Dismissal, harassment, discrimination, exit negotiations: I advise and represent employees, managers and senior executives working in France, from negotiation to the French Labour Court.
Being sidelined, excessive workload, pressure, questions about your pay or contract: it is possible to act before things get worse. I help you assess your rights and the evidence to gather, avoid mistakes and, where appropriate, negotiate your exit.
In most cases, an employer must hold a pre-dismissal meeting (« entretien préalable »). I help you understand the procedure and the risks, prepare what to say and what to avoid, and anticipate what comes next, including a possible negotiation.
You generally have 12 months from notification of the dismissal to challenge it. I analyse your dismissal letter and the procedure, assess your chances and the amounts at stake, and seek a negotiated outcome or, if necessary, bring a claim before the Labour Court.
Before signing a mutual termination agreement (« rupture conventionnelle »), check that the terms reflect your rights. I help you assess the amount, build your arguments, negotiate and secure the agreement before signature and during the 15-day withdrawal period.
A member of the Paris Bar since 2017, I practise exclusively employment law. Since founding my firm in 2022, I have been acting for employees, in advice, negotiation and before the Labour Court.
Before focusing on employees, I advised employers for several years (large groups, SMEs, start-ups), after an initial experience in human resources.
I have seen from the inside how a company assesses a dispute and what it fears in a negotiation.
I now put this insight at your service. I handle your case personally, from our first exchange to its conclusion.
We can work together in English: meetings, emails and explanations. Court proceedings and submissions are in French; I explain the documents and each stage to you in English.
French employment law differs significantly from common law systems. Here are a few points worth knowing.
Employment disputes are heard by the Labour Court (« conseil de prud'hommes »), a specialised court made up of lay judges representing employees and employers. In most cases, the procedure begins with a conciliation and orientation hearing.
The mutual termination agreement (« rupture conventionnelle ») is a termination agreed by both parties and approved by the labour administration. It provides a minimum severance payment, which can be negotiated upwards, and generally gives access to unemployment benefits. It should not be confused with a settlement agreement (« transaction »), which ends a dispute after a dismissal.
You generally have 12 months from notification of the dismissal to challenge it before the Labour Court. Sending a letter to your employer or starting negotiations does not stop this time limit.
If a dismissal is found to be without real and serious cause, the compensation is set within a minimum and a maximum, depending on length of service and company size (the « barème Macron »). This scale does not apply when the dismissal is null and void, for example in cases of harassment, discrimination or breach of a fundamental freedom: compensation is then at least six months' salary.
I analyse the strengths, weaknesses and risks of your case to define with you the strategy that best fits your goals. I favour a negotiated outcome when it best serves your interests. When the situation requires it, I bring your case before the Labour Court. I explain each step and keep you informed throughout.
Where possible, the search for an amicable outcome continues throughout the proceedings.
If I am able to assist you, I will get back to you to offer a consultation or tailored support.
République: lines 358911Jacques Bonsergent: line 5