The final settlement is an essential document at the end of a fixed-term contract (CDD). It summarizes the amounts owed to the employee and marks the official end of the employment relationship. Understanding its components and terms is essential for both employees and employers. Let’s explore the key aspects of this essential document in detail.
Elements of the final settlement for a CDD
The final settlement for a CDD includes several financial elements. It includes the final salary as well as various specific compensation at the end of the contract. These compensations include:
- The precariousness allowance
- The compensatory leave allowance
- Any bonuses or commissions due
Theprecariousness allowance, also called the end-of-contract bonus, generally represents 10% of the total gross remuneration received during the term of the CDD. It aims to compensate for the instability inherent in this type of contract. The
compensatory holiday payindemnity corresponds to the days of leave acquired but not taken during the contract. It is calculated on the basis of 10% of the gross wages received, including leave. Here is a summary table of the main elements of the final settlement of fixed-term contracts:Element
Calculation basis
| Last salary | Prorata of time worked |
|---|---|
| Precariousness allowance | 10% of total gross remuneration |
| Compensatory holiday pay | 10% of gross wages (including leave) |
| Deadlines and terms for submitting the document | The submission of the final settlement is subject to specific rules. The employer must |
issue it on the employee’s last day of work,
at the same time as the work certificate and the Pôle Emploi certificate. This timing is essential to allow the employee to assert their rights quickly, particularly with unemployment insurance. The document must be drawn up in duplicate
. One is given to the employee, the other is kept by the employer. It is important to note that: The employee’s signature is not mandatoryRefusal to sign does not prevent the validity of the document
- Signature is deemed receipt of the amounts mentioned
- The employee has a
- period of 6 months to contest
the content of the final settlement after signing. After this period, the document becomes a discharge for the employer, except for the amounts not included in it. Final settlement CDD: calculation, rights and procedures for obtaining your end-of-contract document Verification and contestation of the final settlement
carefully check the content
of the final settlement before signing it. This verification must focus on several points: The accuracy of the amounts indicated The presence of all compensation due
- Consistency with previous pay slips
- The correct calculation of precariousness and paid leave compensation
- In the event of
- a disagreement or error found
, the employee has several options: Ask the employer for explanationsRequest an immediate correction
- Sign the document by issuing written reservations
- Refuse to sign and contest in writing
- It is recommended to
- keep all documents related to the contract
(employment contract, amendments, pay slips) to facilitate any subsequent verification or contestation. Tools and resources for calculating the final settlement To ensure the accuracy of the calculations, employees and employers can use various tools.
Online calculation simulators
are particularly useful. They allow you to quickly estimate the amounts due based on the parameters of the contract. These simulators generally take into account: The duration of the fixed-term contract
The gross salary
- Any bonuses
- Leave taken and remaining
- In addition to these digital tools, other resources are available:
- Official government sites (service-public.fr)
Trade union organizations
- Labor inspections
- These sources provide
- up-to-date information on legislation
and can offer personalized advice in complex situations. The balance of any CDD account is a crucial document which marks the end of an employment relationship. Its understanding and careful verification are essential to guarantee the employee’s rights. Employers and employees have every interest in ensuring its accuracy in order to close the contract in the best possible conditions.