Ending a home employment contract, correctly — for both parties
Nanny, carer, cleaner or assistant maternel: the Convention collective IDCC 3239 sets the notice, the calendar, the indemnity and the documents each party hands over or receives. This free calculator gives the same figures whether you are the employer or the employee.
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End-of-contract calculator — free, for both parties
Notice, calendar, indemnity and documents under the Convention collective IDCC 3239 (rules verified 2026). Same figures whichever party you are.
The figures below are those of a permanent contract (CDI).
The first day of work — on the contract, or on the first payslip.
The day the post office first presented the registered letter (a dismissal is sent by registered letter only, art. 161.1.1.1). Not the day it was written. Leave empty if the letter has not been sent yet: you get the durations, not the dates. Dates up to 60 days ahead; the letter date cannot be before the contract start.
The day it was posted by registered letter (or handed over — then the same day as above). Leave empty if not sent yet. The length of the notice is fixed by the seniority on this day (art. 162.1, 120); for faute grave or lourde and for unfitness, the contract ends on this day (art. 64.3, 64.4).
The invitation to the preliminary meeting (home employee): the day it was first presented or handed over against a signed receipt. Optional.
Optional. When typed, the window to send the letter is counted from it (art. 161.1.1.1); otherwise from the earliest possible meeting date.
As on the payslip or the CESU declaration (gross, before contributions).
The usual weekly hours written in the contract.
The gross salaries paid in the 12 months before the letter, divided by 12 — paid leave, paid public holidays and the 10 % CESU uplift included, as on the payslips. Under 12 months of seniority: the average of all the months (art. 163.1). Leave empty if you do not have it.
The gross salaries paid in the 3 months before the letter, divided by 3. The more favourable of the two averages is used (art. 163.1).
Optional — nothing is chosen for you. Declared on CESU, the net hourly wage may be raised by 10 % for paid leave: the leave is then paid with each monthly salary and no paid-leave indemnity is due at the end (art. 140.1.2, 67).
Information tool applying the CCN 3239 rules to the categories you enter; it does not assess any motif or any person and is not legal advice. AdminLanding is a technology platform, not a law firm.
Notice periods under the CCN 3239
| Situation | < 6 months | 6 months – < 2 years | ≥ 2 years |
|---|---|---|---|
| Home employee / nanny — dismissal (art. 162.4.1) | 1 week | 1 month | 2 months |
| Home employee / nanny — resignation (art. 162.6) | 1 week | 2 weeks | 1 month |
| Assistant maternel (art. 120, either party) | < 3 months of care | 3 months – < 1 year | ≥ 1 year |
|---|---|---|---|
| Child withdrawal or resignation | 8 calendar days | 15 calendar days | 1 month |
The tier is set by the seniority (or the time the child has been received) on the day the letter is sent by registered post or handed over against a receipt (art. 162.1, 120); the notice runs from the first presentation of the registered letter or from the handover (art. 162.4.1, 162.6, 120). A dismissal letter is sent by registered post only (art. 161.1.1.1). No notice when the letter states a faute grave or lourde, after unfitness (art. 161.1.3, 119.5), when an assistant maternel's approval is suspended, changed or withdrawn (art. 119.3), nor during an assistant maternel's trial period (art. 120). In a rupture conventionnelle the end date is the one written on the official form, at the earliest the day after homologation (C. trav. L.1237-13; not open to assistants maternels, CASF art. L.423-2).
What each party receives at the end
- Dismissal indemnity (art. 163.1): from 8 months of seniority, ¼ of the average gross monthly salary per year up to 10 years, then ⅓ per year; the reference is the more favourable of the last 12 or the last 3 months. Not due when the letter states a faute grave or lourde. Doubled when the unfitness follows a work accident or an occupational disease (art. 161.1.3).
- Assistant maternel withdrawal indemnity (art. 121.1): from 9 months of care on the day the letter is sent, 1/80 of the gross salaries paid since the start, excluding entretien, meal and mileage indemnities. 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).
- Compensatory paid-leave indemnity for leave acquired and not yet paid (CCN art. 67; C. trav. L.3141-28), on the last payslip — none when the CESU hourly wage was raised by 10 % for paid leave, the leave being paid with each monthly salary (art. 140.1.2).
- 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.
The documents — who produces them, who receives them
The employer generates them from the CESU or Pajemploi account; the employee receives them on the date the contract ends. Certificate of employment, employer attestation for France Travail, final settlement receipt (which the employee may sign; once signed, contestable within the 6 months that follow its signature for the sums it lists) — CCN art. 69 — and the last payslip. The letter that ends the contract is produced by whichever party ends it: a dismissal by registered letter with acknowledgement of receipt only (art. 161.1.1.1); a resignation or the withdrawal of the child by registered letter or handover against a receipt (art. 63.2.1, 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.
Quick answer
Under the CCN IDCC 3239, a home employee's dismissal notice is 1 week (under 6 months), 1 month (6 months to under 2 years) or 2 months (2 years and more); a resignation notice is 1 week, 2 weeks or 1 month on the same thresholds (art. 162.4.1 and 162.6), the seniority being counted on the day the letter is sent (art. 162.1). The notice runs from the first presentation of the letter. The dismissal indemnity is due from 8 months of seniority: ¼ month per year up to 10 years, ⅓ beyond (art. 163.1). An assistant maternel is not dismissed: the employer withdraws the child (art. 119.1); the notice is 8 calendar days, 15 calendar days or 1 month by length of care (art. 120) and the withdrawal indemnity is 1/80 of gross salaries from 9 months (art. 121.1). The employer produces the certificate of employment, the France Travail attestation and the final settlement receipt (CCN art. 69) from CESU/Pajemploi; the employee receives them.
