Unlike the structure of a good work reference, an end-of-work contract must follow government laws and regulations to be effective. Continue reading to see what are the pros and cons of a joint dismissal. End-of-work contracts are legal documents that should be prepared by a qualified person. This may be someone in a company`s staff department or legal department. Two important considerations to consider in the development of the agreement are when an agreement takes effect and whether or not a “cooling period” is included in the treaty. Some redundancies are made by mutual agreement between the employer and the worker. When this happens, it is sometimes doubtful that the termination was actually reciprocal. In many of these cases, the employer originally wanted the employee to be removed, but the employer proposed the mutual dismissal contract to mitigate dismissal (such as forced resignation). But there are also periods when a redundancy date is agreed before the start of employment (as in an employment contract). The “pink skid” has become a metonym for the cessation of employment in general. According to a New York Times article, the editors of the Random House Dictionary dated the term at least 1910.  Although the Labour Code prohibits the application of a reciprocal whistleblowing agreement to circumvent the legislation applicable to collective economic redundancies, the French administration accepts in practice, in practice, the application of such agreements. However, this procedure cannot be used to circumvent the rules of collective economic redundancy and to deprive workers of the guarantees associated with them.
In this context, the labour authorities consider that a company or group facing economic difficulties and making full use of reciprocal termination agreements (10 days or more over a 30-day period) is likely to apply the procedure of economic redundancy and, in particular, the implementation of an employment protection plan (or the “social plan” (4) (“Employment Safeguarding Plan”). Procedure of mutual agreement In the event of difficulties or doubts between the parties as to the implementation or interpretation of this agreement, the parties endeavour to resolve the issue by mutual agreement. The labour law does not have a specific provision on reciprocal redundancy agreements. However, Supreme Court decisions have repeatedly emphasized that reciprocal termination agreements, since they are in accordance with a “cancellation contract,” are governed by the general provisions of the law of obligations with respect to legal status.