The offer of these benefits has allowed employers and workers to terminate their contracts without having to face difficult redundancy procedures and transaction agreements (more expensive for employers). A redundancy contract is an agreement between the employee and the employer to terminate an existing employment contract without notice – when the agreement must be reciprocal. A termination contract is an official document that is used to officially document that all parties in a contract have agreed to terminate. In France, an employer cannot unilaterally dismiss a worker unless there is a very serious reason for wanting to resign, such as serious misconduct, theft or violent behaviour. Apart from that, when they decide to resign, the most reliable method of ending a working relationship is by mutual agreement. The process in France is called a „break-up agreement.“ To do so, both parties must agree on the terms of the mutual agreement, including, but not only on the amount of severance pay and the timetable. Under the contractual agreement, the contract is entered into through the public online platform and then signed by the employee and the employer. Pink Slip refers to the U.S. practice of a human resources department to include a notice of relief in an employee`s salary to inform the worker of his involuntary termination of a employment relationship or dismissal. [5] According to the labour code, the employer and the worker, regardless of which party is requesting dismissal, must first have an interview in order to determine the redundancy package and the date of dismissal. The parties then enter into a reciprocal termination agreement and sign it, which is a relatively simple bilateral form.
This document summarizes that, although it is difficult to question the conditions of dismissal even after the authorization of the Labor administration, it has no billing effect on the performance of the contract and workers can sue their employers against these conditions (for example. B for unpaid wages, discrimination or harassment). In the Netherlands, employers need the approval of the authorities to dismiss a worker. The management authority reviews the termination conditions in order to authorize or deny termination. A negotiated agreement with the employee is possible, provided the parties negotiate the terms in a written transaction agreement.