Certificate for Pôle emploi (2024)

This page has been automatically translated. Please refer to the page in French if needed.

Verified 01 January 2023 - Directorate for Legal and Administrative Information (Prime Minister)

The Pôle emploi certificate is a document given by the employer to the employee at the end of his employment contract. It allows him to assert his rights to unemployment benefits. It must be given to the employee, whether he is in DTA: titleContent or CSD: titleContent and whatever the reason for the break (resignation, dismissal...).

The certificate must specify in particular the following information:

  • Identity and qualification of the employee
  • Reason for termination of employment contract
  • Duration of employment
  • Amount of remuneration received (wages, bonuses, allowances, amount of any account balance) in the last 24 months if the employee is under 53 years of age (or in the last 36 months if the employee is 53 years of age or older)

It is the employer who makes the attestation.

It must transmit it in a dematerialized manner to Pôle emploi or via the website of online services, or through payroll software.

This obligation is incumbent on companies of at least 11 employees.

For an employer with fewer than 11 employees, it is still possible to send the certificate by paper mail.

Since 1er in june 2021, the employer must send Pôle emploi a valid attestation. Certificates from an older template will no longer be accepted by Pôle emploi.

The employer shall forward a printed copy of the certificate to the employee.

In case of false indication (e.g. inaccurate reason for termination of employment), the employee may enter the Labor Council (CPH) and pretend to damages.

Please note

special conditions apply for the expatriate employee of return to France.

Répondez aux questions successives et les réponses s’afficheront automatiquement

Employee on CDI or CDD

If the employee gives notice

The employer shall deliver the certificate to the employee on the date of termination of the employment contract.

For example, if the employment contract ends on November 30, the certificate must be given to the employee on that date.

Please note

if the employer does not give the Pôle emploi certificate to the employee, the latter may enter the Labor Council (CPH) and obtain damages.

If the employee is exempt from notice

The certificate for Pôle emploi must be given to the employee on the date of termination of the employment contract, even if the employee is exempt from notice.

For example, if the employment contract ends on November 30, and the employee is exempt from notice as of November 1er in october, the certificate must be submitted only as of november 30.

Please note

if the employer does not give the Pôle emploi certificate to the employee, the latter may enter the Labor Council (CPH) and obtain damages.

Temporary employee

The employer is not obliged to give a Pôle emploi certificate to the employee whose assignment ends.

However, the employer must provide the employee with a Pôle emploi certificate under the following 2 conditions:

  • The employment contract shall include the right of the employee to obtain such documents without delay from the day of termination of the contract
  • The employee asks the employer to give him the certificate

Penalty

An employer who fails to provide the Pôle emploi certificate may be fined €1,500.

The delivery of the Pôle emploi certificate must be remitted even if the employee resigns without being entitled to unemployment.

Time-limit for appeal

In the event of delay by the employer, the employee may file a complaint with the CPH in interim measures of protection.

The CPH may order the employer to deliver the certificate to the employee under penalty payment.

The CPH may also order the employer to pay damages to the employee due to the injury suffered (e.g. inability to register in Pôle emploi and receive unemployment benefit).

Appeals procedure

The employee addresses the CPH:

  • the place where the establishment in which the employee carries out his work is located, the place where the contract of employment was concluded or the registered office of the company which employs him, or
  • or of the place of his domicile, if the employee works at home or outside any establishment.

Filing of the application

The request is addressed to the Registry of the Labor Council by post (registered or not).

It's addressed by request only, i.e. a claim made to the judge for the purpose of settling a dispute with the employer.

Who shall I contact

The application shall contain the following elements:

  • Contact details of the applicant (surname, first name, address...)
  • Contact details for defendant (against whom the request is made)
  • Subject matter of the request
  • A summary of the reasons for the application, which includes all of the applicant's claims (amounts claimed)

In order to make his application, the employee must fill in the application form for referral to the labor board.

Application for a referral by an employee to the Labor Council (CPH)

Cost

The referral to the labor council is free of charge.

Who can help me?

