A poorly handled contract termination can quickly turn into a costly dispute, even when the employer acted in good faith. Here are the most common mistakes we see.

Getting the notice period calculation wrong

The length of the notice period depends on the worker's seniority and, in some cases, on rules specific to their joint committee. A calculation error, even of a few days, can lead to a dispute and an unexpected compensation payment.

Overlooking the formal requirements of notification

Notice must be given following precise procedures to be valid — for example, notice given by ordinary letter without following the legal formalities can be challenged, even if its content was substantively correct.

Improvising the grounds for dismissal for serious cause

  • Serious cause must be invoked within a very short timeframe after becoming aware of the facts
  • It must be sufficiently specific and documented
  • A late or imprecise notification can cause the employer to lose the benefit of this procedure
In most of the disputes we see, the problem doesn't lie with the decision itself, but with how it was carried out procedurally.

Getting support before you act

Before any sensitive contract termination, prior legal advice often helps avoid a mistake that's difficult to fix after the fact. That's precisely the role of our legal team.

This article is intended for general information purposes only and does not constitute personalised legal advice. As every situation is different, please contact our team for advice tailored to your business.