Know everything about hiring and compliance in France.


The base minimum wage in France is EUR 1,709.28 per month and may vary according to the Collective Labor Agreement of the company.

Mandatory benefits in France encompass Social Security, Worker Compensation Insurance, Unemployment insurance, Health insurance, Pension fund, and Salary guarantee fund.

Furthermore, employees in France receive private healthcare as an additional benefit.

Part-time employees are entitled to receive overtime payment, but those hired under the contract condition "day pass" do not qualify for overtime pay. Overtime is defined as hours worked outside of the standard work hours. Part-time employees can work a maximum of 1/10 of the weekly hours and will be compensated at 110% of the hourly rate.

Standard working hours in France consist of seven hours per day and 35 hours per week, with the standard workweek spanning from Monday to Friday.

Legally, employees in France do not have a right to additional bonuses. However, employers have the option to provide voluntary bonuses, which will be subject to taxation as part of the employee's salary.

Employers in France typically handle payroll on a monthly basis, and many companies follow this specific schedule:

  • Payroll cut-off date: 20th of each month
  • Payment date: Last day of each month

Individual income tax in France is progressive, with rates ranging up to 45%. The income tax calculation takes into account various factors that can influence the overall tax rates, such as household status and the number of children. The tax brackets and rates are as follows:

  • Income up to EUR 10,225: 0% tax
  • Income up to EUR 26,070: 11% tax
  • Income up to EUR 74,545: 30% tax
  • Income up to EUR 160,336: 41% tax
  • Income over EUR 160,336: 45% tax

In France, severance payments are obligatory in cases of dismissals, breach of contract, or terminations by mutual agreement. The amount of the severance payment is determined based on the employee's length of service and the terms specified in the collective bargaining agreement. It is customary for employers and employees to agree on severance payments that exceed the minimum required amount.

For employees with up to 10 years of seniority, the severance payment is set at 1/4th of the monthly salary per year, while those with 10 or more years of seniority are entitled to 1/3rd of the monthly salary per year.

The minimum notice period for termination is one day, but it will be extended depending on the duration of the employment:

Up to 8 days of employment: 24 hours notice
Between 8 to 30 days of employment: 48 hours notice
Between 30 to 90 days of employment: 14 days notice
90 or more days of employment: 30 days notice
Contracts in France must be in French and may also be bilingual. They must be in written form and duly signed by both parties. A contract should include essential details such as names, start date, employment duration, job description, termination conditions, and information about the collective bargaining agreement.

It is worth noting that backdating contracts is prohibited in France. Additionally, probation periods are mandatory, and their length is determined by the collective bargaining agreement and the employee's scope of work.

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Frequently asked questions

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What are the minimum wage requirements in France?

The base minimum wage is EUR 1,709.28 per month and will vary according to the Collective Labor Agreement of the company.

Are employers required to provide a bonus to employees in France?

An employee is not legally entitled to additional bonuses. However, an employer can grant voluntary bonuses that will be taxed as salary.

What is the maternity leave policy in France?

In France, pregnant employees have the right to take 16 weeks of paid leave. Out of these 16 weeks, six weeks are to be taken before the child's birth. During this leave period, the employee will receive their average salary from the past three months, capped at a maximum of EUR 3,428. The responsibility for this payment lies with the employer, and it is later reimbursed by Social Security. It's important to note that the employee cannot extend this specific leave beyond the allocated 16 weeks. However, if they have worked for the same employer for at least one year, they may be eligible to claim parental leave as an alternative option.

Do male employees have the right to paternity leave in France?

Employees in France have the right to 25 calendar days of paid paternity leave. Out of these days, four must be taken after the child's birth. The remaining days can be divided into two periods of at least five days each, to be taken before the child reaches six months of age. During the paternity leave period, the employee will receive their average salary from the past three months, with a maximum of EUR 89 per day. The responsibility for making these payments lies with the employer. It's important to note that the paternity leave cannot be extended beyond the allocated 25 days. However, if the employee has worked for the same employer for at least one year, they may be eligible to claim parental leave as an alternative option.

How many sick leave days are employees entitled to in France?

Employees who have accumulated 150 working hours in the initial three calendar months are eligible for unlimited paid sick leave. However, the first three days of sick leave are considered a qualifying period and are unpaid. Subsequent leave days after the third day are compensated at 50% of the base salary, and Social Security is responsible for covering these payments.

What are the public holidays observed in France?

In France, employees are entitled to enjoy 11 national holidays and two regional holidays, depending on their location. The national holidays are as follows: New Year's Day, Labour Day, Victory Day, French National Holiday, All Saint’s Day, Christmas, Easter Monday, Ascension Day, Whit-Monday, Assumption Day, Armistice Day 1918. Additionally, there are two regional holidays: Good Friday, St. Stephen’s Day. These holidays provide employees with time off to celebrate and observe various important events throughout the year.

What documents are typically required during the employee onboarding process in France?

Compliance documents required at the time of onboarding: - Passport - Social Security Card - Attestation de carte vitale - Health Insurance Form

What are the components included in the employer cost breakdown in France?

Employer costs in France are estimated to be around 50% of the employee's salary, which includes various contributions and fees. These costs encompass items such as Sickness, Maternity, Invalidity, Death contributions, with rates ranging from 7% for salaries under EUR 4,273.3 to 13% for salaries over EUR 4,273.3. There are also contributions for Supplementary Incapacity, Invalidity, Death at 0.89% for salaries under EUR 3,666.00, Workplace accidents-occupational illnesses at 0.75%, and Social Security contributions capped at 8.55% up to a maximum salary of EUR 3,666.00, while uncapped Social Security incurs 1.90% costs. Family benefits are accounted for at rates of 3.45% for salaries under EUR 5,982.62 and 5.25% for salaries exceeding this threshold. Unemployment insurance costs 4.20% up to a maximum salary of EUR 14,664.00. Retirement pension contributions are set at 6.26% for salaries under EUR 3,666.00. Other contributions sum up to 2.906%. Additionally, there are fees for Housing Benefit FNAL at 0.10%, Occupational Medicine at 0.41%, plus a fixed fee of EUR 9.53, and Complementary health benefit costs EUR 42.50 (with exact cost adjustments during onboarding). Furthermore, there is a monthly Medical Visit Fee of EUR 4.90, a mandatory electronic safe fee of EUR 3.46, and a time-tracking software cost of EUR 3.00. Note that rates may vary for salaries exceeding EUR 3,666.00. Moreover, employers must provide a mandatory business allowance cost amounting to 5% of the employee's salary, which includes the gross monthly salary plus the 5% business allowance. Additionally, there is a yearly medical fee of EUR 50.

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