Employer of Record (EOR) in France

Employment Laws and Regulations in France

France’s employment law system, codified in the Code du travail, is dense and protective of worker rights. The Code du travail runs to over 3,000 pages and evolves continuously through statute and case law, covering employment contracts, working hours, compensation, leave, benefits, and dispute resolution. Any company hiring in France, whether directly or through an employer of record, must comply with these regulations or face significant penalties.

Employment Contracts

Under the Code du travail, every employment relationship in France must be governed by a written employment contract. French law distinguishes between two primary contract types: the CDI (Contrat à Durée Indéterminée), which is the presumed standard for indefinite-term employment; and the CDD (Contrat à Durée Déterminée), a fixed-term contract permitted only for specific circumstances such as temporary replacements, seasonal work, or defined project assignments.

Employment contracts must include mandatory terms: the parties’ identities, job title and description, work location, start date, contract type (CDI or CDD), compensation structure, working hours, applicable collective bargaining agreement (convention collective), and probation period if applicable. All contracts must be drafted in French. While a translation may be provided for the employee’s reference, the French version remains the legally binding document.

Collective bargaining agreements (conventions collectives) are central to French employment relations. These sectoral or multi-company agreements set industry-wide standards for minimum pay, benefits, working hours, and termination procedures. Most employees in France are covered by a collective agreement, and provisions that fall below the collective agreement standards are automatically replaced by the more favorable terms.

Working Hours and Overtime

The legal standard workweek in France is 35 hours, established under Articles L3121-27 to L3121-40 of the Code du travail. Daily working time cannot exceed 10 hours, and employees must receive a minimum rest period of 11 hours between working days. The absolute weekly maximum, including overtime, is 48 hours (or 44 hours averaged over any 12-week period). Employees are entitled to a 20-minute break for every 6-hour work period.

Managers and executives (cadres) may be placed on a forfait jours arrangement, which caps annual working days at 218 rather than tracking weekly hours. This exempts them from the 35-hour week and overtime rules, though daily and weekly rest requirements still apply.

The annual overtime cap (contingent annuel) is 220 hours per employee unless a collective agreement sets a different limit. When employees regularly work beyond 35 hours, employers may grant RTT (Réduction du Temps de Travail) days as compensatory time off instead of paying overtime premiums. This is common in sectors with seasonal fluctuations.

Minimum Wage

France’s statutory minimum wage, the SMIC (Salaire Minimum Interprofessionnel de Croissance), is EUR 12.02 per hour or EUR 1,823.03 per month (gross) (minimum wage in France) as of January 1, 2026, based on a 35-hour workweek. This rate was established by Décret n° 2025-1228 of December 17, 2025, representing a 1.18% increase from the previous year. The SMIC applies to all employees aged 18 and older. Younger workers and apprentices are subject to reduced rates. All employment contracts must specify a salary at or above the SMIC.

Probation Period

The probation period (période d’essai) in France is regulated by Article L1221-19 of the Code du travail and varies by employee category:

• Workers and general employees (ouvriers/employés): 2 months maximum
• Supervisors and technicians (agents de maîtrise/techniciens): 3 months maximum
• Managers and executives (cadres): 4 months maximum

Probation periods may be renewed once if permitted by the applicable collective agreement, but the combined duration cannot exceed double the initial maximum (4, 6, or 8 months respectively). During probation, either party may terminate with shortened notice, typically 24 to 48 hours depending on the collective agreement. After probation expires, full termination protections apply.

Leave Entitlements

French labour law establishes extensive statutory leave entitlements that represent minimum legal rights. These cannot be waived or reduced by individual contract. France provides some of the most generous leave provisions in Europe.

Annual Leave

All employees are entitled to 30 working days (5 weeks) of paid annual leave, accruing at 2.5 days per month of employment (Service-Public.gouv.fr). The leave year runs from June 1 to May 31. France’s fractionnement rules encourage employees to take at least 12 consecutive days of leave between May 1 and October 31, with additional bonus days granted if leave is split outside this period. Employees working beyond 35 hours per week may also receive RTT (Réduction du Temps de Travail) days, typically 9 to 15 additional days off per year.

Sick Leave

Employees absent due to illness face a 3-day unpaid waiting period before receiving IJSS (Indemnités Journalières de Sécurité Sociale) from the Sécurité Sociale starting on the 4th day. Many employers provide supplementary top-up payments (maintien de salaire) beginning on the 8th day, ensuring the employee receives 66% to 90% of gross salary depending on seniority. A medical certificate is required beyond three days of absence. The duration of employer top-up varies by collective agreement and employee tenure.

