How to Hire Employees in France using an Employer of Record?
Learn all you need about hiring employees in France, laws, payroll and employer of records.
Quick Facts About France
About France
France's strategic position at the heart of the European Union, coupled with its status as the world's seventh-largest economy, makes it a compelling destination for international business expansion. As a key player in the EU single market, France offers access to 447 million consumers while boasting world-class infrastructure, a highly skilled workforce, and significant research and development capabilities. While the country presents abundant opportunities with its sophisticated consumer market and strong international trade links, establishing operations requires careful navigation of its distinctive labor code, robust worker protections, and comprehensive social security system. Companies must thoroughly prepare to address both national regulations and sector-specific requirements when setting up operations, from understanding the intricacies of the French employment contract system to ensuring compliance with the country's detailed collective bargaining agreements and benefits framework.
Why use an EOR in France?
Setting up a legal entity in France can be complex and time-consuming, typically taking between 60 to 120 days and requiring a minimum capital of 1 EUR. Using an Employer of Record (EOR) allows you to start hiring immediately while ensuring full compliance with local labor laws and regulations.
Local Entity Setup
60-120 days
1 EUR
1000 EUR
Using an EOR
1-2 days
$0
$299-599
Per employee, includes all services
Employment Basics
Key requirements and regulations for hiring employees in France.
Contract Requirements
Written employment contracts are mandatory in France.
The employment contract must include the following provisions:
- Job title and description
- Start date
- Work location
- Working hours
- Remuneration
- Collective agreements
- Probation period
- Notice period
Working Hours
Standard working hours in France are 10 hours per day and 48 hours per week.
Overtime is limited to 20 hours, and must be compensated at 1.5x the regular hourly rate.
Probation Period
A probation period is mandatory in France and can last up to 4 months.
Notice period is required during the probation period.
Termination Requirements
Notice Period: Under 6 months service: No minimum / 6 months to 2 years: 1 month / Over 2 years: 2 months
Severance Pay: First 10 years: 1/4 month's salary per year
Employers must provide valid grounds for termination.
Required documentation for termination:
- Written notification with grounds for dismissal
Compensation
Mandatory compensation requirements in France.
Minimum Wage
The minimum wage is 11.88 EUR per hourly.
Special Pay Requirements
Required Allowances:
- Transportation costs partial reimbursement
Required Bonuses:
- Holiday Pay: 10% of total gross salary during reference period
- Night Shift Premium: 20-25% typically
Tax Structure
Tax obligations and reporting requirements for employers in France.
income tax
| Income Range | Tax Rate |
|---|---|
| 0 - 10,777 | 0% |
| 10,778 - 24,478 | 11% |
| 27,479 - 78,570 | 30% |
| 78,571 - 168,994 | 41% |
| 168,995 - Above | 45% |
Employee Benefits
France provides a comprehensive benefits package for employees that includes both mandatory and optional benefits. These benefits are designed to ensure employee welfare and comply with local regulations.
Mandatory Benefits
Non-Mandatory Benefits
Leave Policies
Statutory leave entitlements for employees in France.
Annual Leave
Employees are entitled to 25 days of annual leave per year, paid at 100% of their regular salary.
Sick Leave
Employees are entitled to 0 days of sick leave per year, paid at 100% of their regular salary.
Parental Leave
Employees are entitled to 80 days of parental leave per year, paid at 100% of their regular salary.
Paternity Leave
Employees are entitled to 28 days of paternity leave per year, paid at 100% of their regular salary.
Marriage Leave
Employees are entitled to 4 days of marriage leave per year, paid at 100% of their regular salary.
Bereavement Leave
Employees are entitled to 3 days of bereavement leave per year, paid at 100% of their regular salary.
Public Holidays
France observes 11 public holidays throughout the year. Most holidays are paid at 100% of regular salary.
| Date | Holiday | Status |
|---|---|---|
| January 1 | New Year's Day | Mandatory |
| April 21 | Easter Monday | Mandatory |
| May 1 | Labor Day | Mandatory |
| May 8 | Victory in Europe Day | Mandatory |
| May 29 | Ascension Day | Mandatory |
| June 9 | Whit Monday | Mandatory |
| July 14 | Bastille Day | Mandatory |
| August 15 | Assumption of Mary | Mandatory |
| November 1 | All Saints' Day | Mandatory |
| November 11 | Armistice Day | Mandatory |
| December 25 | Christmas Day | Mandatory |
Choosing an Employer of Record in France
Key considerations and recommendations for selecting an EOR provider in France.
What to Look for in an EOR Provider
When selecting an Employer of Record in France, consider these key factors:
- Local expertise and presence in France
- Compliance track record and regulatory knowledge
- Transparent pricing and fee structure
- Quality of customer support and response times
- Technology platform and integration capabilities
- Employee experience and onboarding process
Common Pitfalls to Avoid
Be aware of these potential issues when choosing an EOR provider:
- Hidden fees and unclear pricing structures
- Limited local market knowledge or presence
- Poor communication and support responsiveness
- Outdated technology and manual processes
- Lack of compliance guarantees
Recommended EOR Providers
To help you make an informed decision, we've created a comprehensive comparison of the best Employer of Record (EOR) providers in France. Our analysis includes detailed pricing information, feature comparisons, and real customer reviews.