For the employee • CCN IDCC 3239

Your rights when your contract with a household employer ends

Last updated 1 October 2026AdminLanding Editorial

If you work for a private individual in France — housekeeper, carer, garde d'enfant à domicile, assistant maternel — your contract is governed by the convention collective IDCC 3239. When the employer ends it, the convention sets the steps, the notice period, the indemnity and the documents. This page states each rule with its article, as it applies to both parties.

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What the convention provides, in one minute

Home employee: a convocation by registered letter or hand delivery against a receipt, an entretien in person from the 4th jour ouvrable, a notification by LRAR, never handed over — art. 161.1.1.1. An assistant maternel has no interview: the employer withdraws the child — art. 119.1.
A notice of 1 week, 1 month or 2 months by seniority on the day the letter is sent, starting at the first presentation of the letter — art. 162.4.1, 162.1.
An indemnité de licenciement from 8 months of seniority — art. 163.1 — and the indemnité compensatrice de congés payés for leave not yet paid — CCN art. 67 (none when the CESU hourly wage was raised by 10 % for paid leave — art. 140.1.2).
The end-of-contract documents of CCN art. 69 — certificat de travail, reçu pour solde de tout compte, attestation France Travail — and the last payslip, produced from the CESU or Pajemploi account.

The procedure, from the employee's side

Under CCN art. 161.1.1, a particulier employeur applies the convention's own dismissal rules; the Code du travail procedure of art. L.1232-2 and following does not apply. The steps below are those of art. 161.1.1.1. They apply to every salarié du particulier employeur, including a garde d'enfant à domicile.

You receive a convocation

By registered letter or by hand delivery against your signature. The letter states the object of the entretien, its date, its time and its place. The entretien cannot be held before the 4th jour ouvrable counted from the day after the letter was first presented to you or handed to you; a period that would end on a Saturday, a Sunday or a public holiday runs to the next jour ouvrable.

You attend the entretien and are heard

The entretien is held in person. The employer states the motif or motifs considered and hears your explanations. The convention requires the decision, if it follows, to rest on a cause réelle et sérieuse or on a faute grave or faute lourde.

You receive the notification — the notice starts

The decision is notified by LRAR — never handed over — sent between the 4th and the 30th jour ouvrable counted from the day after the entretien. Your notice period (art. 162.4.1) starts on the first presentation of that letter. Seniority is counted under the same contract, on the day the letter is sent (art. 162.1). The resignation column applies when you leave on your own initiative (art. 162.6). No notice applies in case of faute grave or faute lourde — the contract then ends on the day the letter is sent (art. 64.3) — nor after a dismissal for unfitness (art. 161.1.3).

Notice periods — salarié du particulier employeur
Seniority (same contract)	Dismissal notice — art. 162.4.1	Resignation notice — art. 162.6
Less than 6 months	1 week	1 week
6 months to less than 2 years	1 month	2 weeks
2 years and more	2 months	1 month

The seniority that sets the tier is counted on the day the letter is sent by registered post or handed over against a receipt (art. 162.1); the notice runs from the first presentation of the registered letter or from the handover (art. 162.4.1, 162.6). No notice after a faute grave or lourde, nor after a dismissal for unfitness (art. 161.1.3).

What you receive: the indemnities

Indemnité de licenciement (art. 163.1): from 8 months of seniority, 1/4 of the average gross monthly salary per year of seniority up to 10 years and 1/3 per year beyond, on the more favourable of the last 12 months' or the last 3 months' average. It is not due in case of faute grave or faute lourde. It is not salary and is exempt from contributions within the legal limits. It is doubled when the unfitness follows a work accident or an occupational disease (art. 161.1.3). Indemnité compensatrice de congés payés (CCN art. 67; C. trav. L.3141-28): for the paid leave acquired and not taken at the end of the contract, paid with the final pay.

