We have employed a housekeeper for two years through the CESU, and one morning the situation becomes untenable: repeated delays, shoddy work, or simply the end of a need for care. The reflex is to send a text message or to notify verbally. However, the individual employer is subject to the same obligations as a company. Without a compliant dismissal letter, one risks reclassification in labor court, even for just a few hours of cleaning per week.
CESU Reference Salary: The Trap Before Even Writing the Letter
Before touching the correspondence, we check a point that most guides overlook: the salary base. Since June 1, 2026, the conventional minimums for home employees are higher than the minimum wage. Urssaf confirms this in its news dedicated to individual employers.
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In practical terms, if we paid the employee at the minimum wage while their classification level corresponded to a higher conventional minimum, the calculation of the severance pay will be incorrect. The employee can contest the amount and, by extension, the validity of the dismissal. Therefore, we review the CESU pay slips and compare them with the applicable scales before drafting anything.
To understand how to write a CESU dismissal letter without making mistakes regarding these salary mentions, one must first master this conventional foundation.
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CESU Pre-Interview Invitation: Deadlines and Wording
One does not notify a dismissal directly. The first step is the invitation letter for the pre-interview. It is sent by registered mail with acknowledgment of receipt or handed over in person against a receipt.
This invitation must mention three elements, no more, no less:
- The purpose of the invitation (pre-interview for a possible dismissal, not simply “interview”)
- The date and time of the interview, which can only take place from the fifth working day after the first presentation of the letter
- The location of the interview, which must be the employer’s home according to the collective agreement
A common mistake: scheduling the interview too early. We count the working days (from Monday to Saturday, excluding public holidays) starting from the day after the first presentation. If the letter is presented on a Monday, the fifth working day falls on the following Saturday. One cannot invite before that.
The interview itself takes place in the physical presence of both parties. No video calls, no phone calls. The reasons for the proposed termination are presented, and the employee’s explanations are gathered. Nothing is decided at this stage, at least formally.
CESU Dismissal Letter: Mandatory Mentions and Sending Deadline
This is the central document, the one that legally binds. The dismissal letter must be sent by registered mail with acknowledgment of receipt, never by email or regular mail. The sending deadline is regulated: from the fourth working day and no later than the thirtieth working day following the day after the pre-interview.
The content of the letter leaves no room for improvisation. It must include:
- The specific reason for the dismissal (simple fault, serious fault, non-disciplinary personal reason, job elimination), formulated factually and verifiably
- The start date of the notice period, except in cases of serious fault where the contract is terminated immediately
- A reminder of the employee’s rights, notably the possibility to contest the dismissal
- The terms for handing over the end-of-contract documents
The reason deserves particular attention. A vague or catch-all reason makes the dismissal contestable. “Loss of trust” is not sufficient. The facts must be described: dates, circumstances, consequences. For a housekeeper who no longer performs the expected tasks, we specify which tasks, on what dates, and what was observed.
Notice Period According to the Employee’s Seniority
The duration of the notice period depends on the employee’s seniority. For less than one year of seniority, one applies one week. Between one and two years, the duration extends to one month. Beyond two years of seniority, the notice period is two months.
In cases of serious fault, the notice period does not apply and the employment contract is terminated immediately. The employer can also exempt the employee from the notice period, but must then pay a compensatory indemnity equivalent.
End-of-Contract Documents and CESU Indemnities: What to Hand Over to the Employee
The dismissal does not end with the sending of the letter. We must provide the employee with several documents, and this is often where individual employers get caught out.
The work certificate is mandatory. The Pôle emploi certificate (now France Travail) is also mandatory: it allows the employee to assert their rights to unemployment insurance. The receipt for the final settlement completes the file.
Regarding indemnities, a dismissed employee (excluding serious fault) with at least eight months of seniority is entitled to a severance pay calculated based on gross remuneration. This is supplemented by the compensatory indemnity for paid leave for days not taken. The calculation is based on the applicable conventional minimums, not on an old rate that would be lower.
Exemption from CESU Employer Contributions: Changes to Watch For
Since July 2026, the rules for exemption from employer contributions related to the age of the employer or employee have evolved for the CESU. Urssaf has published a specific update on this point. Before finalizing the final settlement, we check that the contributions declared for the last period comply with the new scales.
Feedback on this point varies depending on the situations, but a discovered contribution error afterward can complicate the handover of documents and delay the employee’s registration with France Travail.
A well-managed CESU dismissal relies less on legal complexity than on the rigor of deadlines and mentions. Properly scheduled invitation, physical interview at home, motivated letter sent within the legal window, documents handed over without delay. The individual employer who respects this sequence reduces the risk of disputes to almost zero.