Hire employees and contractors in France

Remote’s guide to employing in France.

  • Capital city


  • Currency

    (, EUR)

  • Population size

    (May 2020 est.)

  • Languages spoken


  • Availability

    Remote-Owned Local Entity

    We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.

Facts & Stats

France, officially the French Republic (French: république française), is a country whose territory consists of metropolitan France in Western Europe and several overseas regions and territories. France is a developed country with the world's seventh-largest economy by nominal GDP, and the tenth-largest by PPP. In terms of aggregate household wealth, it ranks fourth in the world.

  • Capital city


  • Currency

    (, EUR)

  • Languages spoken


  • Population size

    67,067,000 (May 2020 est.)

  • Ease of doing business

    Very easy

  • Cost of living index

    $$$$ (17 of 139 nations)

  • Payroll frequency


  • VAT - standard rate


  • GDP - real growth rate

    1.725% (2018 est.)

Grow your team in France with Remote

Employing in France requires employers to own a legal entity in the country and manage payroll, tax, benefits and compliance through their own in-country resources. The complexity of employment regulations in France makes full compliance with employment laws a burdensome process.

Through Remote’s Global Employer of Record solution, your team is employed by our local legal entities in each country, and we take care of payroll, tax, benefits and compliance so you can focus on what matters most -- your people.

of misclassification

France, like many other countries, treats self-employed individuals or contractors and full-time workers differently and there are risks associated with misclassification.

Employing in France

Employment law in France is not contained under a single law. Instead it is governed by statutory regulations codified in (among other laws) the French labour code, the French Constitution as well as European Commission and other international labour conventions. Furthermore, collective labour law through codetermination, trade unions and collective bargaining plays a significant role in French labour relations.

French employment law provides strong labor conditions and protections for employees, so employing people will be an important investment and commitment.

Temporary agencies are popular options for more flexible workforce arrangements. For these and many other reasons, the following are only guidelines in the broadest sense, and professional legal services are recommended when employing in France.

Public holidays

Holiday Name
Extra information
Saturday, January 1, 2022New Year's Day
Friday, April 15, 2022Good FridayRegional; Alsace-Moselle
Monday, April 18, 2022Easter Monday
Wednesday, April 27, 2022Abolition of Slavery DayRegional; Mayotte
Sunday, May 1, 2022Labour Day
Sunday, May 8, 2022Victory in Europe Day
Sunday, May 22, 2022Abolition of Slavery DayRegional; Martinique
Thursday, May 26, 2022Ascension Day
Friday, May 27, 2022Abolition of Slavery DayRegional; Guadeloupe
Monday, June 6, 2022Whit MondayJournée de Solidarité
Friday, June 10, 2022Abolition of Slavery DayRegional; French Guiana
Thursday, July 14, 2022Bastille Day
Monday, August 15, 2022Assumption of Mary
Tuesday, November 1, 2022All Saints' Day
Friday, November 11, 2022Armistice Day
Tuesday, December 20, 2022Abolition of Slavery DayRegional; La Réunion
Sunday, December 25, 2022Christmas Day
Monday, December 26, 20222nd Christmas DayRegional; Alsace-Moselle

Minimum Wage

The minimum hourly wage stipulate by law for 2019 is €1,522 per month, or €10.03 per hour. A higher minimum is often set by collective bargaining agreements, which are enforceable by law.

Payroll Cycle

For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

Onboarding Time

We can help you get a new employee started in France fast. The minimum onboarding time we need is only 17 working days.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.

Competitive benefits package in France

Beyond statutory benefits, employers should consider offering additional benefits for employees in France to attract and retain the best talent. Remote can help you set up and provide a competitive benefits package that may include the following perks.

  • Vision insurance plan
  • Medical insurance plan
  • Dental insurance plan
  • Flexible work schedule
  • Paid holidays
  • Pension scheme
  • Life insurance
  • Other insurance

Taxes in France

Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in France.

  • Employer

    • 13.00% - Health, Maternity, Disability, Death

    • 8.55% (ceiling of €3,311) - Old Age Insurance

    • 5.25% or 2.45% - Family Benefits

    • 4.05% (ceiling of €13,244) - Unemployment

    • 0.30% - Autonomy Solidarity Contribution

    • 0.15% - AGS (Wage Guarantee Insurance)

  • Employee

    • 9.20% - Social Security Surcharge

    • 6.90% (ceiling of €3,311) - Old Age Insurance

    • 0% - Up to 10,084

    • 11.00% - 10,085 - 25,710

    • 30.00% - 25,711 - 73,516

    • 41.00% - 73,517 - 158,122

    • 45.00% - over 158,123

Types of leave

Statutory leave

All full-time workers are legally entitled to 25 days paid holiday leave a year. In addition, full-time workers have 11 paid public holidays a year. The minimum amount of annual leave is 5 weeks.

Pregnancy and maternity leave

The length of maternity leave for employees depends on the number of children of the mother:

  • Single birth bringing mother's number of children to one or two - 16 weeks, broken down into 6 weeks before childbirth and 10 weeks after
  • Single birth bringing mother's number of children to three or more - 26 weeks, broken down into 8 weeks before childbirth and 18 weeks after
  • Multiple birth of twins - 34 weeks, broken down into 12 weeks before childbirth and 22 weeks after
  • Multiple birth of triplets or more - 46 weeks, broken down into 24 weeks before childbirth and 22 weeks after

Additional maternity leave can be granted through the relevant collective bargaining agreement. Employees can also choose to increase or decrease proportion of maternity leave before and after childbirth with a physician's authorisation.

Paternity leave

Male employees are granted three days of leave when the childbirth happens and are entitled up to 25 days (4 compulsory, 21 optional) for single births and up to 32 days (4 compulsory, 28 optional) for multiple births. Paternity leave has to be taken within the first four months after the birth or adoption.

Other leave

  • Adoption leave: before adoption of a child, employees are entitled to 6 weeks of unpaid leave if travelling abroad to adopt a child. Length of leave after adoption depends on number of adoptions and whether the leave is shared between parents. When taken by one parent and up to two children, the duration is 10 weeks. For three or more children, the duration is 18 weeks. For multiple adoptions, adoption of twins, triplets or more, the duration is increased to 22 weeks. If shared by both parents, adoption leave is increased by 11 days (or 18 days in case of multiple adoptions).

Employment termination

Termination process

French employers in general have the following ways to terminate the employment relationship:

  • Termination by mutual consent through a settlement agreement;
  • Dismissal for economic reasons, for example structural, economic and technological changes;
  • Employee resignation with written notice and notice period as per employment contract;
  • Urgent dismissal of the employee, for example in case of theft or any other serious misconduct.

Notice period

The statutory notice period for an employer depends on the duration of employment. For employment duration between 6 months and 2 years, the notice period is 1 month. For employment duration over 2 years, it is 2 months. For executives, the notice period is 3 months.

Probation periods

The maximum length of a probationary period is 8 months. Collective bargaining agreements also play a role here.

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