Dismissal without taboos – Summary of the interview with Johanna Gonnord, labor lawyer.

Dismissing an employee is a codified and far from trivial act. Whether it results from misconduct, professional inadequacy, or economic difficulties, it is often perceived as a failure—whether experienced by the employee, the manager, HR, or the company.

To address this sensitive topic, I spoke with Johanna Gonnord, a lawyer specializing in labor law. Together, we explored the real issues surrounding dismissal and the best practices to adopt to transform this ordeal into a constructive process.

I. Dismissal: a procedure that involves all stakeholders.

"This remains professional above all. It should not be taken as a personal attack, because that can be destructive."

Dismissal is the termination of a permanent employment contract at the employer's initiative. While this decision may be difficult to accept, it is essential to keep in mind that it is a professional act – not a personal one.

This is a recognition of professional failure. Any emotional interpretation can worsen the employee's situation. Maître Gonnord reminds us that dismissal is never a light decision, even for the employer. The latter must be able to precisely characterize the reason for dismissal, while maintaining a fair balance. The latter must know how to characterize the reason for dismissal while maintaining a fair balance.

II. Is a successful dismissal possible?

Given its complexity, its various motives, and the many stakeholders involved, can we really speak of a "successful" dismissal? I asked my guest.

“Prepare the dismissal well in advance”

While there's no magic formula, some mistakes can be avoided. For example, announcing a layoff during the holidays is strongly discouraged—even though employers are sometimes required to comply with a two-month legal deadline in the event of misconduct.

It's best for each party to know their rights and responsibilities. This mutual understanding helps ease tensions. It's always a good idea to seek the advice of a legal professional.

In some cases, the employer may even refer the employee to occupational health as part of its safety obligation. There are therefore alternatives to legal recourse, which are often more serene.

III. The Labor Code: an obscure dictionary or a real help?

“Not knowing your rights is like not having any.”

The Labor Code can certainly seem intimidating. But it's important to remember that lawyers are also there to advise, not just to defend. A dismissal should never drag on, as this can create exhausting situations for everyone involved.

The volume of the Labor Code is explained by its desire to regulate specific situations. Isn't this, ultimately, a valuable form of protection?

-------

Interestingly, the dismissal process can be compared to the recruitment process. When done well, the latter relies on clarity, efficiency, human touch, and mutual agreements on duties, salary, and working conditions.

Why not consider the breakup from the same perspective?

• The facts.

• Clarity.

• The human.

This would prevent the end of a professional collaboration from becoming a Greek tragedy. Because what often hurts most is the lack of clarity about what comes next... and the emotional intensity we project onto it.

Podcast episode link References for further information: Why is it difficult to part ways with an employee in a small organization?

Help, I have to lay off!

Invitation to the preliminary interview

Contact Johanna Gonnord Website: johannagonnord-avocat.fr Linkedin @Johanna Gonnord

Contact Jennyfer Montantin Website: https://www.blossomtalents.com/ Instagram @ blossomtalents Linkedin @ Jennyfer Montantin Meetup of the HR community in Paris @ RH à Paris On your podcast platforms:Ausha , Spotify , Google Podcasts , ...