CONSEIL & FORMATION.

Dismissals and negotiated departures

Dismissal on personal or economic grounds, or a negotiated departure: Renaud Avocats supports employers in making each process legally robust and defending their interests.

Our approach.

No termination of employment can be reduced to a simple procedure. Every situation has its own context, challenges and risks. Our role is to help you choose the most appropriate solution, anticipate potential difficulties and manage each stage methodically, in order to minimise the risk of litigation whilst protecting the working environment, the employer’s reputation and the company’s interests.

Dismissals on personal grounds

A dismissal cannot be improvised. The classification of the grounds, the compilation of the case file and compliance with the procedure are crucial to the soundness of your decision. We support you right from the analysis of the situation in order to develop a tailored and legally sound procedure.

Examples of our work relating to dismissal on personal grounds

Preliminary analysis of the case and classification of the grounds for dismissal
Dismissal for misconduct, serious misconduct or gross misconduct
Dismissal on grounds of poor performance
Dismissal on grounds of unfitness for work
Dismissal for prolonged absences or disruption to the running of the business
Assistance in conducting the procedure (summons, preliminary interview, notification)
Support with the dismissal of protected employees

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Negotiated departures

Where circumstances allow, a negotiated settlement can be an effective alternative to dismissal. We help you to define the most appropriate strategy, lead the discussions and ensure that any agreements reached are properly formalised in order to safeguard the company’s interests in the long term.

Examples of our work on negotiated departures

Analysis of the costs, risks and opportunities associated with different schemes for amicable termination
Negotiating voluntary redundancies with the employee’s solicitor
Drafting of termination agreements and settlement protocols
Review of timetables and legal documents relating to mutually agreed terminations

Prevention and safeguarding of terminations

Decisions taken before and during a termination often determine the outcome of any subsequent litigation. We intervene at an early stage to assess risks, prepare evidence and safeguard the entire process in order to minimise the likelihood of future disputes.

Examples of our work in preventing and safeguarding termination processes

Assessment of employment tribunal litigation risk
Audit of termination procedures
Compilation of evidence files
Pre-litigation assistance
Assessment of financial risks
Support in sensitive or conflict-prone situations

Our commitment.

Optimised HR management

We help you manage your termination procedures in a systematic and consistent manner, in line with your HR policy.

Secure decisions

We ensure every stage of the process is secure in order to minimise the risk of disputes and enable you to make decisions with complete confidence.

Peace of mind

We stand by your side in the most sensitive situations, providing responsive, pragmatic and dedicated support.

What Our Clients Say.

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Prénom Nom

Renaud avocats

Prénom Nom

Renaud avocats

Prénom Nom

Renaud avocats

Prénom Nom

Renaud avocats

Prénom Nom

Renaud avocats