For example, in Germany, in the case of dismissal for economic reasons, the employee can trade its right to contest the dismissal in court against a guaranteed minimum severance payment (and the right to claim unemployment benefits). France introduced a formalised scheme of termination by mutual agreement in 2008 (the rupture conventionnelle). The agreement must be approved by the Labour Ministry and is subject to a cooling-off period, after which the employee is at least entitled to standard severance pay and unemployment benefits.