France offers deep talent and strong protections, funded by high employer social charges. All-in employer cost runs around 1.4x the gross salary, and dismissal follows a defined legal process. Here is what to know before your first French hire.
Employment runs under the Labour Code (Code du travail) and, in most sectors, a binding collective agreement (convention collective) that can raise minimums on pay, leave, and notice. A written contract is standard, and the 35-hour week is the legal reference for working time.
The SMIC is about €1,767 gross per month at 35 hours a week as of 2024*, revised at least annually. Many collective agreements set higher sector minimums.
Monthly payroll. There is no single national 13th month, but many collective agreements require a 13th month or bonuses.
There are 11 public holidays. Only 1 May is automatically paid and non-working by law; the rest are governed by the collective agreement.
Contracts are usually open-ended (CDI). Probation runs about two months for employees and up to four months for managers (cadres), renewable once.
France has among the highest employer charges in Europe, roughly 40-45% on top of gross salary, covering health, pension, unemployment, family, and other social contributions.
Several contributions apply up to the social-security ceiling (plafond); some are uncapped. Reduced rates apply on lower salaries under the general relief scheme (réduction générale).
Employees pay their own social contributions plus income tax, withheld at source since 2019 (prélèvement à la source). Withholding is the employer's responsibility, which under EOR means ours.
Five weeks of paid leave a year (2.5 working days accrued per month), often supplemented by RTT days that offset the 35-hour week.
Sixteen weeks for a first or second child (6 before, 10 after), longer for more children or multiples, paid by social security within limits.
28 days of paternity leave, part of it mandatory, plus longer parental leave (congé parental) with partial state support.
Social security pays daily sickness benefits after a waiting period, and the law plus collective agreements require the employer to top up pay for employees with enough service.
Dismissal needs a real and serious cause (cause réelle et sérieuse) and a set procedure, including a pre-dismissal meeting. Notice is typically one to three months depending on status and tenure.
Statutory severance (indemnité de licenciement) applies after eight months of service, at least a quarter-month per year for the first ten years and more thereafter. Collective agreements can raise it.
About two months for employees to four months for cadres, renewable once where the agreement allows, with short notice during the period.
A self-employed worker who is really subordinate can be reclassified (requalification), exposing the company to back charges, URSSAF penalties, and even criminal liability for concealed work (travail dissimulé).
*All figures are estimates from public sources (2025-26), pending ops verification - same basis as the EOR cost calculator. Not tax or legal advice.
Compliant French CDI, payroll, social contributions, and benefits, handled. One invoice, flat $399 per month.