Find who can answer your questions in your region

  • Pôle emploi for jobseekers - 3949

    By telephone

    39,49

    • To update your situation, report a change of situation, inform you of a payment: automated service 7 days a week, 24 hours a day - Free service + call price
    • To be put in contact with an advisor to register, to inform you, to modify an appointment: service accessible at the times set by each Pôle emploi agency - Free service + call price

    From the foreigner: + 33 1 77 86 39 49

    By E-mail

    Access via the contact form

  • Pôle emploi for Employers - 3995

    Unique number for companies, artisans, traders and employers who want to recruit, submit a job offer and get information on recruitment and hiring aids

    By telephone

    39,95

    Monday and Thursday from 7:35 am to 1:10 pm and 1:30 pm to 4:50 pm, Tuesday and Wednesday from 7:35 am to 1:15 pm, Friday from 7:35 am to 11:25 am

    Gray or unmarked number: cost of a call to a landline and free service, from a landline or mobile phone

    From the foreigner (border companies for example), dial the +33 1 77 86 39 95

  • If you need information about the employer's obligations and the employee's rights

    Telephone administrative information - Allo Public Service

    The informants who answer you belong to the ministry responsible for labor.

    Cost: free service

    Attention: the service does not respond questions relating to unemployment compensation and representations to Pôle emploi, civil servants or public service contractors, the amount or payment of social, wage or employer contributions.

    The service is available at the following times:

    • Monday: 8.30am to 5.30pm
    • Tuesday: 8:30 to 12:15
    • Wednesday: 8:30 to 12:15
    • Thursday: 8.30am to 5.30pm
    • Friday: 1 p.m. to 4:15 p.m

    Request a call

  • Pôle emploi: online services for employers

    Online service

FAQ

  • Does a European national employed in France have the same rights as a French employee?

  • Can we keep the company mutual at the end of the employment contract?

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    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

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    • Employers failing to provide the certificate mayerationory for companies with at least 11 employees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  12. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  13. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face in thes with at least 11 employees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  14. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  15. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500. h at least 11 employees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  16. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  17. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500. -24 or ast 11 employees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  18. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  19. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Event 11 employees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  20. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  21. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even ifployees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  22. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  23. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if theloyees. Employers with fewer than 11 employees can still send the certificate by paper mail.

  24. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  25. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employeeployers with fewer than 11 employees can still send the certificate by paper mail.

  26. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  27. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resignyers with fewer than 11 employees can still send the certificate by paper mail.

  28. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  29. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns with fewer than 11 employees can still send the certificate by paper mail.

  30. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  31. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without ofewer than 11 employees can still send the certificate by paper mail.

  32. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  33. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility employee.

  34. Employer's Responsibility:

    • Theaper mail.

  35. Validity of the Certificate:

    • Employers must use the updated template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  36. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for must issue the certificate in a dematerialized manner to Pôle emploi ored template for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  37. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits online for certificates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  38. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the. icates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  39. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificateates since June 1, 2021. Older templates are not accepted by Pôle emploi.

  40. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must This obligation applies to companies with att accepted by Pôle emploi.

  41. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

    ted by Pôle emploi.

  42. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

6 employeesemploi.

  1. Penalties for Non-Compliance:

    • Employers failing to provide the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  2. **Timeline for Delivery: smaller employers can use paper mail.

  3. **Validity ofers failing to provide the certificate may face a fine of €1,500.

    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  4. Timeline for Delivery: Certificate:ovide the certificate may face a fine of €1,500.

    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  5. Timeline for Delivery: de the certificate may face a fine of €1,500.

    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  6. Timeline for Delivery:

    • the certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  7. Timeline for Delivery:

    • Specifiche certificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  8. Timeline for Delivery:

    • Specific timelines fortificate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  9. Timeline for Delivery:

    • Specific timelines for deliveringate may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  10. Timeline for Delivery:

    • Specific timelines for delivering thete may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  11. Timeline for Delivery:

    • Specific timelines for delivering the certificatee may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  12. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending may face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  13. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending onmay face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  14. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the face a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  15. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employeeface a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  16. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee'sace a fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  17. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status fine of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  18. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status: of €1,500.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  19. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status: -00.
    • Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  20. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or - Even if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  21. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees givingven if the employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  22. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: one employee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  23. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on themployee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  24. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the terminationloyee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  25. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination dateee resigns without eligibility for unemployment benefits, the certificate must still be delivered.

  26. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date. gns without eligibility for unemployment benefits, the certificate must still be delivered.

  27. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date. -5without eligibility for unemployment benefits, the certificate must still be delivered.

  28. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • Forithout eligibility for unemployment benefits, the certificate must still be delivered.

  29. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employeesout eligibility for unemployment benefits, the certificate must still be delivered.

