The mandatory "pack of three" documents owed to EVERY departing employee regardless of the reason for leaving: the certificat de travail (D1234-6), the reçu pour solde de tout compte (L1234-20), and the attestation employeur destinée à France Travail (ex-Pôle emploi) — bundled here as ONE composite document/checklist rather than three separate templates.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 9. The PDF will have blank lines in their place to fill in by hand.
Click a field label in the text and type, or use the form. Empty fields become blank lines in the PDF.
END-OF-CONTRACT DOCUMENT PACK (Certificat de travail — D1234-6 · Reçu pour solde de tout compte — L1234-20 · Attestation France Travail)
Employer: Employee: , , employed from to . Reason for leaving:
⚠️ ALL THREE documents below are legally owed to the employee at the end of EVERY employment relationship — regardless of the reason for leaving — and must be handed over on the LAST DAY of employment ().
PART A — CERTIFICAT DE TRAVAIL (art. D1234-6, Code du travail) A.1. This certifies that was employed by from to , holding the following position(s): . A.2. Mutuelle/prévoyance portability: A.3. ⚠️ This certificate must NOT contain any performance rating or the reason for departure — only the objective facts of position(s) held and dates.
PART B — REÇU POUR SOLDE DE TOUT COMPTE (art. L1234-20) B.1. Itemised final pay: B.2. Termination indemnities: B.3. Issued in TWO original copies, one for the employer, one for the employee, both signed by the employee. B.4.
PART C — ATTESTATION EMPLOYEUR DESTINÉE À FRANCE TRAVAIL C.1. Salaries for the last 12/24 months: C.2. Filed via DSN/net-entreprises with France Travail (ex-Pôle emploi); a copy is also handed to the employee. C.3. ⚠️ A delay of more than 8 days in providing this attestation can expose the employer to compensating the employee for the resulting loss (e.g. delayed unemployment benefits).
Issued on by .
Employer ______________ Employee (Part B signature only) ______________ / /
This is a boilerplate template, not legal advice. French employment, consumer-protection and data-protection law (Code du travail, Convention collective HCR "CCN HCR", Code de la consommation, RGPD/CNIL, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars (e.g. the entretien préalable and rupture conventionnelle timelines) and changes frequently — statutory figures (SMIC, grille HCR, sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a French employment/legal advisor (avocat en droit du travail / expert-comptable) and verified against the current rates before use. Under the loi Toubon (Law No. 94-665 of 4 August 1994), documents intended for use in France — employment contracts, consumer information, mandatory workplace notices — must be available in French; where a French-language version of this document is also used, that version prevails in case of conflict.
2 of 12 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.