Employer of Record France

Think of it like this: Agility EOR becomes the legal employer of your employees, taking care of all the paperwork and compliance headaches.

Agility EOR

• We manage the onboarding process and ensure everything’s in order before your employee starts
• We make sure your employees are treated fairly and compliantly in their relevant territory
• We take care of all HR matters, and can answer any and all HR queries you may have e.g. maternity/paternity leave, holidays, sick pay, and more
• We provide compliant contracts, process local payroll, and file taxes
• We issue payslips and handle payments to the employee and authorities

Your Company

• You find and manage your employees’ daily tasks
• You support their development through their work
• You follow our guidance on employment laws and best practices
• You ensure payroll bills are paid to Agility EOR on time

Benefits of using an Employer of Record (EOR)

• Faster and easier hiring: No need to set up your own legal entity.
• Reduced risk and compliance burden: We handle the legal and administrative complexities.
• More time and resources: Focus on your core business while we manage your employees.

Workers who have been hired by a France Employer of Record are given a conventional employment contract along with legal protections. This covers relevant tax credits as well as statutory benefits including maternity leave, yearly leave, and sick pay. It’s crucial to remember that everyone living in France is covered by the public healthcare system—not exclusively workers.

Yes, provided that the employee has other jobs, has the liberty to choose how to complete tasks, and could choose an additional contractor for when they are not available. In France, a worker who works only for your business and has duties that are set by your company is considered an employee. Failing to comply with this would be a violation of French employment law.

Incorrectly classifying an employee may result in hefty fines, the necessity to make up lost holiday and social security contributions, the requirement to set up a local presence, or even legal action from the employee for violation of their rights at work.

Securing a trade license from the appropriate authorities and registering your company with the Commercial Register are the first stages in starting a business in France.

The very first registration process may seem straightforward, but maintaining payroll software that complies with French regulations, setting up a physical office for tax purposes, opening a bank account in France (which frequently requires in-person presence), and meeting tax filing requirements add complexity to the entire setup.

Hiring people in France means abiding by several legal requirements. Put more simply, HR compliance guarantees that your business adheres to all employment and work practice laws.

However, why is it so crucial? HR compliance in France is more than just following the rules; it protects your company and its workers. Adhering to employment laws ensures that your employees receive equitable treatment, including minimum salary, yearly leave, sick leave, and suitable working hours. This reduces the possibility of financial penalties, legal ramifications, and even litigation resulting from non-compliance, in addition to creating a healthy work atmosphere.

Partnering with Agility EOR as your Employer of Record in France  simplifies tax and social security obligations. We manage all employee-related filings and contributions, ensuring complete compliance, so you can focus on running your business with peace of mind.

Agility EOR manages the complicated details of French employment law and compliance; however, your organization is still in charge of supervising your team on a daily basis, including handling issues with productivity, enforcing punishments when needed, and promoting a positive work environment through open communication.

Agility EOR takes care of the legal aspects in France, allowing you to concentrate on leading your team and their everyday responsibilities.

In France, both employers and employees contribute to the tax system. Employers are responsible for Social Security, work accident insurance, forfait social, and transportation tax, while employees pay income tax, Social Security, supplemental pension, and Contribution d’Equilibre Général.

Workers who have been hired by a France Employer of Record are given a conventional employment contract along with legal protections. This covers relevant tax credits as well as statutory benefits including maternity leave, yearly leave, and sick pay. It’s crucial to remember that everyone living in France is covered by the public healthcare system—not exclusively workers.

Agility EOR handles the administrative burden of HR compliance for you:

Reliable Partners: Leading employment lawyers and experts in France work with Agility EOR. This guarantees that all local legal requirements are strictly followed by your employment contracts and other important paperwork.

Comprehensive Understanding: We continue to have a thorough awareness of all the nuances of French employment law, including rules regarding remote work, payroll, social security, and data privacy.

Quick Reaction: Our internal team is always available to aid and support in the event that a problem develops.