Hire talent in France with EOR
- Fully licensed and compliant
- Secure and transparant payments
- Fast and worry-free
Capital City
Paris
Currency
Euro (€/EUR)
Language
French, English
Population Size
67,940,000
Facts & Stats
Capital City
Paris
Currency
Euro (€/EUR)
Language
French, English
Ease of doing Business
Very Easy
Gross Domestic Product
2.78 trillion USD
Working Hours
35 hours per week
Average Wage
€2,391 per month
Average Education Level
50% of 25-35 year-olds have tertiary attainment
Capital City
Paris
Currency
Euro (€/EUR)
Language
Dutch, English
Ease of doing Business
Very Easy
Gross Domestic Product
2.78 Trillion USD
Working Hours
35 hours a week
Average Wage
€2,391 per month
Average Education Level
50% of 25-35 year-olds have tertiary attainment
Why hire employees in France
How does EOR work in France?
in France, the signing of an employment contract is a basic requirement for hiring, whether the employee is a local or an expatriate. This important document protects the employee and employer and defines their respective obligations and rights. Understanding the different types of employment contracts is essential before starting work in France, as it ensures that both parties are well informed and protected under French employment law.
In France, there are three primary types of employment contracts:
Permanent Contract (CDI – Contrat à Durée Indéterminée): The CDI is the standard for indefinite, long-term employment, typically requiring no formal contract for full-time positions but always for part-time. It includes essential job details and can be terminated with mutual consent following the stipulated notice period.
Fixed-Term Contract (CDD – Contrat à Durée Déterminée): Used for temporary roles with explicit end dates, such as seasonal work or specific projects, a CDD clearly outlines its duration, up to 18 months, with potential extensions under certain conditions. Misalignment with labor laws can convert a CDD into a CDI.
Temporary Employment Contract (CTT – Contrat de Travail Temporaire): This contract involves three parties: the worker, a temporary agency, and a client company. The agency handles employment and payroll as the worker completes a designated assignment for the client. Termination is straightforward during the trial period or if the worker secures permanent employment.
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Why businesses choose us
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What you can expect
Hiring through an Employer of Record (EOR) in France involves several crucial steps to ensure compliance and efficiency in your hiring process:
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Hire and onboard your employees
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Cost of EOR in France
Taxes and payroll
Employer taxes
Companies in France are mandated by law to contribute towards different employee benefit schemes, which makes payrolling a complex and tenuous operation. The employee’s and employer’s portion of the French social security taxes is withheld by the employer. Below, we include a description of the different schemes and the contribution:
Social security: Some of these schemes include social security coverage, unemployment benefits, compulsory complementary retirement plans, among others. How much a company should allocate depends on the company type, size, and location, however they typically account for 40% of the gross pay of the worker.
Health insurance: excludes the “health, maternity, invalidity and death insurance”. The company is required to pay for at least half the cost of it.
Pension: Excludes the government-mandated old-age insurance, and acts as a supplementary pension which makes up to 1.9% of gross salary.
Prévoyance: companies are required to extend this life insurance which covers people for accidents that may result in injury or death.
Work accident insurance: based on the nature of the job and the industry, it averages between 1.90% for employees working from home to 2.22% for office-based positions.
Apprenticeship tax: allocated towards training, only for certain industries. The contribution averages at 0.70% of the gross salary.
Transportation tax: for companies based in Paris and surroundings. This contribution goes towards financing public transportation and it is capped at 2.95%
Employee taxes
Extra contribution: An additional tax of 3% is collected on incomes above €250,000 for individuals and €500,000 for couples. For incomes above €500,000 for individuals and €1,000,000 for couples, the rate increases to 4%.
Professional allowance: Employees in France can deduct 10% of their taxable income for professional expenses, up to a maximum of €14,171 per year. Alternatively, they can choose to deduct actual expenses incurred, but must then add back any employer reimbursements to their taxable income. Qualifying expenses include commuting, meals away from home, and professional materials. Consulting professional advice is recommended when opting to deduct actual costs to meet necessary conditions for deductibility.
Types of payroll
When managing payroll in France, employers typically opt for one of three types:
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We can assure a compliant legal entity for your business to grow in the country of your choice.
Internal Payroll
Local Payroll Outsourcing
Global Payroll Outsourcing
Salary, compensation & benefits
The data below shows the most desirable job sectors in France along with their average gross monthly salaries in EUR. (According to Paylab)
Construction & Real Estate: 3,250
Chemical Industry: 2,915
Electrical & Power Engineering: 3,215
Mechanical Engineering: 3,278
Oil & Gas industry: 3,680
As of January 1, 2024, the minimum wage (SMIC) in France has been adjusted upward by 1.13%. The new gross hourly rate is €11.65, which equates to €1,766.92 gross per month for a standard 35-hour work week.
