Make employment in France easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in France, all in one easy-to-use platform.
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 directives and regulations, 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.
The national minimum wage in France for a 35-hour workweek is €1,867 gross per month, effective June 2026.
Note that collective bargaining agreements frequently establish a higher minimum wage, which is legally enforceable.
For customers of Remote, all employee base salary payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in France fast.
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.
Date | Holiday |
|---|---|
2026-01-01 | New Year's Day (Jour de l'An) |
2026-04-06 | Easter Monday (Lundi de Pâques) |
2026-05-01 | Labor Day (Fête du Travail) - Non-waivable |
2026-05-08 | Victory in Europe Day (Fête de la Victoire 1945) |
2026-05-14 | Feast of the Ascension of Jesus Christ (Ascension) |
2026-05-25 | Whit Monday (Lundi de Pentecôte) |
2026-07-14 | Bastille Day (Fête nationale) |
2026-08-15 | Assumption of Mary (Assomption) |
2026-11-01 | All Saints' Day (Toussaint) |
2026-11-11 | Armistice Day (Armistice 1918) |
2026-12-25 | Christmas Day (Noël) |
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
Official language
Currency
Population
Cost of living index
GDP real growth rate
Payroll frequency
VAT rate
Ease of doing business
Want to employ workers in France? Companies hiring in France are typically required to either own a local legal entity or work with a global employment platform like Remote that can legally provide employment services in the country.
Remote can employ team members in France and keep you compliant. Remote can hire, onboard, and pay your France team so you don't have to set up local HR services in the region. Remote also makes it easy to pay contractors in France. Sign up now to get started or talk to an expert for more details.
Employment taxes and statutory fees affect both your payroll and your employees' paychecks in France. Note that your employees may be liable for additional local taxes.
Employer
0%
Health, maternity, disability, and death
0.00%
Old age insurance (within the ceiling of €4,005/month); 2.11% on the total.
0.00% or 5.25%
Family benefits
0%
Unemployment
0.0%
Autonomy Solidarity Contribution
0.00%
Wage guarantee insurance (AGS)
Employee
0.0% (approx)
Social security surcharge
0.0%
Old age insurance (within the ceiling of €4,005/month); 0.4% on the total.
Employee income tax rates
0%
€0 - €11,497
0%
€11,498 - €29,315
0%
€29,316 - €83,823
0%
€83,824 - €180,294
All workers are legally entitled to 30 days' paid holiday leave a year (including Saturdays). In addition, full-time workers have 11 paid public holidays a year. The minimum amount of annual leave is 5 weeks.
The length of pregnancy and maternity leave varies from 16 to 46 weeks. This depends on how many children the mother has, and how many children are birthed at the same time.
The length of paternity leave varies from 25 to 32 days depending on the number of children birthed.
The length of adoption leave varies from 16 to 22 weeks (and 32 days for fathers) depending on the number of children adopted, and if leave is shared between parents or not.
French employers in general have the following ways to terminate the employment relationship:
Termination by mutual agreement (”rupture conventionnelle”).
Employee resignation with written notice and notice period as per the employment contract.
Dismissal of the employee.
The notice period to terminate an employment agreement depends on the duration of employment for fixed-term contracts, and on employee classification for indefinite-term contracts. It is generally 3 months for executives.
The length of a probationary period depends on the duration of the contract and the position. The maximum duration is 4 months, renewable once, for a total of 8 months. Probationary periods also apply to part-time employees and can be regulated by collective bargaining agreements.
At Remote, we provide tailored benefits to ensure that all Remote employees receive comprehensive coverage from top providers. Our plans offer competitive rates designed for larger groups - even if the team is still growing!
Upon onboarding, Remote will enroll team members in their benefits and provide detailed information about their coverage. Remote manages all administrative tasks, allowing you to focus on scaling your global team.
To ensure benefit equality, any benefits offered will apply to all team members in the country, providing consistent coverage and support across the team.
France has a strong economy with key industries in technology, manufacturing, and financial services. With specific labor laws and tax regulations, employers in France must ensure compliance with local payroll requirements, including social security contributions, employment contracts, and tax obligations. Understanding these regulations is essential for smooth payroll operations and legal compliance.
Employers in France must adhere to national payroll regulations regarding wages, taxes, and social contributions. Below is an overview of key payroll components:
Minimum wage: France’s minimum wage (SMIC) is EUR 1,766.92 per month.
Payroll frequency: Salaries are generally paid monthly.
Standard working hours: The normal workweek in France is 35 hours, typically spread over five days.
Overtime: Employees are entitled to additional pay for overtime work, calculated at 125% of the regular wage for extra hours and higher rates for work on public holidays.
Personal income tax: France has a progressive income tax system with rates ranging from 0% to 45% depending on income levels.