The rupture conventionnelle (art. 161.3)

A home employee and the employer may end the contract by mutual agreement only by filling in the official form provided by the administration (CCN art. 161.3); the homologation request is made through the online service (C. trav. D.1237-3-1). The indemnity cannot be lower than the art. 163.1 indemnity. Each party has 15 calendar days to withdraw, counted from the day both parties sign that form (L.1237-13); the administration then has 15 jours ouvrables from the receipt of the request (L.1237-14), and a period that ends on a Saturday, a Sunday or a public holiday runs to the next jour ouvrable (R.1231-1). The contract ends at the earliest the day after homologation (L.1237-13). Not open to an assistant maternel (CASF art. L.423-2). The platform's document is a preparation sheet of that form — what the parties agreed, the minimum indemnity and the calendar counted from the form's signature. It is not the agreement, it is not signed and it cannot be signed electronically: the agreement is the official form.

Assistant maternel: when a parent withdraws the child (art. 119 to 121)

An assistant maternel is not dismissed and is not convened to an interview. The retrait d'enfant (art. 119.1) is notified to you by LRAR or handed over against your signature and ends the contract. No motif is required; the retrait cannot rest on a discriminatory or unlawful ground. The notice of art. 120 runs from the first presentation or handover of the letter; it is the same for either party, and its length follows how long the child has been received on the day the letter is sent or handed over. A suspension, change or withdrawal of your approval imposes the withdrawal, with no notice and no indemnité de rupture (art. 119.3); unfitness ends the contract with no notice (art. 119.5).

Notice periods — assistant maternel
Time the child has been received	Notice (either party) — art. 120
Less than 3 months	8 calendar days
3 months to less than 1 year	15 calendar days
1 year and more	1 month

Art. 120: no notice during the trial period, after a faute grave or lourde, or when the withdrawal is imposed on the parties (approval suspended, changed or withdrawn — art. 119.3); nor after unfitness (art. 119.5). The time the child has been received is counted on the day the letter is sent or handed over; the notice runs from the first presentation of the registered letter or from the handover.

Indemnité de rupture (art. 121.1): from 9 months of accueil, counted on the day the letter is sent, 1/80 of the total gross salaries paid during the contract, excluding the indemnités d'entretien, de repas and kilométriques. It is not due in case of faute grave or faute lourde, nor when the contract ends because the agrément is modified, suspended or withdrawn. When the unfitness follows a work accident or an occupational disease, it is 2/80 (art. 119.5). The rupture conventionnelle is not available for an assistant maternel (CASF art. L.423-2). The conventional minimum hourly wage per child since 01/06/2026 is €4.20 gross without the AM-AP title and €4.37 with it (CCN 3239 annexe 5); the statutory floor of CASF art. D.423-9 applies when it is higher.

The documents you receive

The employer generates them from the CESU or Pajemploi account; the last pay is declared there at the latest the 5th of the month following. The reçu pour solde de tout compte, which you may sign, may be contested within the 6 months that follow its signature, for the sums it lists (CCN art. 69).

End-of-contract documents
Document	Who produces it	Who receives it	Rule
Certificat de travail (employment certificate)	The employer, from the CESU or Pajemploi account	The employee	CCN 3239 art. 69
Reçu pour solde de tout compte (final settlement receipt)	The employer, listing the sums paid at the date the contract ends	The employee, who may sign it — once signed, it may be contested within the 6 months that follow the signature, for the sums it lists	CCN 3239 art. 69
Attestation employeur France Travail	The employer, generated from the CESU or Pajemploi account	The employee, for the unemployment-benefit file	CCN 3239 art. 69
Last payslip	Produced by CESU or Pajemploi once the last pay is declared — at the latest the 5th of the following month	The employee	CESU / Pajemploi declaration rules
Indemnité compensatrice de congés payés (untaken paid leave)	Paid by the employer with the final pay, for the leave not yet paid — none when the CESU hourly wage was raised by 10 % for paid leave	The employee	CCN 3239 art. 67, 140.1.2 · C. trav. art. L.3141-28

