{"id":8078,"date":"2025-04-03T09:00:29","date_gmt":"2025-04-03T07:00:29","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/dismissal-after-therapeutic-part-time-work-how-is-redundancy-pay-calculated\/"},"modified":"2025-04-17T15:52:32","modified_gmt":"2025-04-17T13:52:32","slug":"dismissal-after-therapeutic-part-time-work-how-is-redundancy-pay-calculated","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/dismissal-after-therapeutic-part-time-work-how-is-redundancy-pay-calculated\/","title":{"rendered":"Dismissal after therapeutic part-time work: how is redundancy pay calculated?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"8078\" class=\"elementor elementor-8078 elementor-7831\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-49c419a9 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"49c419a9\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-70e30c21\" data-id=\"70e30c21\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-36429f11 elementor-widget elementor-widget-text-editor\" data-id=\"36429f11\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p class=\"\" data-start=\"432\" data-end=\"712\">When an employee is dismissed while on <strong data-start=\"482\" data-end=\"499\">sick leave<\/strong> following a period of <strong data-start=\"516\" data-end=\"547\">therapeutic part-time work<\/strong>, the employer must pay particular attention to the method used to calculate the severance pay. An error in the basis of calculation can easily lead to litigation. <\/p>\n<p class=\"\" data-start=\"714\" data-end=\"977\">In a <strong data-start=\"722\" data-end=\"773\">ruling dated March 5, 2025 (Cass. soc., no. 23-20.172),<\/strong> the French Supreme Court clarifies the applicable terms and conditions. This decision is in line with established case law aimed at <strong data-start=\"898\" data-end=\"976\">neutralizing the effects of health conditions on reference pay<\/strong>. <\/p>\n<hr class=\"\" data-start=\"979\" data-end=\"982\">\n<h3 class=\"\" data-start=\"984\" data-end=\"1059\"><strong data-start=\"988\" data-end=\"1059\">Neutralization of part-time work and sick leave<\/strong><\/h3>\n<p class=\"\" data-start=\"1061\" data-end=\"1365\">Article <strong data-start=\"1071\" data-end=\"1103\">L. 1132-1 of the French Labor Code<\/strong> prohibits discrimination on the grounds of health. In the case of therapeutic part-time work, remuneration is by definition reduced. The Court ruled that this reduced remuneration could not be used to calculate severance pay.  <\/p>\n<p class=\"\" data-start=\"1367\" data-end=\"1503\">\u27a1 <strong data-start=\"1369\" data-end=\"1429\">This principle also applies to the following sick leave<\/strong>: absence from work cannot justify a reduction in compensation.<\/p>\n<blockquote data-start=\"1505\" data-end=\"1667\">\n<p class=\"\" data-start=\"1507\" data-end=\"1667\">\ud83d\udd0e <strong data-start=\"1510\" data-end=\"1524\">To put it plainly:<\/strong> compensation must be calculated on the basis of the <strong data-start=\"1581\" data-end=\"1596\">full-time<\/strong> salary received <strong data-start=\"1604\" data-end=\"1613\">prior to<\/strong> the period of part-time work and sick leave.<\/p>\n<\/blockquote>\n<hr class=\"\" data-start=\"1669\" data-end=\"1672\">\n<h3 class=\"\" data-start=\"1674\" data-end=\"1734\"><strong data-start=\"1678\" data-end=\"1734\">What the Court said in the March 5, 2025 case<\/strong><\/h3>\n<p class=\"\" data-start=\"1736\" data-end=\"1941\">In this case, an employee dismissed for <strong data-start=\"1784\" data-end=\"1798\">unfitness<\/strong> sought <strong data-start=\"1812\" data-end=\"1838\">additional compensation<\/strong>, arguing that the calculation used was based on a salary reduced by the fact that she was working part-time.<\/p>\n<p class=\"\" data-start=\"1943\" data-end=\"1984\">The Court of Cassation agreed:<\/p>\n<ul data-start=\"1985\" data-end=\"2297\">\n<li class=\"\" data-start=\"1985\" data-end=\"2102\">\n<p class=\"\" data-start=\"1987\" data-end=\"2102\">The <strong data-start=\"1990\" data-end=\"2014\">reference salary<\/strong> must be determined in accordance with articles <strong data-start=\"2054\" data-end=\"2099\">L. 1234-9 and R. 1234-4 of the French Labor Code<\/strong>,<\/p>\n<\/li>\n<li class=\"\" data-start=\"2103\" data-end=\"2209\">\n<p class=\"\" data-start=\"2105\" data-end=\"2209\">The calculation must be based on remuneration <strong data-start=\"2148\" data-end=\"2206\">for the 12 or 3 months preceding the therapeutic adjustment<\/strong>,<\/p>\n<\/li>\n<li class=\"\" data-start=\"2210\" data-end=\"2297\">\n<p class=\"\" data-start=\"2212\" data-end=\"2297\">Part-time work and sick leave <strong data-start=\"2262\" data-end=\"2286\">must be excluded<\/strong> from the calculation.