In France, employee compensation includes three main types: bonuses and tips, overtime pay, and a comprehensive benefits package.
Bonuses and Tips: Employees in France may receive two types of bonuses: contractual bonuses that are outlined in employment contracts or collective agreements, and discretionary bonuses which are awarded at the employer’s discretion and are not guaranteed. While these bonuses are typically taxable, tips received by service workers have been exempt from income tax since 2022.
Overtime Pay: Regulated by French labor laws, overtime pay is due for any hours worked beyond the standard 35-hour work week. The initial eight hours of overtime are compensated at a 25% surcharge, and any hours beyond that at a 50% surcharge. Employers can also offer compensatory rest in lieu of financial compensation for overtime, and there are strict annual limits on the amount of permissible overtime.
Benefits: French employees benefit from a comprehensive social security system that includes health insurance, unemployment insurance, and pensions, with significant contributions from employers. Health coverage costs are predominantly borne by the employer, who pays about 80% of the related payroll taxes.
Other employee benefits in France include:
- Flexible hours
- 13th month’s salary
- Meal vouchers
- Transportation allowance
- Employee training
State Pension
The basic state pension, or Pension de Retraite de Base, provides up to approximately 1,400 euros per month for those who have completed a full career. The age to qualify for full pension benefits ranges from 62 to 67, depending on the individual's year of birth.
Supplementary pensions
These are employer-provided pension plans that significantly increase a retiree's income, potentially providing an additional 30% to 40% of an employee's final salary. This component is critical to maintaining a retiree's standard of living.
Voluntary savings plans (PER)
The Plan d'Epargne Retraite (PER) allows individuals to make voluntary contributions to their retirement savings. Contributions can be up to 10% of salary, with an annual limit of 32,419 euros for those under 40 and 48,744 euros for those over 40. This plan is widely used for its flexibility and the substantial pension pot it can build.
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In France, probationary periods allow both the employer and employee to assess fit, with simplified termination options available. After probation, termination procedures are strictly regulated to ensure legal compliance and protect employee rights.
Period of probation
To determine the period of probation for a worker hired under French law, we first have to look into the type of contract they are given, and then, the kind of position.
In the case of an open-ended employment contract (or contrat à durée indéterminée – CDI), the period is of two months for workers and employees up to four months for managers and executives. For fixed-term contracts (or contrat à durée déterminée – CDD) the probation period consists of a maximum of one month.
Terminating and giving notice
France has strong rules that make ending employment more bureaucratic than most other nations, and it does not recognize termination at will. There are a few circumstances in which an employer may fire an employee, but they must have very good reason:
- Financial factors (redundancy)
- Personal factors (misbehavior, subpar work)
- Consensual agreement upon execution of a termination contract
Once the dismissal is approved by the social and economic committee (CSE) and DIRECCTE, the company must consider the severance that an employee is entitled to. Pay varies according to the length of service and is calculated based on the employee’s average salary over the past 3 or 12 months, whichever is higher.
- 1/4th of the monthly salary for each year of service for the first ten years of service
- 1/3rd of the monthly salary for each additional year
French labor law establishes comprehensive regulations to protect workers, covering working conditions, wages and rights. It provides clear guidelines for everything from hiring to firing, ensuring that both employee rights and employer responsibilities are clearly defined. This framework is essential for maintaining fair labor practices and balancing the interests of employees and employers in France’s dynamic work environment.
The working hours
In France, the standard legal working hours for full-time employment are set at 35 hours per week, 151.67 hours per month, or 1,607 hours per year. Any hours worked beyond these limits are considered overtime.
The daily working limit is typically 10 hours, though exceptions can extend this to 12 hours if approved by a labor inspector or under a collective agreement due to increased activity or organizational needs.
Weekly working time should not exceed 48 hours in any given week or an average of 44 hours over a 12-week period. However, in exceptional cases and with labor inspectorate approval, the weekly hours can be increased to a maximum of 60 hours.
Leave and holidays
In France, private sector employees are legally entitled to a variety of leave options, including annual leave, sick leave, maternity leave, parental leave and personal leave, designed to support a healthy work-life balance and accommodate different personal circumstances. Here’s what you should know:
Annual leave: All workers are entitled to 2.5 working days of leave per month. This amounts to 30 working days (5 weeks) of leave for a full year of employment.
Sick leave: In France, when employees take sick leave, their work contract is suspended, and Social Security pays a daily benefit from the fourth day of illness. Employees initially qualify for up to six months of sick leave with the possibility of extending up to one year under specific conditions.
