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Employer of Record France

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Employer of Record France

Teaming up with an Employer of Record in France simplifies the hiring process, minimizes administrative tasks, and fosters business development and achievement.

Currency

Euro

Population

66.5 Million

Capital City

Paris

Minimum Wage

French

Local Language

€11.65 per hour

Working Hours

35 hours per week

Employer of Record in France

When you hire in France, the Employer of Record in France acts as the legal employer for your workers, taking care of the entire employment life cycle. This includes handling all the legal legwork, such as payroll, taxes, mandatory benefits, employment contracts, and ensuring compliance with France labor laws.

  • Manages all employment aspects
  • Acts as a legal employer
  • Simplifies hiring
  • Compliantly employing a worker

How does an Employer of Record France work?

Agility

We handle the legal aspects of hiring workers, including managing HR, benefits, payroll, and taxes.

Company

Focuses on core business activities. Manages assigned employee’s tasks and performance.

Employee

Performs the assigned work, just like any other employee.

Cost Calculator

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Payment Frequency

Payroll in France is paid monthly.

 

Employee Tax – 31.3% to 75.7%

Social security: 17%

Supplemental pension: 3.1% – 8.1%

Contribution d’equilibre general (CEG): 1.29% – 1.62%

Income tax is assessed using the household’s total income.

 

Employer Tax – 28.4% to 60.5%

Social security: 26.5% – 33.7%

Work accident insurance: 1.9% – 2.2%

Forfeit social: 8% – 20%

Transportation tax: 2.95%

 

Probation Period

Typically probationary periods in France are between 2-4 months.

 

Employment Law

Employment Agreement: Formal contract outlining terms and conditions.

Paystubs: Records of earnings and deductions.

Remote Work: Option to work from a location other than the office.

Workload Review: Regular meetings to assess and adjust work responsibilities.

Whistleblower Protection: Safeguards for reporting misconduct or illegal activities.

Works Council Benefits: Additional perks or advantages negotiated by employee representatives.

Right to Disconnect: Time off from work to avoid work-related stress.

Unemployment Benefits: Financial support for individuals who lose their jobs.

Redeployment Leave: Time off to seek a new position within the company.

 

Employee Termination

France has very stringent laws that make terminating an employee more bureaucratic and does not allow for termination at will.

Employers are allowed to fire an employee in a certain circumstance, but they must have very good reason. – Financial factors, such as layoffs – Individual causes (inadequate work, wrongdoing) – Consent on both sides when a contract for termination is signed.

Severance pay in France, known as indemnité de licenciement. The amount of severance pay is typically calculated based on the employee’s length of service and salary. While there are variations, a common method for calculating severance pay involves multiplying the employee’s average monthly salary by a certain number of months based on their length of service.

Employee Benefits

Statutory Benefits

Healthcare Coverage: Medical insurance to cover medical expenses.

Life Insurance: Coverage to provide financial support to beneficiaries in case of death.

Public Transportation: Subsidies or benefits related to public transportation.

Retirement Plan: A pension scheme to provide income after retirement.

Workers’ Compensation: Insurance to cover medical expenses and lost wages due to work-related injuries.

Profit-Sharing: A system where employees share in the company’s profits.

Health Checkups: Regular medical examinations to assess employee health.

Severance Pay: Financial compensation given to employees upon termination of employment.

Common Additional Benefits

Remote Work: The ability to work from home or a location other than the office.

Professional Development: Training and development opportunities.

Additional Health Insurance: Supplemental coverage to complement basic health insurance.

Equity Compensation: Stock options or other equity-based incentives.

Meal Vouchers: Subsidies or benefits for food expenses.

Relocation Assistance: Financial support for moving to a new location for work.

Employee Well-being: Programs and initiatives to support employee health and happiness.

Flexible Hours: The ability to adjust work hours to suit personal needs.

Fitness Benefits: Gym memberships or fitness reimbursements.

Transportation Reimbursement: Compensation for commuting expenses.

Performance Bonuses: Cash rewards based on performance.

Extra Time Off: Additional vacation days or personal time.

Extended Parental Leave: Longer periods of paid leave for parents.

Retirement Savings: Supplementary pension plans to supplement basic retirement benefits.

Immigration Support: Assistance with obtaining work visas or immigration permits.

Statutory Leave

30 days annual leave
Up to 1 year sick leave
16 weeks maternity leave
1 year parental leave, which can be extended
28 days paternity leave

FAQ

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.

Wondering if expanding in France is right for you?

Read on or speak to a member of our team now

France Employer of Record Benefits

When you choose Agility EOR to expand in France, we guarantee an EOR Service tailored to the needs of your business

Compliance

We are on top of regulatory changes in France so you can relax.

Cost reduction

Allow our economies of scale to work in your favour.

High Service Levels

You and your employees have a dedicated account manager.

Fixed Cost Pricing

We will agree our professional fees up front based on your needs – no nasty surprises!

Consolidated Invoicing & Payments

Make one monthly payment to cover all your tax, social and wages costs from one to one thousand employees.

Fast delivery

You can have 'boots on the ground' within days on our infrastructure.

Reduced Risk

All wage taxes are remitted in full to the France authorities by professionals ensuring liabilities are met, giving you peace of mind.

Supply Chain Transparency

We only pay employees through local full employed solutions meaning France payroll tax is paid on all funds.

Save Time and Money

Our expertise is at your disposal. The need for you to have internal HR, Payroll and admin staff is eliminated.

Download our full France Employment Guide

Find out all about employing in France

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