Hire employees in France No entity needed.
Usually, to hire in France, your business needs an entity. That means a local office, an address registered as a subsidiary, and an account with a local bank. All of this, plus navigating regional benefits, payroll, tax, and HR laws, can take months.
France also treats contractors differently than full-time employees, so misclassifying a contractor could lead to fines. Deel lets you hire employees in France quickly, easily, and compliantly. We even automate tax document collection, payroll, benefits, and more.
All the necessary benefits for France built right in
Deel allows you to provide localized benefits for employees in France within minutes. All in one manageable online dashboard.
- Worker Compensation Insurance
- Unemployment Insurance
- Salary Guarantee Fund
- Family Benefits
Currency: Euro (EUR)
Official language: French
Payroll Cycle: Monthly
Paid Time Off
In France, employees are entitled to 25 days of paid holiday a year. Collective agreements often provide an additional holiday bonus related to seniority. Each month corresponds to 2.08 days of paid time off.
France celebrates 11 national holidays. Among them:
- New Year’s Day
- Good Friday
- Easter Monday
- Labour Day
- Ascension Day
- Victory Day
- French National Holiday
Individual Income Tax
The individual income tax depends on many variables, such as marital status, level of income, etc. The average ranges up to 45%
The employer cost range is approximately 42% to 48% of employee salary.
Employment Contract Details
Contracts must be written in French to be legally valid. Bilingual wording is permitted if requested by the employee. Contracts must always be in writing and specify the type of employment agreed, trial period, restrictive covenants, bonuses and notice.
The minimum probation period is 3 months and the maximum is 6 months. Probation period is not mandatory.
Minimum Wage Requirements
Minimum Wage is EUR 1554,62 per month. Collective agreements may provide for higher minimum wages. For instance, for EOR minimum wage is EUR 2,800 per month.
Maximum working hours and overtime
Legal working hours are maximum 35 hours per week.
Bonus and Expense Payments
Bonuses may be paid. They can either be discretionary or contractual. Discretionary bonuses are at employer’s discretion and are treated as salary. Contractual bonuses are part of salary and can only be modified with employee’s consent. Terms and conditions are determined by the parties and must be included in the employment agreement to be enforced.
Parents are entitled to take parental leave if they have at least one year’s continuous service. The leave may start after the end of the maternity leave or the adoptive parents adoption leave. One of the parents may take the full allocation of parental leave, or the two parents may share it.
- Maternity leave: it can start 8 weeks before birth and extends up to 10 weeks after childbirth. Employees undergoing multiple births are entitled to maximum 24 weeks before childbirth and 22 weeks after childbirth. Collective agreements grant additional maternity leave. During maternity leave, employees receive an indemnity from the social security authorities if conditions are met. Maternity leave will be paid by the employer, but will be refunded by Social Security.
- Paternity leave: the entitlement is to 25 calendar days of leave. The leave must generally start in the after the child’s birth up to thw 6th month. An employee who wants to take paternity leave must give the employer at least one month’s notice. Social Security will be responsible for the payment.
After the first 3 days of a period of sickness absence, employees are entitled to receive daily sickness benefits from the sickness and insurance fund if they meet eligibility requirements (in terms of employment or contribution history). Benefits are generally set at 50% of the employee’s basic pay, up to a cap. Eligible employees are generally entitled to no more than 360 days of benefits in any three-year period.
Termination requirements for employees in
France does not allow at-will termination of employment for employers; contracts may be terminated by mutual agreement or unilaterally for due cause (serious cause, unfit for the role, extinction of the role). Employees can appeal to a court if they considered the dismissal unjustified.France has a specific EOR regulation that allows termination of the contract at will for employers, in respect of a minimum notice period of 6 weeks and the payment of the severance. It is common practice for the employee and the customer to agree on the notice period for contract termination before engaging the EOR contract.
Severance pay is due to employees who have passed their probation period with at least 1 year’s seniority. Severance pay is calculated as 1/4 of a monthly salary for each year of seniority, plus 2/15 of a monthly salary for seniority of 10 years and over. Additionally, any not taken holidays must be paid out upon termination.
In France, the notice maximum period is 3 months.
Notice Period while probation period
- Less that 8 days in the company - 24h notice
- Between 8 days and 1 month - 48h notice
- Between 1 month and 3 months - 2 weeks notice
- After 3 months - 1 month notice
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“Deel is an amazing platform! It's super intuitive and user friendly, plus it runs suuuuper smoothly!! It has great options for paying and withdrawing money, plus it helps you keep super organized with your spending. They also have great support and are super friendly with all the questions you might have :D I would definitely recommend it!!”
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"This has by far the singular tool that made my contracting work amazing. It used to be that contract management and payouts was a nightmare — Deel makes everything so easy especially with its Transferwise integration. Everyone gets paid on time and kept happy. I also contacted their support a couple of times for some small questions and they’ve been nothing short of amazing. If you’re a contractor or someone who hires contractors then definitely give Deel a go."
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