Mutual termination (rupture conventionnelle): minimum payout

How it is calculated

The specific rupture conventionnelle payout cannot be lower than statutory redundancy pay, nor than the collectively agreed pay when the collective agreement provides a higher one (service-public.gouv.fr). The tool therefore applies the legal rule: the more favourable reference salary between the average of the last 12 and the last 3 months, 25% of a month per year up to 10 years then 33.3%, complete months pro rata. Everything is calculated by the site's code, without a payroll engine.

Two differences from dismissal: no length-of-service condition (the floor is owed from the first month, pro rata) and no reason to justify, so no serious misconduct that would cancel the payout. The result is a minimum: the agreement you sign can set any amount above it.

What the result includes

So that two people get the same figure from the same gross pay, the site always calculates from the same baseline situation. Each line can be changed in the calculator's options where it matters.

• General social security scheme (régime général), rates as of 26 October 2026 (rules from modele-social, the engine behind URSSAF's simulator).
• Permanent full-time contract (CDI), 35 hours a week, i.e. 151.67 h a month, paid over 12 months.
• Non-cadre by default (cadre status is one button away), collective agreement set to the general rules (“droit commun”).
• Company health cover (mutuelle) of €40 a month, of which €20 is deducted from pay, URSSAF's default setting; zero is possible in the options.
• Outside Alsace-Moselle (option available), without meal vouchers or benefits in kind.
• Before income tax: tax withheld at source depends on your household and comes on top (see the “net after tax” tool).
• Minimum wage (SMIC) since 1 June 2026: €12.31 gross per hour (service-public.gouv.fr).
• Legal floor, gross, with no service or reason condition; the same calculation as redundancy pay.
• Withdrawal period of 15 calendar days, shown in the timeline below (service-public.gouv.fr).

Limits

A correct calculation for a typical situation is not your payslip. Here is what the tool does not know, so that you read the result as a reliable order of magnitude, not a promise.

• Collective agreement: sector minimums, seniority bonuses, compulsory thirteenth month and specific provident schemes are not taken into account (general rules only).
• Bonuses, variable pay, overtime, benefits in kind: left out, except in the tools that ask for them.
• Health cover and provident scheme: your actual contribution may be different; change it in the options.
• Alsace-Moselle: the option adds the local scheme's health contribution, without its other specifics.
• Public sector not covered: civil servants' pay scales and contributions follow other rules.
• Simplified tax: no tax reductions or credits, no exceptional income; the engine's “tax” module is flagged as experimental by URSSAF.
• Collective agreement: if it provides higher redundancy pay, that becomes the floor for the termination; the tool does not know it.
• Unemployment benefit: waiting period, deferral linked to the payout above the minimum and benefit amount are not calculated.
• Collective rupture conventionnelle and protected employees (labour inspectorate authorisation): different procedures, not covered.

Floor by length of service, from the first month

For two reference salaries, the minimum rupture conventionnelle payout, gross, calculated by the site's code. Short service shows the absence of a condition: every complete month counts.

The procedure, step by step

1. One or more meetings between you and the employer, where you may be assisted (colleague, staff representative, employee adviser). That is where the amount and the leaving date are negotiated.
2. The signing of the termination agreement, on the official form, which sets the payout and the end date of the contract.
3. The withdrawal period of 15 calendar days, during which either party can go back on their signature without giving a reason.
4. The approval request sent to the labour administration, which has a review period; with no answer by the end of it, approval is deemed granted.
5. The end of the contract, at the earliest the day after approval, with the final settlement: payout, pay for the last days and untaken holiday.

The rupture conventionnelle guide details each step, the form errors that get approval refused and what you can ask for on top of the payout.

Negotiating above the floor

The minimum calculated here is what the employer would have to pay if they dismissed you without misconduct. A rupture conventionnelle spares them the reason to prove, the notice period to pay and the risk of a lawsuit: those savings are your negotiating room. Three arguments carry weight: your length of service and what your collective agreement would have provided, the likely time before your next job, and the unemployment deferral that the part above the minimum triggers. Aim for a number of months of salary, and prepare what comes next: the unemployment simulator works out your benefit, its duration and the deferral, the CV analysis estimates your market value and the unemployment and salary guide explains what you will receive between two jobs.

To compare with a dismissal, the redundancy pay tool applies the 8-month condition and the serious-misconduct case; for the rest of the settlement, the holiday pay tool always comes on top.