  30. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt Categories andmployment benefits, the certificate must still be delivered.

  31. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from Delivery:e certificate must still be delivered.

  32. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice - **CDe must still be delivered.

  33. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: orst still be delivered.

  34. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on still be delivered.

  35. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on thetill be delivered.

  36. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the terminationlivered.

  37. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the termination dateivered.

  38. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the termination date.

red.

  1. Timeline for Delivery:
    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the termination date.

7

  1. Timeline for Delivery:

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the termination date.

  2. 6. Timeline for Delivery:**

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the termination date.

  3. TemporaryTimeline for Delivery:**

    • Specific timelines for delivering the certificate depending on the employee's status:
      • For CDI or CDD employees giving notice: on the termination date.
      • For employees exempt from notice: on the termination date.

  4. **Temporary Employees employee gives notice, - Specific timelines for delivering the certificate depending on the employee's status:

    • For CDI or CDD employees giving notice: on the termination date.
    • For employees exempt from notice: on the termination date.

  5. **Temporary Employees: Specific timelines for delivering the certificate depending on the employee's status:

    • For CDI or CDD employees giving notice: on the termination date.
    • For employees exempt from notice: on the termination date.

  6. Temporary Employees: must befor delivering the certificate depending on the employee's status:

    • For CDI or CDD employees giving notice: on the termination date.
    • For employees exempt from notice: on the termination date.

  7. Temporary Employees: on the termination date.

    • If the employee is exempt from notice, the certificate must stillg notice: on the termination date.
    • For employees exempt from notice: on the termination date.

  8. Temporary Employees:

    • Nototice: on the termination date.
      • For employees exempt from notice: on the termination date.

  9. Temporary Employees:

    • Not mandatory for the termination date.
      • For employees exempt from notice: on the termination date.

  10. Temporary Employees:

    • Not mandatory for employerse termination date.
      • For employees exempt from notice: on the termination date.

  11. Temporary Employees:

    • Not mandatory for employers tormination date.
      • For employees exempt from notice: on the termination date.

  12. Temporary Employees:

    • Not mandatory for employers to providete.
      • For employees exempt from notice: on the termination date.

  13. Temporary Employees:

    • Not mandatory for employers to provide a - For employees exempt from notice: on the termination date.

  14. Temporary Employees:

    • Not mandatory for employers to provide a certificate - For employees exempt from notice: on the termination date.

  15. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a -or employees exempt from notice: on the termination date.

  16. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporaryemployees exempt from notice: on the termination date.

  17. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment exempt from notice: on the termination date.

  18. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment endsom notice: on the termination date.

  19. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends. m notice: on the termination date.

  20. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends. otice: on the termination date.

  21. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends. -e: on the termination date.

  22. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However on the termination date.

  23. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However,the termination date.

  24. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employeesnation date.

  25. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees canion date.

  26. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can requestdate.

  27. Temporary Employees:

    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can request theTemporary Employees:
    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can request the certificateemporary Employees:**
    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can request the certificate under Employees:**
    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can request the certificate under certainmployees:**
    • Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can request the certificate under certain conditions - Not mandatory for employers to provide a certificate when a temporary assignment ends.
    • However, employees can request the certificate under certain conditions.

t mandatory for employers to provide a certificate when a temporary assignment ends.

  • However, employees can request the certificate under certain conditions.

8y for employers to provide a certificate when a temporary assignment ends.

  • However, employees can request the certificate under certain conditions.

8.or employers to provide a certificate when a temporary assignment ends.

  • However, employees can request the certificate under certain conditions.

  1. **mployers to provide a certificate when a temporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  2. **Appeto provide a certificate when a temporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  3. **Appeals specificrtificate when a temporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  4. **Appeals Procedure:hen a temporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  5. Appeals Procedure: 6a temporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  6. Appeals Procedure: temporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  7. Appeals Procedure: -mporary assignment ends.

    • However, employees can request the certificate under certain conditions.

  8. Appeals Procedure:

    • Inrary assignment ends.
    • However, employees can request the certificate under certain conditions.

  9. Appeals Procedure:

    • In casessignment ends.
    • However, employees can request the certificate under certain conditions.

  10. Appeals Procedure:

    • In case of delay by the employer, the employee can Nont ends.
    • However, employees can request the certificate under certain conditions.

  11. Appeals Procedure:

    • In case of delay by the employer, the employee can fileCompliance- However, employees can request the certificate under certain conditions.