Quick answer

When a particulier employeur ends a home employee's contract, CCN IDCC 3239 art. 161.1.1.1 provides a convocation (registered letter or hand delivery against a receipt), an entretien in person from the 4th jour ouvrable, and a notification by LRAR — never handed over — between the 4th and the 30th jour ouvrable after the entretien. Your notice is 1 week, 1 month or 2 months by seniority on the day the letter is sent (art. 162.4.1, 162.1) and starts at the first presentation of the letter. From 8 months of seniority you receive the art. 163.1 indemnity (1/4 month per year up to 10 years, 1/3 beyond), plus the indemnité compensatrice de congés payés (CCN art. 67). You receive the certificat de travail, the reçu pour solde de tout compte (contestable within 6 months of its signature) and the attestation France Travail (CCN art. 69), and the last payslip, all produced from the CESU or Pajemploi account. As an assistant maternel there is no interview: retrait d'enfant by LRAR or handover against a receipt (art. 119.1), notice of 8 calendar days, 15 calendar days or 1 month (art. 120), indemnité de rupture from 9 months (art. 121.1).

At the same moment, on the other side

While you receive the convocation, attend the entretien and work the notice, the employer applies the same articles from the other side: sending the letters within the art. 161.1.1.1 time limits, computing the art. 163.1 or 121.1 indemnity, declaring the last pay on CESU or Pajemploi by the 5th of the following month and generating the end-of-contract documents. The employer-side pages state these steps from that side.

Frequently Asked Questions

Procedure, notice, indemnities, documents, rupture conventionnelle.

Q.What procedure does a particulier employeur follow to end my contract?

For a home employee, the one set by CCN IDCC 3239 art. 161.1.1.1, not the Code du travail procedure (art. 161.1.1): a convocation to an entretien préalable by registered letter or hand delivery against a receipt, stating object, date, time and place; the entretien held in person from the 4th jour ouvrable after the presentation or handover, where the employer states the motif(s) and hears you; then the notification by LRAR — never handed over — between the 4th and the 30th jour ouvrable after the entretien. A period that would end on a Saturday, a Sunday or a public holiday runs to the next jour ouvrable. The dismissal must rest on a cause réelle et sérieuse or on a faute grave or faute lourde. An assistant maternel is not convened: the employer withdraws the child by a letter sent by registered post or handed over against a receipt (art. 119.1).

Q.How long is my notice period when the employer ends the contract?

CCN art. 162.4.1: 1 week below 6 months of seniority, 1 month from 6 months to less than 2 years, 2 months from 2 years, counted under the same contract on the day the letter is sent (art. 162.1) and starting at the first presentation of the notification letter. No notice applies in case of faute grave or faute lourde, nor after a dismissal for unfitness (art. 161.1.3). For an assistant maternel, art. 120 sets 8 calendar days, 15 calendar days or 1 month by how long the child has been received — none during the trial period, for faute grave or lourde, a decision on the approval (art. 119.3) or unfitness (art. 119.5).

Q.Which indemnity do I receive?

Home employee: the art. 163.1 indemnité de licenciement from 8 months of seniority — 1/4 of the average gross monthly salary per year up to 10 years, 1/3 per year beyond, on the more favourable of the 12-month or 3-month average; not due for faute grave or faute lourde; doubled when the unfitness follows a work accident or an occupational disease (art. 161.1.3). Assistant maternel: the art. 121.1 indemnité de rupture from 9 months of accueil on the day the letter is sent — 1/80 of the gross salaries of the contract, excluding indemnités d'entretien, repas and kilométriques; not due for faute grave or lourde nor when the approval is suspended, changed or withdrawn; 2/80 when the unfitness follows a work accident or an occupational disease (art. 119.5). In both cases the indemnité compensatrice de congés payés (CCN art. 67) is paid for the leave acquired and not yet paid — none for a CESU wage raised by 10 % for paid leave (art. 140.1.2). A retirement decided by the employer opens the art. 163.2 indemnity, computed like the dismissal indemnity, whatever the seniority.

Q.Which documents do I receive, and from where?

The certificat de travail, the reçu pour solde de tout compte and the attestation for France Travail (CCN art. 69), plus the last payslip. They are generated by the employer from the CESU or Pajemploi account. You may sign the reçu pour solde de tout compte; once signed, it may be contested within the 6 months that follow its signature, for the sums it lists (CCN art. 69).

