Employing in France

Employment contracts are a legal requirement in France. If you are looking to hire someone from France, it is essential to have a good understanding of the country's employment laws, benefits, allowances, and other relevant information. This segment provides employers with the necessary knowledge to navigate the French employment landscape effectively.

Employee Contract

In France, there are two types of Employment contracts; CDI (Permanent employment) and CDD (Temporary employment). According to the France employment laws, CDI (contrat à durée indéterminée) is provided to an employee for continuing and indefinite service. CDI (contrat à durée déterminée) is provided to an employee hired for temporary employment and can not be extended over 18 months of service.

While French is the preferred language for employment contracts in France, both employees and employers have the flexibility to choose to have the contract translated into other languages if desired.

‍

Probation Period

The probationary period for employees ranges from 1–3 months.

‍

Payroll Cycle

In France, the payroll cycle is typically set on a monthly basis.

‍

Minimum Wage

The minimum wage in France is based on the age and position of the employee. It ranges from €433 — €1603.12 per month.

‍

Overtime pay

The companies are entitled to compensate employees for overtime hours worked in the following structure:

• 25% surcharge for the first 8 hours during the week
• 50% surcharge in case overtime exceeds 8 hours during the week.

Bonus

The 13th month’s pay is not mandatory in France. However, the employer can provide it on mutual agreement and is paid at the end of the year.

‍

Employee Benefits

Here are some of the benefits that employees are provided for by their employer:

• Pension Scheme
• Social Security
• Maternity leave
• Paternity leave

The standard rate of Value Added Tax in France is 20%.

‍

Termination Process

The employer can terminate the employment contract based on a valid reason (personal or financial reasons) or mutual consent or if the individual is retiring.

‍

Notice Period

The notice period for employees under the probation period is up to 5 days while regular employees will have up to 3 months.

‍

Severance Pay

The severance pay varies based on the individual’s service to the employer. The statutory severance pay is:

Below 10 years — 25% of the monthly salary for each year of service

Above 10 years — 33.33% of the monthly salary for each year of service

‍

Visa and Immigration

For stays exceeding 90 days in France, obtaining a Long-Term Visa is a mandatory requirement. To apply for a long-term visa, individuals need to provide supporting documents related to their stay. It is important to note that long-term visas are generally available to most nationalities, with the exception of EEA and EU nationals.

Based on individual requirements, a Long-Term visa with a residence permit can be granted. It is necessary to submit personal documents and passports issued within the past 10 years. The French Office for Immigration and Integration may request additional information from the individual as part of the process.

‍

‍