Table of Contents
Introduction
Key Considerations for Employing in France
Benefits
Employment Contracts
Onboarding
Leaves
Payroll & Taxes
Termination Process
Invoice Schedule
Get Started with Omnipresent
1. Introduction
Hiring employees in France can be complex due to strict labor laws and employer obligations. Omnipresent’s Employer of Record (EOR) service ensures compliance with payroll, benefits, and HR regulations for a seamless hiring experience.
2. Key Considerations for Employing in France
Currency: Euro (€)
Language: French
Employer Costs: High (40-45% of salary)
Termination Complexity: Very Hard
Onboarding Timeline: Approximately 22 calendar days
Payroll Frequency: Monthly
3. Benefits
Types of Benefits Offered
Mandatory Benefits: Public healthcare (Mutuelle), retirement & pension (AGIRC-ARRCO), disability insurance (Prévoyance), workers’ compensation.
Supplementary Benefits: Limited due to high employer costs and Collective Bargaining Agreements.
Healthcare
Mutuelle (Mandatory Private Health Insurance) covers inpatient/outpatient treatment, dental, and optical.
Employer-funded and taxable to employees. Dependents can be covered at the employee’s cost.
Retirement
State pension is supplemented by AGIRC-ARRCO (mandatory pay-as-you-go pension scheme via payroll deductions).
Death & Disability Insurance
Prévoyance provides death/disability benefits, including a 300% salary lump sum on death.
Employer-funded and taxable to employees.
4. Employment Contracts
Contract Types
Indefinite-term contracts (CDI)
Fixed-term contracts (CDD, max 18 months)
Portage Salarial (Umbrella Employment Model) for qualified professionals
Part-time contracts are not available under Omnipresent’s model.
Requirements
Written employment contracts are required.
Language: Bilingual (French & English, with the French version prevailing).
Signature Requirements: Simple electronic signature.
Backdating: Not permitted under Omnipresent’s policy.
Probation Period
Technicians & Supervisors: Max 3 months.
Executives (Cadre): Max 4 months.
Probation periods are mandatory unless exceptional circumstances apply.
Contract Customisation
Optional clauses for customization, such as additional vacation days.
Some elements cannot be customized due to compliance risks (e.g., restrictive covenants, overtime regulations).
5. Onboarding
Timeline
The onboarding process in France typically takes 22 calendar days, including:
Platform Setup
Right-to-Work Check
Employment Contract Processing
Benefits & Payroll Enrollment
Registration & Approvals
Employees must complete a medical check within 3 months of onboarding.
Immigration & Visas
Omnipresent can support visa sponsorship.
EU Citizens do not require a visa.
Right-to-Work Verification
Employers must verify work authorization before employment begins.
Employee Transfers from Another EOR
Transfers are highly restricted and must be reviewed on a case-by-case basis.
6. Leaves
Leave Entitlements
Annual Leave: Minimum 25 working days (excluding public holidays).
Paid Vacation Calculation: 10% of gross annual salary or regular pay (whichever is higher).
No statutory carryover, except for sick leave.
Maternity Leave
16 to 46 weeks, depending on family size.
Social Security covers most maternity benefits.
Paternity Leave
25 calendar days (32 days for multiple births/adoptions).
Mandatory 7-day leave.
Employer-funded.
Sick Leave
Requires a medical certificate within 48 hours.
50% of basic daily wage covered after 3 unpaid days.
Up to 180 days per year.
Public Holidays (11 Days)
New Year’s Day, Easter Monday, Labor Day, Victory Day, Ascension Day, Whit Monday, Bastille Day, Assumption, All Saints’ Day, Armistice Day, Christmas Day.
7. Payroll & Taxes
Payroll Cycle
Frequency: Monthly
Cut-off Date: 6th of each month.
Payment Date: Last working day of the month.
Compensation
No mandatory bonuses or 13th-month salary.
Portage Salarial minimum wage (2023): €2,517.13/month.
Standard Work Schedule
35 hours/week, Monday-Friday.
Maximum: 44 hours/week (12-week avg.), 48 hours/week (absolute max), 10 hours/day.
Time tracking is legally required.
Employer Costs
Estimated 40-45% of salary. Use the OmniCalculator for a detailed breakdown.
8. Termination Process
Legal Grounds for Termination
Must be based on a ‘real and serious’ cause:
Personal grounds (performance, misconduct, prolonged absence).
Economic grounds (financial hardship, restructuring).
Notice Period
Varies by tenure:
Less than 8 days: 24 hours
8 days - 1 month: 48 hours
1-3 months: 2 weeks - 1 month
Beyond 3 months: 1-3 months (varies by contract & role)
Severance Pay
Applies to employees with at least 8 months of service.
Minimum statutory severance:
¼ month salary per year (first 10 years)
⅓ month salary per year (after 10 years)
No severance for gross or intentional misconduct.
9. Invoice Schedule
Initial Fees
Setup Fees: Due upon signing Terms.
Deposit: Payable when the local employment contract is ready for signature.
First Salary Prepayment: Invoiced on the first day of employment.
Ongoing Monthly Payments
Labour costs invoiced monthly in arrears after payroll calculations.
Each invoice includes:
Monthly service fee
Deposit insurance (if applicable)
FX fee (if applicable)
10. Get Started with Omnipresent
We simplify international hiring, legal compliance, payroll, benefits, and more. Contact us to start your journey towards hassle-free global employment.