Paternity and childcare leave: In France, fathers receive 3 days of employer-paid leave for childbirth or adoption, plus 25 days of paternity leave funded by Social Security, extended to 32 days for multiple births. This leave must be taken consecutively within four months of the birth and notified to the employer one month in advance. The allowance is capped at €95.22 per day, with potential employer top-ups.
Maternity leave: In France, mothers are entitled to a minimum of 16 weeks of paid maternity leave, split before and after birth, provided they meet certain work and Social Security conditions. Salaries during this period may be covered by Social Security and employer contributions.
Public holidays: In France, there are 11 public holidays, with only Labour Day (May 1st) as a statutory paid holiday. However, most employment agreements or CBAs grant paid leave on all public holidays. Employees working on Labour Day earn double pay, while other holidays don’t typically offer extra pay unless specified in the contract. Public holidays falling on weekends remain on those days and are not moved.
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Employee rights
In France, employees enjoy comprehensive rights under national labor law, ensuring favorable work conditions across several key areas:
Equality and Non-Discrimination: French labor law mandates equal treatment in the workplace, particularly concerning gender equality.
Leave Entitlements: Employees are entitled to various types of leave, including maternity, paternity, and family-related leaves.
Working Conditions: Regulations ensure proper work hours, rest periods, public holidays, and entitlement to paid annual leave.
Health and Safety: Stringent standards are upheld to maintain workplace health and safety.
Collective Rights: The law supports collective workplace freedoms, including the right to strike.
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Most foreign nationals coming to work in France will need a French Work Visa, regardless of job duration or contract type. Exceptions apply to EU, EEA, and EFTA citizens. Certain short-term roles like sports participants or guest lecturers may also be exempt if the employment lasts three months or less. Work permits from France’s overseas departments are only valid locally, and those from mainland France are not valid in overseas territories. Read more here
Short-stay Visa
Allows stays up to 90 days, is single-entry, and cannot be renewed. Applicants must provide a recent passport, completed visa application, passport photos, proof of financial sufficiency, medical insurance, and proof of intent to return home after employment.
Long-stay Visa
For stays longer than 90 days, acting as a temporary residence permit. Required documents include a recent passport, long-stay visa application form, and other specific documents.
VLS-TS Visa
A long-stay visa that functions like a residence permit, requiring OFII registration within three months of arrival. It's issued for specific purposes such as employment for a year or more, short-term posted workers, or intra-company transfers.
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The benefits of global EOR
WTS Energy stands out for its industry expertise and global reach. Our professionals have extensive experience in the energy sector, making us uniquely equipped to handle the specific challenges of hiring and managing a global workforce. We provide:
Compliance with Local Regulations
Stay on the right side of local laws with EOR services that ensure compliance with labor laws, tax codes, and employment regulations, minimizing legal risks in the energy sector.
Cost Efficiency
Cut costs and hassle with EOR services, which eliminate the need for local entities and free up resources for your core business activities.
Lightning-Fast Market Entry
Beat the competition by rapidly onboarding skilled professionals with EOR services, ensuring you meet project deadlines and secure contracts quickly.
Tap into Global Talent
Hire the best from around the world! EOR services give you access to a global pool of specialized professionals for your complex energy projects.
Focus on What Matters
Let EOR handle the nitty-gritty of employment management, so you can concentrate on strategic planning, project execution, and driving innovation.
Enhanced Flexibility
Adapt to project needs with ease. EOR services offer the flexibility to scale your workforce up or down without the hassle of permanent local hires.
Reduce Your Risks
EOR services help you navigate regulatory changes and geopolitical challenges, ensuring your workforce management is compliant and robust.
Simplify Payroll & Benefits
Streamline payroll and benefits management across multiple jurisdictions with EOR services, boosting operational efficiency and employee satisfaction.
Get Ongoing HR Backup
Beat the competition by rapidly onboarding skilled professionals with EOR services, ensuring you meet project deadlines and secure contracts quickly.
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How to get started, step-by-step
No need to limit your growth
We can assure a compliant legal entity for your business to grow in the country of your choice.
Consultation and Needs Assesments
We begin with a detailed consultation to understand your specific needs in the energy sector, including project scopes and workforce requirements, then assess your staffing and regulatory needs, analyzing necessary skills and certifications.
Custom Solution Development
We develop a tailored EOR solution, including payroll, tax compliance, and benefits administration.
Implementation
We manage the onboarding process, ensuring all legal and administrative requirements are met for seamless integration.
Ongoing Management
Our team provides continuous support, handling payroll, compliance, and HR issues, ensuring smooth operations.
Feedback and Improvement
We actively seek feedback to refine and enhance our services, ensuring the best possible experience for both employers and employees.
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