<\/p>\n<\/li>\n<\/ul>\n<hr class=\"\" data-start=\"2299\" data-end=\"2302\">\n<h3 class=\"\" data-start=\"2304\" data-end=\"2353\"><strong data-start=\"2310\" data-end=\"2353\">Points to watch for employers<\/strong><\/h3>\n<ol>\n<li data-start=\"2355\" data-end=\"2459\"><strong data-start=\"2358\" data-end=\"2457\">Always identify whether therapeutic part-time work has been set up prior to dismissal.<\/strong><\/li>\n<li data-start=\"2461\" data-end=\"2581\"><strong data-start=\"2464\" data-end=\"2531\">Never use reduced remuneration as a basis for calculation<\/strong>, even if it covers the last 12 or 3 months.<\/li>\n<li data-start=\"2583\" data-end=\"2709\"><strong data-start=\"2586\" data-end=\"2669\">Secure your internal practices (bulletins, endorsements, HR history)<\/strong> to avoid any post-termination disputes.<\/li>\n<\/ol>\n<hr class=\"\" data-start=\"2711\" data-end=\"2714\">\n<h3 class=\"\" data-start=\"2716\" data-end=\"2737\"><strong data-start=\"2720\" data-end=\"2737\">Our advice<\/strong><\/h3>\n<p class=\"\" data-start=\"2739\" data-end=\"2958\">If there is any doubt about the applicable calculation basis, particularly in the case of workstation adjustments or sick leave, it is advisable to carry out <strong data-start=\"2894\" data-end=\"2917\">an audit of the file<\/strong> before notifying the dismissal.<\/p>\n<p class=\"\" data-start=\"2960\" data-end=\"3112\">A <strong data-start=\"2963\" data-end=\"3003\">discussion with your legal advisor<\/strong> will enable you to adjust the calculation basis and avoid any dispute over the amount paid to the employee.<\/p>\n<hr class=\"\" data-start=\"3114\" data-end=\"3117\">\n<p class=\"\" data-start=\"3119\" data-end=\"3248\"><strong data-start=\"3122\" data-end=\"3175\">Reference: Cass. soc., March 5, 2025, no. 23-20.172<\/strong><br data-start=\"3175\" data-end=\"3178\"><strong data-start=\"3181\" data-end=\"3246\">Articles: L. 1132-1, L. 1234-9, R. 1234-4 of the Labor Code<\/strong><\/p>\n<p class=\"\" data-start=\"3250\" data-end=\"3251\">&#8211;<\/p>\n<p class=\"\" data-start=\"3253\" data-end=\"3474\"><strong data-start=\"3256\" data-end=\"3334\">Do you need support to secure your dismissal procedures?<\/strong><br data-start=\"3334\" data-end=\"3337\">Desrumaux Avocats assists companies in calculating compensation and managing high-stakes terminations.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t<div class=\"elementor-element elementor-element-17772b0 e-flex e-con-boxed e-con e-parent\" data-id=\"17772b0\" data-element_type=\"container\" data-settings=\"{&quot;content_width&quot;:&quot;boxed&quot;}\" data-core-v316-plus=\"true\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-2890273 elementor-widget elementor-widget-image\" data-id=\"2890273\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.avocat-desrumaux.fr\/wp-content\/plugins\/elementor\/assets\/images\/placeholder.png\" title=\"\" alt=\"\" loading=\"lazy\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>When an employee is dismissed while on sick leave following a period of therapeutic part-time work, the employer must pay particular attention to the method used to calculate the severance pay. An error in the basis of calculation can easily lead to litigation. In a ruling dated March 5, 2025 (Cass. soc., no. 23-20.172), the &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/www.avocat-desrumaux.fr\/en\/dismissal-after-therapeutic-part-time-work-how-is-redundancy-pay-calculated\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;Dismissal after therapeutic part-time work: how is redundancy pay calculated?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":7821,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_mo_disable_npp":"","footnotes":""},"categories":[50],"tags":[],"class_list":["post-8078","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.10 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Dismissal after therapeutic part-time work: how is redundancy pay calculated? - Desrumaux Avocats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.avocat-desrumaux.fr\/en\/dismissal-after-therapeutic-part-time-work-how-is-redundancy-pay-calculated\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Dismissal after therapeutic part-time work: how is redundancy pay calculated? - Desrumaux Avocats\" \/>\n<meta property=\"og:description\" content=\"When an employee is dismissed while on sick leave following a period of therapeutic part-time work, the employer must pay particular attention to the method used to calculate the severance pay. An error in the basis of calculation can easily lead to litigation. 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