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An Attestation Du Travail Et de Salaire is a mandatory employment certificate that French employers must provide to employees when their contract ends. This official document serves as proof of employment history and salary information, enabling former employees to claim unemployment benefits through P么le emploi and access various social security rights.

When do you need this document?

You need this attestation whenever an employment contract terminates in France, regardless of whether it's a resignation, dismissal, redundancy, or end of fixed-term contract. The document is essential for unemployment benefit claims, as P么le emploi requires detailed employment and salary history to calculate benefit entitlements. Former employees also need this certificate when applying for new jobs, proving their professional experience, or accessing retraining programs. If you're an employer, you must provide this document within specific timeframes to avoid penalties and ensure compliance with labor law obligations.

Key legal considerations

The attestation must include comprehensive employer information including company name, SIRET number, registered address, and NAF/APE code. Employee details must cover full name, social security number, address, and birth date while respecting GDPR privacy requirements under Loi n掳78-17. Employment information should specify contract start and end dates, contract type (CDI or CDD), job title, conventional classification, and coefficient. Salary details require gross pay for the last 12 months, bonuses, benefits in kind, and social contributions as defined under Code de la s茅curit茅 sociale Article L242-1. The termination reason must be clearly stated, whether voluntary resignation, dismissal for cause, economic redundancy, or contract expiration.

Legal requirements in France

Under Code du travail Article L1234-19, employers must deliver this attestation immediately upon contract termination. Article R1234-9 specifies mandatory content requirements to ensure P么le emploi can process unemployment benefit applications efficiently. The document must comply with Code du travail Article L3243-2 regarding salary and social contribution disclosure obligations. Employers failing to provide accurate attestations face administrative penalties and potential legal action from former employees. The attestation must be signed and dated by authorized company representatives, typically HR managers or company directors. Electronic versions are acceptable provided they include digital signatures and maintain document integrity for official proceedings.