Frequently asked questions
Does the Code du travail dismissal procedure apply to a particulier employeur?
No. Art. 161.1.1 of the CCN 3239 states that the dismissal rules applicable to the salarié du particulier employeur are those of the convention. Art. 161.1.1.1 sets its own procedure: convocation to an entretien préalable, entretien from the 4th jour ouvrable counted from the day after the presentation or handover, then notification by registered letter with acknowledgement of receipt — never handed over — from the 4th to 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. An assistant maternel is not dismissed: the employer withdraws the child, with no interview (art. 119.1).
Is the calculator different for the employer and the employee?
No. The party switch only changes the wording (who hands over, who receives). The engine is called with the same inputs and returns the same figures — this is checked by an automated test on every release.
Does the tool judge whether the reason for dismissal is sufficient?
No. It applies the rule to the category you select (dismissal or withdrawal of the child, resignation, rupture conventionnelle, unfitness, a decision on the approval, retirement decided by the employer or by the employee, faute grave/lourde stated). Assessing a motif is legal advice, which only a lawyer may give.
Where do the June 2026 minima come from?
Avenant n° 10 of 5 February 2026 to annexes 5 (assistants maternels) and 6 (salariés du particulier employeur), extended by the arrêté of 4 May 2026 (JO n° 0108, 8 May 2026), applicable from 1 June 2026.
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.
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.
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.
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.
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).
Sources
- CCN IDCC 3239 — socle spécifique salarié du particulier employeur, art. 161.1.1.1 (procédure de licenciement) — convocation par lettre recommandée ou remise en main propre contre décharge ; entretien à partir du 4e jour ouvrable ; notification par lettre recommandée avec demande d'avis de réception du 4e au 30e jour ouvrable ; un délai qui expire un samedi, un dimanche ou un jour férié est prorogé jusqu'au jour ouvrable qui suit (read on 29/09/2026)
- CCN IDCC 3239 — socle spécifique salarié du particulier employeur — art. 161.1.1 (règles de licenciement de la convention) ; art. 161.1.3 (inaptitude : sans préavis, indemnité doublée si l'origine est professionnelle) ; art. 161.3 (rupture conventionnelle : formulaire règlementé) ; art. 162.1 (ancienneté appréciée au jour de l'envoi) ; art. 162.4.1 (préavis de licenciement : 1 semaine / 1 mois / 2 mois) ; art. 162.6 (préavis de démission : 1 semaine / 2 semaines / 1 mois) ; art. 161.1.2 et 161.2.2 (mise à la retraite, départ volontaire à la retraite) ; art. 162.4.2 (heures de recherche d'emploi, à partir de 40 heures par semaine) ; art. 162.5 (préavis de la retraite = celui du licenciement) ; art. 163.1 (indemnité de licenciement, dès 8 mois) ; art. 163.2 (indemnité de mise à la retraite, quelle que soit l'ancienneté) ; art. 163.3 (départ volontaire à la retraite, annexe 4) (read on 29/09/2026)
- CCN IDCC 3239 — socle spécifique assistant maternel — art. 119.1 (retrait de l'enfant) ; art. 119.3 (agrément suspendu, modifié ou retiré : sans préavis ni indemnité de rupture) ; art. 119.5 (inaptitude : sans préavis, 2/80 si l'origine est professionnelle) ; art. 120 (préavis : 8 jours calendaires / 15 jours calendaires / 1 mois selon la durée d'accueil) ; art. 121.1 (indemnité de rupture : 1/80 des salaires bruts, dès 9 mois d'accueil appréciés au jour de l'envoi de la lettre) ; art. 119.2.2, 121.2 (départ volontaire à la retraite, annexe 4) (read on 29/09/2026)
- CCN IDCC 3239 — socle commun — art. 63.2.1 (démission) ; art. 64.1 à 64.4 (préavis, fin du contrat) ; art. 63.2.2 (départ volontaire à la retraite, par écrit) ; art. 67 (indemnité compensatrice de congés payés acquis et non rémunérés) ; art. 140.1.2 (majoration CESU de 10 % : congés payés chaque mois) ; art. 69 (certificat de travail, attestation France Travail, reçu pour solde de tout compte dénonçable dans les 6 mois qui suivent sa signature) (read on 29/09/2026)
- Code du travail — art. L.1237-13, L.1237-14, D.1237-3-1 et R.1231-1 (rupture conventionnelle : rétractation 15 jours calendaires à compter de la signature du formulaire, instruction 15 jours ouvrables à compter de la réception de la demande, prorogation) ; art. L.3141-28 (indemnité compensatrice de congés payés) (read on 29/09/2026)
- Code de l'action sociale et des familles — art. L.423-2 (dispositions du Code du travail applicables aux assistants maternels — la rupture conventionnelle n'en fait pas partie) (read on 29/09/2026)
- Arrêté du 4 mai 2026 portant extension des avenants n° 10 du 5 février 2026 aux annexes 5 et 6 de la CCN IDCC 3239 (salaires minima) — JO n° 0108 du 8 mai 2026 — minima applicables à compter du 1er juin 2026 (read on 29/09/2026)
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. AdminLanding is a technology platform, not a law firm.
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