  12. Appeals Procedure:

    • In case of delay by the employer, the employee can file a** wever, employees can request the certificate under certain conditions.

  13. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaintver, employees can request the certificate under certain conditions.

  14. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint withr, employees can request the certificate under certain conditions.

  15. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with theoyees can request the certificate under certain conditions.

  16. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labores can request the certificate under certain conditions.

  17. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Councilequest the certificate under certain conditions.

  18. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (est the certificate under certain conditions.

  19. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CP theificate under certain conditions.

  20. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPHr certain conditions.

  21. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH). rtain conditions.

  22. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • conditions.

  23. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • Theonditions.

  24. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The Cions.

  25. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may €

  26. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the

  27. Appeals Procedure:

    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer8. Appeals Procedure:
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer toAppeals Procedure:
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliverppeals Procedure:**
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver thepeals Procedure:**
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate s Procedure:
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and mayocedure:**
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and may imposedure:**
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and may impose penalties:**
    • In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and may impose penalties for - In case of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and may impose penalties for damagesse of delay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered** -lay by the employer, the employee can file a complaint with the Labor Council (CPH).
    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

    can file complaintsyee can file a complaint with the Labor Council (CPH).

    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

9 the Labor Councilt with the Labor Council (CPH).

  • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

9.CPHh the Labor Council (CPH).

  • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  1. ** the Labor Council (CPH).

    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  2. **Appee Labor Council (CPH).

    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  3. **Appealing ofCouncil (CPH).

    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  4. **Appealing to thecil (CPH).

    • The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  5. **Appealing to the Cpliance - The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  6. **Appealing to the CPH: - The CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  7. Appealing to the CPH: -he CPH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  8. Appealing to the CPH: PH may order the employer to deliver the certificate and may impose penalties for damages suffered.

  9. Appealing to the CPH: -may order the employer to deliver the certificate and may impose penalties for damages suffered.

  10. Appealing to the CPH:

    • The order the employer to deliver the certificate and may impose penalties for damages suffered.

  11. Appealing to the CPH:

    • The employeeer the employer to deliver the certificate and may impose penalties for damages suffered.

  12. Appealing to the CPH:

    • The employee canployer to deliver the certificate and may impose penalties for damages suffered.

  13. Appealing to the CPH:

    • The employee can addresser to deliver the certificate and may impose penalties for damages suffered.

  14. Appealing to the CPH:

    • The employee can address theeliver the certificate and may impose penalties for damages suffered.

  15. Appealing to the CPH:

    • The employee can address the Cver the certificate and may impose penalties for damages suffered.

  16. Appealing to the CPH:

    • The employee can address the CPH fortificate and may impose penalties for damages suffered.

  17. Appealing to the CPH:

    • The employee can address the CPH based may impose penalties for damages suffered.

  18. Appealing to the CPH:

    • The employee can address the CPH based onse penalties for damages suffered.

  19. Appealing to the CPH:

    • The employee can address the CPH based on theenalties for damages suffered.

  20. Appealing to the CPH:

    • The employee can address the CPH based on the locationor damages suffered.

  21. Appealing to the CPH:

    • The employee can address the CPH based on the location ofes suffered.

  22. Appealing to the CPH:

    • The employee can address the CPH based on the location of worksuffered.

  23. Appealing to the CPH:

    • The employee can address the CPH based on the location of work,uffered.

  24. Appealing to the CPH:

    • The employee can address the CPH based on the location of work, theffered.

  25. Appealing to the CPH:

    • The employee can address the CPH based on the location of work, the placered.

  26. Appealing to the CPH:

    • The employee can address the CPH based on the location of work, the place of

  27. Appealing to the CPH:

    • The employee can address the CPH based on the location of work, the place of contract. Appealing to the CPH:
    • The employee can address the CPH based on the location of work, the place of contract conclusion, or: to the CPH:
    • The employee can address the CPH based on the location of work, the place of contract conclusion, or the the CPH:**
    • The employee can address the CPH based on the location of work, the place of contract conclusion, or the domicilehe CPH:**
    • The employee can address the CPH based on the location of work, the place of contract conclusion, or the domicile ifPH:**
    • The employee can address the CPH based on the location of work, the place of contract conclusion, or the domicile if the- The employee can address the CPH based on the location of work, the place of contract conclusion, or the domicile if the workoyee can address the CPH based on the location of work, the place of contract conclusion, or the domicile if the work is can address the CPH based on the location of work, the place of contract conclusion, or the domicile if the work is donean address the CPH based on the location of work, the place of contract conclusion, or the domicile if the work is done from address the CPH based on the location of work, the place of contract conclusion, or the domicile if the work is done from homess the CPH based on the location of work, the place of contract conclusion, or the domicile if the work is done from home.

    theCPH based on the location of work, the place of contract conclusion, or the domicile if the work is done from home.