Employer contributions:
Employee contributions:
Corporate tax: The corporate income tax rate in France is 25%.
Tax reporting: Employers must file payroll taxes and contributions with the French tax authorities regularly.
Employment contracts must be provided in writing and specify terms such as salary, working hours, and job responsibilities.
Payroll deductions: Employers must ensure accurate deductions for social security and income tax.
Employers must stay updated on changes to France’s labor laws and tax regulations to avoid penalties.
Payroll frequency: Salaries are generally paid monthly.
Currency: Payroll in France is processed in Euros (EUR).
Tax reporting: Employers must file payroll taxes and contributions with the French tax authorities.
Payroll deductions: Employers must ensure accurate deductions for social security and income tax.
Payroll compliance: Employers must stay updated on changes to tax rates and reporting requirements.
Managing payroll in France requires careful attention to tax regulations, employment laws, and social security requirements. Employers must stay informed about tax rates, wage laws, and reporting deadlines to ensure smooth payroll processing and avoid penalties.
The good news is, you can pay anyone, anywhere — from your team in the office to your team abroad, all with Remote Payroll. To see just how easy global payroll can be with Remote, book a demo today.
Hiring contractors in France can be a strategic and cost-effective way for businesses to complete projects without the obligations of hiring full-time employees. Whether you are engaging independent contractors for specialized services or working with subcontractors for various projects, understanding France’s labor laws and regulations is essential.
Remote helps businesses stay compliant when hiring contractors globally with these key features:
Global compliance support: Ensures adherence to labor laws in 200+ countries with localized contracts and proper documentation.
Misclassification protection: Includes built-in compliance checks and seamless contractor-to-employee conversion.
Centralized documentation: Maintains essential records for audits and automates tax filings.
Legal expertise: Provides guidance on complex local labor laws, simplifying international hiring.
Remote’s streamlined approach minimizes compliance risks and simplifies contractor management for businesses.
Remote simplifies contractor payments with:
Automated processing: One-click approvals, bulk payments, recurring invoices, and real-time tracking.
Global coverage: Payments in 200+ countries, multiple payment methods, and currency flexibility.
Cost and compliance: Fair price guarantee (pay only for active contractors), built-in compliance with regional regulations, and localized contracts.
Learn more about how Remote simplifies contractor management in France — get started for free today.
Our employer of record (EOR) service enables you to hire, manage, and pay top talent in France with speed and simplicity.
Remote’s EOR allows your company to legally hire employees in France without having to set up a local legal entity. Remote is the official employer, and we handle compliance, payroll, benefits (including equity), and other HR processes - but you define the employee’s mission within your company. Learn more.
An EOR may be ideal if your company:
Needs to hire employees in France but doesn’t want to establish a legal entity
Is testing local markets before committing to a full business expansion
Wants to ensure full compliance with local employment laws and tax requirements
Needs a fast, cost-effective way to onboard employees in France
Needs a temporary hiring solution before establishing a legal entity
If your company wants to hire talent in France but doesn't have a legal entity there, our EOR provides a fully compliant and efficient solution. France has strict employment and payroll tax laws, and our EOR service ensures you meet these legal obligations while enabling you to grow quickly.
Key benefits of hiring through our EOR in France include:
Faster market entry. You can hire talent quickly, without having to wait months to establish a local entity.
Full compliance with local employment laws. Avoid the legal risks associated with non-compliance and misclassification.
Simplified payroll management. We automate payroll tax calculations and ensure you are fully compliant with all withholding obligations, even when laws change.
Lower costs. Setting up a legal entity in France can be costly and time-consuming. An EOR eliminates the need for entity registration, reducing overhead expenses.
Fewer resources required. With HR, payroll, and compliance managed by the EOR, your company can concentrate on scaling operations and assigning your resources elsewhere.
It’s also crucial to note that, at Remote, we own our own legal entity in France. As a result, we don’t need to rely on third parties, which can incur delays and extra costs, and result in a negative employee experience. All our EOR services — including the dedicated support of our local specialists — are provided in-house.
To learn more — and to see our EOR platform in action — book a demo with one of our friendly experts today.
$699
per employee/month
Hire without opening a local entity in 90+ countries
Onboarding with a dedicated specialist
Local payroll paid on time, every time
Compliance protections built-in
Competitive, flexible and localized benefits
Dedicated in-house experts for local support
Includes HR Essentials as standard
$29
per employee/month
Powerful, transparent international payroll
Simple self-service platform
Personalized support from dedicated specialists
Adhere to local payroll regulations in every country
Integrated benefits management
Includes HR Core as standard
$29
per contractor/month
Only pay for contractors you actively work with
Work with international contractors
Create, edit, and sign tailored, localized contracts
Approve contractor invoices with one click or auto-pay
Transparent payments with complete visibility
Includes HR Core as standard
