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Reclassement des salariés licenciés économiques : velléités et bonnes pratiques

Abstract : In case of economic redundancy employees are entitled to e-employment support schemes that depends on the workforce size of the employer. Whether the company is small or large the worker's choice is limited to accepting or refusing the device imposed by law “Redeployment leave” or “Professional Security Contract” (CSP). However, these two schemes are very different. On the one hand, CSP provides good financial security to the unemployed and increases his chances to find a new job. On the other hand, the Redeployment leave is an obsolete formula, based on unverified a priori, that the State no longer monitors or finances for years, a leap into the unknown for the employee. The introduction of new “mutually agreed terminations” in 2008 and the recent unemployment insurance reform have further complicated the choices available to redundant employees. This paper highlights inequalities weighting on these workers as regards information, rights and financial security, depending neither on their profile nor their behavior, but only on the status of their employer and inconsistent rules. Simple reforms could restore fairness and increase re-employment opportunities following redundancy. At least, the legal and financial parameters should be the same for the two existing schemes, or the right to choose the CSP regardless of the size of the company could be introduced, especially as this would not entail any additional costs for the company. A more ambitious reform could generalize the CSP, matching it with a financing of the reemployment support scheme by the employer. This contribution would replace the current cost of the company’s internal reemployment support scheme, growing with the company's contributory capacities, of which size is only one aspect. It is also wise to see further. Indeed, as economic dismissal became a marginal form of terminating a labour contract, the economic motive for ending labour contracts remains the main cause of separation. Linking re-employment leave schemes only to terminations of indefinite duration contracts labelled as “economic” hinders equal access to efficient schemes that would increase unemployed financial security as well as their future employment opportunities.
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Preprints, Working Papers, ...
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Submitted on : Monday, October 11, 2021 - 3:08:10 PM
Last modification on : Monday, March 21, 2022 - 2:48:07 PM
Long-term archiving on: : Wednesday, January 12, 2022 - 8:03:51 PM


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  • HAL Id : hal-03373480, version 1



Bruno Coquet. Reclassement des salariés licenciés économiques : velléités et bonnes pratiques. 2021. ⟨hal-03373480⟩



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