10 on the location of work, the place of contract conclusion, or the domicile if the work is done from home.

  1. ** the location of work, the place of contract conclusion, or the domicile if the work is done from home.

  2. **F location of work, the place of contract conclusion, or the domicile if the work is done from home.

  3. **Filingork, the place of contract conclusion, or the domicile if the work is done from home.

  4. **Filing Processrk, the place of contract conclusion, or the domicile if the work is done from home.

  5. **Filing Process:lace of contract conclusion, or the domicile if the work is done from home.

  6. Filing Process: tract conclusion, or the domicile if the work is done from home.

  7. Filing Process: ract conclusion, or the domicile if the work is done from home.

  8. Filing Process:

    • domicileion, or the domicile if the work is done from home.

  9. Filing Process:

    • The, or the domicile if the work is done from home.

  10. Filing Process:

    • The application or the domicile if the work is done from home.

  11. Filing Process:

    • The application isor the domicile if the work is done from home.

  12. Filing Process:

    • The application is sentthe domicile if the work is done from home.

  13. Filing Process:

    • The application is sent to the Councilif the work is done from home.

  14. Filing Process:

    • The application is sent to the Registry of:s done from home.

  15. Filing Process:

    • The application is sent to the Registry of theone from home.

  16. Filing Process:

    • The application is sent to the Registry of the Labore from home.

  17. Filing Process:

    • The application is sent to the Registry of the Labor Councilfrom home.

  18. Filing Process:

    • The application is sent to the Registry of the Labor Council by post home.

  19. Filing Process:

    • The application is sent to the Registry of the Labor Council by post. mustFiling Process:**
    • The application is sent to the Registry of the Labor Council by post. Process:**
    • The application is sent to the Registry of the Labor Council by post. -ocess:**
    • The application is sent to the Registry of the Labor Council by post.
    • The
    • The application is sent to the Registry of the Labor Council by post.
    • The application - The application is sent to the Registry of the Labor Council by post.
    • The application formhe application is sent to the Registry of the Labor Council by post.
    • The application form forlication is sent to the Registry of the Labor Council by post.
    • The application form for referral to is sent to the Registry of the Labor Council by post.
    • The application form for referral to the detailing the Registry of the Labor Council by post.
    • The application form for referral to the labor Registry of the Labor Council by post.
    • The application form for referral to the labor boardy of the Labor Council by post.
    • The application form for referral to the labor board must the Labor Council by post.
    • The application form for referral to the labor board must beor Council by post.
    • The application form for referral to the labor board must be filledl by post.
    • The application form for referral to the labor board must be filled outy post.
    • The application form for referral to the labor board must be filled out.

post.

  • The application form for referral to the labor board must be filled out.

  1. **.

    • The application form for referral to the labor board must be filled out.

  2. **he application form for referral to the labor board must be filled out.

  3. **Contactpplication form for referral to the labor board must be filled out.

  4. **Contact Information form for referral to the labor board must be filled out.

  5. **Contact Information forform for referral to the labor board must be filled out.

  6. **Contact Information for Assistancem for referral to the labor board must be filled out.

  7. **Contact Information for Assistance:or referral to the labor board must be filled out.

  8. Contact Information for Assistance: referral to the labor board must be filled out.

  9. Contact Information for Assistance: l to the labor board must be filled out.

  10. Contact Information for Assistance: -or board must be filled out.

  11. Contact Information for Assistance:

    • Poard must be filled out.

  12. Contact Information for Assistance:

    • Pôlerd must be filled out.

  13. Contact Information for Assistance:

    • Pôle emploimust be filled out.

  14. Contact Information for Assistance:

    • Pôle emploi provides filled out.

  15. Contact Information for Assistance:

    • Pôle emploi provides contactled out.

  16. Contact Information for Assistance:

    • Pôle emploi provides contact detailsut.

  17. Contact Information for Assistance:

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  18. Contact Information for Assistance:

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