Current Region & Language
Current Region & Language
Current Region & Language
Currency
Euro
Employer Taxes
Employers typically pay about 25-42% of gross salaries in social contributions.
Payroll Frequency
Monthly
Language
French
Date Format
DD/MM/YYYY
France By The Numbers
65 million
Population
EUR 2.9 trillion
GDP
11
National Holidays
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Weekly Working Hours
National Holidays
Leave
Employees are entitled to various types of leave, including holiday, sick, maternity, paternity, parental, family care, study leave, non-criminal abortion, marriage, death of a spouse, ascendants, descendants or dependents, relatives up to the second degree, leave for union leaders to exercise their mandate, adoption, and leave for elective positions for economic training, health, and safety training. The applicable Collective Labor Agreement (CLA) may provide for additional types of leave.
Employment Contracts
Employers are required to provide written employment contracts and policies that outline the terms and conditions of employment, including job responsibilities, compensation, benefits, and workplace expectations, in compliance with applicable labor laws.
Types of Employment
Employees, portage salarial employees, temporary agency workers, and independent contractors are all distinct categories of employment.
Employment Costs
There are no specific employment costs.
IC Class Factors
A status assessment is multi-faceted and dependent upon a number factors and a totality approach is required in order to determine the outcome. Prevalent considerations include (but are not limited to) an analysis of the degree of control, subordination, exclusivity, economic risk of individual, integration into the organisation, subcontracting of work and the right to substitution
Labor Leasing
The placement of contingent or temporary workers at third party sites requires a labor leasing license.
Minimum Wage Requirements
The government sets the general minimum wage requirements normally once per year. For 2025, the national minimum monthly wage is €1,801.80 gross. The applicable minimum wages shall awlays observe the Collective Bargaining Agreements.
Medical Benefits
For sickness not related to work, the salary is replaced, in part by daily allowances paid by Social Security after a waiting period of 3 days (equal to half of the gross daily salary calculated in accordance with statutory rules), and, under conditions, by a complementary allowance, after a waiting period of 7 days, (under pre-defined rates) paid by the company. The maximum duration of payment of Social Security daily benefits is 12 months per period of 3 consecutive years.
For work accidents or professional illness, the salary is replaced, in part by daily allowances paid by Social Security, without any waiting period, and, under conditions, by a complementary allowance, after a waiting period of 7 days, paid by the company.
Probationary Periods
For Portage Salarial, probation periods vary depending on the type of contract. For fixed-term contracts, probation cannot exceed 1 day per week, with a maximum of 2 weeks if the initial contract duration is 6 months or less. If the contract exceeds 6 months, probation may last up to 1 month. For indefinite-term contracts, the probation period is 3 months for technician or supervisor-level positions, renewable for an equal period, and 4 months for manager-level positions, also renewable for an equal period.
For temporary employees under labor leasing, the probation period is determined by the length of the contract. If the contract is 1 month or less, the probation period is 2 days; for contracts between 1 and 2 months, it is 3 days; and for contracts exceeding 2 months, the probation period is 5 days.
Termination Notice
For termination or resignation of indefinite-term contracts, the notice period varies according to the employee’s seniority. For regular employee positions, employees with between 6 months and 2 years of seniority are required to provide 1 month’s notice. Supervisor positions require 2 months’ notice, and executive positions require 3 months’ notice.
For early termination or resignation of definite-term contracts, the general rule allows early termination by the employer only for specific and limited reasons, and no notice period is required in such cases. In the event of resignation by the employee, it is only permitted if the employee can demonstrate they have secured a permanent position with another company. If this condition is not met, the employee must pay damages to the employer. A written notice is required, with the notice period being 1 day per week depending on the total duration of the contract, including any renewals. This notice period cannot be less than 1 day or more than 2 weeks.
Severance
Severance pay for indefinite-term contracts (exception in case of dismissal for gross misconduct: not due) is equal to ¼ of monthly salary per year of seniority for up to 10 years seniority and, 1/3 of monthly salary per year of seniority after 10 years seniority, except if the applicable CLA provided for a more beneficial right. Not due in case of resignation.
For definite-term contracts, If contract ends at its term: The employee is entitled to an end-of-contract-indemnity equal of 10% the salary he earned during the contract, and to untaken vacations. If early terminated (without any legal reason) the employer must pay all wages due up to the end of the term regardless.
Pre-hire Checks
Immigration checks are generally required for expatriates.
Personal information of Personnel, according to Data Protection Law, requires applicant’s consent.
Specific consent required for sensitive information such as a Personnel’s health information for health insurance benefit application process.
Credit checks, criminal records, possible only for specific job positions, according to the law and absolutely indispensable, in order to ensure the right to privacy.
Pregnancy tests prohibited by law, in any case.
Medical exams or health-related tests are mandatory before the start date and are covered by the Employer, the Personnel are obliged to attend.
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The information provided on this website is for general informational purposes only and is subject to change without notice. The content on this website is not intended to be a substitute for professional legal advice, diagnosis, or treatment. While we strive to keep the information up to date and accurate, People 2.0 makes no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. Any reliance you place on such information is therefore strictly at your own risk.
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