Q.Can the contract end by rupture conventionnelle?

Q.Who pays for the documents?

The AdminLanding membership covers both parties: when the employer is a member, the invited employee generates their own documents and pays nothing. €6 a month, renewed automatically every month; cancel any time from your account, effective at the end of the current monthly period. The calculator, the shared calendar, the reminders and the invitation are free for everyone.

Q.Can the employee use it alone?

Yes. An employee whose employer is not on the platform can take the AdminLanding membership. On the employee's side it opens 14 of the 19 documents: every document that is not one of the employer's own letters — the letters the employee writes (resignation, request to leave early for a new job, request for the end-of-contract documents, reservations on the settlement receipt), the end of the trial period, and the documents naming both parties (the contract, an amendment, the monthly summary, the settlement check, the URSSAF sheet, the preparation sheet of the rupture conventionnelle form, the handover receipt and the notice-waiver agreement — these last two are co-signed and open once the employer has joined the relationship). It never opens the employer's letters (convocation, dismissal letter, withdrawal of the child, the employer's notice waiver). Each document is offered only for the ending it belongs to. An employee invited by an employer who is a member pays nothing.

Q.Is the motif of the termination letter evaluated?

No. The letter carries a motif category chosen from a closed list (the employer's personal reasons, entry into an establishment, a move, the financial situation, faute grave, faute lourde, unfitness) and the facts exactly as the employer writes them; the convention requires a cause réelle et sérieuse or a faute grave or lourde (art. 161.1.1.1). Nothing on the platform assesses whether a motif is well-founded, and the facts are never stored after the PDF is produced.

Q.What about pregnancy or maternity?

CCN 3239 art. 48.1.2.1 attaches to these periods the specific protection of the ordinary law. Under C. trav. art. L.1225-4, no employer may end the contract of an employee during a medically attested pregnancy, the maternity leave, the paid leave taken right after it, and the ten weeks that follow, except for a faute grave unrelated to the pregnancy or an impossibility to keep the contract for a reason unrelated to the pregnancy or the birth. The termination letter carries no paragraph on this point; the rule is stated here for information, not as advice.

Q.How does the trial period end?

CCN 3239 art. 44.1.3: during the trial period, the contract may be ended at any time, at the initiative of either party, in writing. For a home employee, art. 131.1 is extended subject to C. trav. L.1221-25 and L.1221-26: the employer gives a délai de prévenance of 24 hours below 8 days of presence, 48 hours from 8 days to 1 month, 2 weeks after 1 month and 1 month after 3 months; the employee gives 48 hours (24 hours below 8 days of presence). The platform's document for this step is the written notice of the end of the trial period, dated and handed over or sent by registered letter — produced only while the trial runs (its end date on or before the trial's last day, which the délai de prévenance does not extend), never with a renewal the text does not provide (art. 95.1 for an assistant maternel; C. trav. L.1242-10 for a fixed-term contract).

The rest of the relationship

Before it ends, a relationship runs: what is paid, what the contract must carry, what is declared every month.

Sources

Convention collective nationale des particuliers employeurs et de l'emploi à domicile (IDCC 3239) — consolidated text on Légifrance: socle commun, socle spécifique « salarié du particulier employeur » (art. 161 to 163) and socle spécifique « assistant maternel » (art. 119 to 121).
Avenant n° 10 du 5 février 2026 — arrêté d'extension du 4 mai 2026 (JO n° 0108, 8 mai 2026) — minimum wages of annexes 5 (assistant maternel) and 6 (salarié du particulier employeur), applicable from 1 June 2026.
code.travail.gouv.fr — Code du travail numérique (Ministère du Travail): contribution pages for IDCC 3239 and the Code du travail articles cited on this page (L.1221-25, L.1221-26, L.3141-28, L.1237-13, L.1237-14, D.1237-3-1, R.1231-1).
cesu.urssaf.fr / pajemploi.urssaf.fr — URSSAF services through which the particulier employeur declares pay and produces the end-of-contract documents.

