrues at 2.5 working days (jours ouvrables) per month, up to 30 a year. Untaken days are paid out as the compensatory allowance (indemnité compensatrice de congés payés), here by the one-tenth rule at constant pay, which gives monthly salary divided by 25 per working day. At the end of a fixed-term contract (CDD) the employee receives a 10% end-of-contract bonus on the total gross pay, and a 10% paid leave compensation calculated on the total pay including that bonus, limited to the days actually earned.
Limits: every amount is a gross estimate before social contributions and income tax. The collective agreement or the contract can grant a longer notice or a higher indemnity, so check the agreement that applies to you. Serious or gross misconduct removes the notice and the dismissal indemnity, and a court can revise that classification. The reference salary should include regular bonuses prorated, and the final month is estimated from the day of the month of the end date. This tool is informative and does not replace a lawyer or an accountant.