Rules verified on 29/09/2026 on Légifrance and code.travail.gouv.fr (CCN 3239 articles read: 44.1.3, 63.2.1, 64.1, 64.2, 64.3, 64.4, 69, 119.1, 119.3, 119.5, 120, 121.1, 131.1, 161.1.1.1, 161.1.3, 161.3, 162.1, 162.4.1, 162.6, 163.1, avenant n° 10 annexes 5/6). Page published 24/08/2026, last updated 29/09/2026.

Important: AdminLanding is a technology platform, not a law firm. We do not practice law, provide legal advice, or act as lawyers (avocats), notaries (notaires), bailiffs (commissaires de justice), or any regulated legal professional as defined by French Law No. 71-1130 of December 31, 1971. This page states the published rules of the convention collective and the Code du travail, for information purposes only — it does not constitute personalized legal advice. Verify your situation with the official sources (code.travail.gouv.fr, Légifrance) or a qualified professional before acting.

Which procedure applies: for a particulier employeur, the dismissal procedure of the convention collective IDCC 3239 applies instead of the Code du travail procedure (CCN art. 161.1.1: the rules are those of the convention; art. 161.1.1.1: entretien préalable from the 4th jour ouvrable counted from the day after the first presentation or the handover of the convocation, then notification by registered letter with acknowledgement of receipt from the 4th to the 30th jour ouvrable counted from the day after the entretien; a period that would end on a Saturday, a Sunday or a public holiday runs to the next jour ouvrable). The Code du travail reaches this sector only through the closed list of art. L.7221-2, which does not include the L.1232-2 procedure. An assistant maternel is not dismissed: the employer withdraws the child by a letter sent by registered post or handed over against a receipt, with no preliminary interview (CCN art. 119.1).

Documents for both parties — the 19 documents of the membership

Each document is issued in French with an English companion page, from fixed CCN 3239 templates; the figures come from the shared record of the relationship, so the employer and the employee always read the same dates and amounts.

Written by the employer (5)

Invitation to the preliminary meeting — home employee only — art. 161.1.1.1: object, date, time and place of the entretien; sent by registered post or handed over against a receipt.
Termination letter — home employee only — sent by registered letter with acknowledgement of receipt, never handed over (art. 161.1.1.1); the motif category chosen from a closed list and the facts as you write them; notice and indemnity come from the shared record (art. 162.4.1, 163.1).
Withdrawal of the child (assistant maternel) — assistant maternel only — art. 119.1: the employer's decision, sent by registered post or handed over against a receipt, with no preliminary interview and no motif to state; also the withdrawal imposed by a decision on the approval (art. 119.3) and the ending for unfitness (art. 119.5).
Notice waiver (employer's initiative) — art. 64.2 — the notice the employer does not want worked is paid: the compensatory notice indemnity remains due.
Retirement letter (mise à la retraite) — home employee only — art. 161.1.2: the employer's decision, with the employee's agreement below the age of automatic retirement, without it from that age; sent by registered post or handed over against a receipt; the notice of a dismissal (art. 162.5) and the indemnity of art. 163.2, whatever the seniority.

Written by the employee (5)

Request to waive the notice (new job) — art. 162.4.1 — a home employee who finds a job during a dismissal notice stops once the minimum part is worked; both parties are released from the rest.
Resignation letter — the notice of art. 162.6 (or art. 120) comes from the shared record; sent by registered post or handed over against a receipt (art. 63.2.1).
Departure to retirement (written information) — art. 63.2.2 — from the legal age of entitlement to a pension, the employee informs the employer in writing; the notice (art. 162.5, or art. 120) comes from the shared record; the voluntary retirement indemnity of annex 4 (art. 163.3, 121.2: 120 months in the branch, 60 of them in the last 84) is paid by the insurer, not by the employer (annex 4, art. 4.2).
Request for the end-of-contract documents — certificat de travail, attestation France Travail, reçu pour solde de tout compte (CCN art. 69), last payslip.
Reservations on the settlement receipt — each contested line next to the CCN figure, computed on the server from the shared record — never typed; the receipt is contested by registered letter (C. trav. D.1234-8) within the 6 months that follow its signature (CCN art. 69).

Written by either party (1)

End of the trial period — art. 44.1.3 — in writing, at any time during the trial, at the initiative of either party; never once the trial is over, never a renewal the text does not provide (art. 95.1 for an assistant maternel). For a home employee, art. 131.1 is extended subject to C. trav. L.1221-25 and L.1221-26, which set a délai de prévenance.

Naming both parties (8)

Preparation of the rupture conventionnelle form — home employee only — a preparation sheet of the official form (art. 161.3): what the parties agreed, the minimum indemnity and the calendar counted from the form's signature. Not the agreement, not signed, not e-signable.
Settlement arithmetic check — the CCN amount next to the amount on the receipt — the same figures on both sides.
URSSAF end-of-contract sheet — who produces which document, who receives it, through which channel (CESU / Pajemploi).
Handover receipt (décharge) — art. 64.1 — the dated receipt of a letter handed over instead of sent by registered post, where the text allows it (convocation, resignation, withdrawal of the child); the handover date starts the notice. A dismissal letter is never handed over (art. 161.1.1.1).
Notice waiver agreement (employee's request) — art. 64.2 — the employee asks, the employer accepts; the contract ends on the last worked day. Co-signed, electronic signature optional.
Employment contract — the written contract drawn up from the terms of the shared record (art. 41.1; one contract per child for an assistant maternel, art. 90.1). Co-signed, electronic signature optional.
Monthly summary — the hours both parties confirmed for one month and the figures to type on CESU or Pajemploi. Not a payslip: the payslip is issued by the service.
Contract amendment — one change of the terms, accepted by both parties (C. civ. art. 1193); a change the other party has not accepted is printed as a proposal. Co-signed, electronic signature optional.

One relationship, two accounts. Whoever saves the calculation first invites the other party by e-mail (free). Both then see the same calendar — entretien, notification, end of notice, documents hand-over, settlement window — receive the same reminders, and see when the other party last opened the record. These acknowledgements show the record was opened; they are not a legal notification — the registered letter, or the handover against a signed receipt, remains the formality.

Every date says who declared it, and when. The start date, the notification date and every later change carry the stamp “declared by [employer or employee] on [DD/MM/YYYY]”, visible to both parties. A date entered today is dated today: nothing is backdated silently, and either party can compare the stamp with the registered-letter receipt.

Membership rule. The AdminLanding membership covers both parties: when one party is a member, the other party of the relationship pays nothing; an employee whose employer is not on the platform can take it for their own documents. €6 a month, renewed automatically every month; cancel any time from your account, effective at the end of the current monthly period. Electronic signature is optional — €1.50 per signer, credits shared across all your documents (Rental and Home employment). The calculator, the calendar, the reminders and the invitation stay free.

Documents verified against the CCN 3239 as of 29/09/2026 — articles read: 44.1.3, 63.2.1, 64.1, 64.2, 64.3, 64.4, 69, 119.1, 119.3, 119.5, 120, 121.1, 131.1, 161.1.1.1, 161.1.3, 161.3, 162.1, 162.4.1, 162.6, 163.1, avenant n° 10 annexes 5/6. Information only, not legal advice.

Calculate the dates and the amounts — free

Notice end date, end-of-contract indemnity, paid-leave indemnity and the documents hand-over calendar, computed from the rules of the convention collective IDCC 3239 for both parties. No account needed for the calculation.

Open the end-of-contract calculator

Save the dates to your account — reminders for the notice end, the documents hand-over and the settlement window (free). Documents: in the AdminLanding membership, for both parties.

Documents for both parties — in the membership

The AdminLanding membership opens the 19 documents of a relationship — 5 written by the employer, 5 by the employee, 1 by either party, 8 naming both — issued in French with an English companion page and placed in the Vault of both parties. When one party is a member, the other party pays nothing; an employee whose employer is not on the platform can take the membership for their own documents. €6 a month, renewed automatically every month; cancel any time from your account, effective at the end of the current monthly period.

Electronic signature optional — €1.50 per signer, credits shared across all your documents (Rental and Home employment). The calculator, the shared calendar, the reminders and the invitation stay free.