Maternity Leave

Standard maternity leave in France is 16 weeks (6 weeks prenatal, 10 weeks postnatal), fully paid by the Sécurité Sociale at 100% of average salary. For a third or subsequent child, the entitlement extends to 26 weeks. Mothers of twins receive 34 weeks, and mothers of triplets or more receive 46 weeks (Service-Public.gouv.fr). The employer’s job protection obligation continues throughout maternity leave and for 10 weeks after return.

Paternity Leave

Since July 2021, fathers and co-parents are entitled to 25 calendar days of paternity leave for a single birth and 32 calendar days for multiple births, fully paid by the Sécurité Sociale (Service-Public.gouv.fr). The leave includes a mandatory 4-day period immediately following the birth plus a flexible period of 21 or 28 additional days that must be taken within 6 months of the child’s birth.

Other Statutory Leave

French law provides additional paid leave for specific life events:

• Marriage leave: 4 working days
• PACS (civil union) leave: 4 working days
• Bereavement leave: 3 days for a parent, sibling, or in-law; 14 working days for the death of a child under 25
• Child illness leave: 3 to 5 days per year (unpaid) to care for a sick child
• Child’s marriage: 1 day

Statutory Employee Benefits

French employment law mandates several benefits beyond leave and social security contributions that employers must provide:

• National Health Insurance (Sécurité Sociale): All employees are automatically enrolled in France’s universal health system, which covers medical care, hospitalization, pharmaceuticals, and maternity benefits. Employer and employee contributions fund this system through URSSAF.
• Supplementary Pension (AGIRC-ARRCO): Private sector employees participate in mandatory supplementary pension schemes. Both employer and employee contribute, building retirement benefits beyond the basic public pension.
• Mandatory Complementary Health Insurance (Mutuelle): Since January 2016, all employers must provide or contribute to a complementary health plan covering dental, optical, and additional medical services. The employer must fund at least 50% of the premium.
• Prévoyance Insurance for Cadres: Managers and professional employees (cadres) are covered by mandatory death and disability insurance, typically funded through employer contributions at 1.50% of salary up to the social security ceiling.
• Transport Allowance: Employers must reimburse 50% of employees’ public transport passes (such as the Navigo pass in Île-de-France). This is mandatory for all employers regardless of size.
• Meal Vouchers (Tickets Restaurant): While not legally mandatory, meal vouchers are extremely common and tax-advantaged. Employers typically contribute 50–60% of the voucher value.

Recent Regulatory Updates (2026)

Several significant changes to French employment law have taken effect or are being implemented in 2026:

The SMIC increased to EUR 12.02/hour (EUR 1,823.03/month gross) effective January 1, 2026, representing a 1.18% increase indexed to inflation. The annual social security ceiling (PASS) increased to EUR 48,060 (EUR 4,005/month), affecting the calculation of capped contributions.

The 2026 Social Security Financing Law (LFSS 2026) introduced several changes: employer contributions on severance payments increased from 30% to 40%; the flat-rate deduction on overtime hours was extended to companies with 250+ employees; and penalties for undeclared work increased from 25% to 35% effective June 2026 (PwC France).

France is implementing the EU Pay Transparency Directive with a compliance deadline of June 7, 2026. Companies with 250+ employees must publish annual gender pay gap reports by job classification. Immigration reform continues, with simplified Passeport Talent categories and new civic integration requirements for residence permits effective January 2026.

Work Permits and Visas in France

Hiring non-EU nationals in France requires securing an appropriate work permit or visa. France’s immigration framework draws a clear line between EU/EEA/Swiss citizens, who have freedom of movement, and third-country nationals who must obtain an autorisation de travail before commencing employment. An employer of record in France can sponsor work permits and manage the entire application process on behalf of your company.

Work Permit Requirements

Who Needs a Work Permit

Citizens of EU member states, the EEA (Iceland, Liechtenstein, Norway), and Switzerland are exempt from French work permit requirements and may work freely in France. All other foreign nationals must obtain a work permit (autorisation de travail) before starting employment. Employing a worker without a valid permit exposes both employer and employee to significant penalties, including fines and potential criminal liability.

Eligibility and Required Documents

The employer (or EOR on the employer’s behalf) must initiate the work permit application with France Travail (formerly Pôle Emploi). The primary requirement is a labour market test: the position must be advertised to French and EU job seekers for a minimum of three weeks to demonstrate that no suitable local candidate is available. Required documents include a valid passport, a signed employment contract in French, evidence of the labour market test, education credentials (translated and notarized), and proof of accommodation in France (Service-Public.gouv.fr).

Processing Time and Validity

Standard work permit processing takes 6 to 8 weeks from submission of a complete application. The legal maximum is 2 months. Once approved, the standard salarié permit is valid for 1 year and is tied to a specific employer and role. Passeport Talent visas are valid for up to 4 years and offer greater mobility between employers.

Renewal Process

Renewal applications should be submitted at least 30 days before expiration. The process is similar to the initial application but typically faster since France Travail already has records on file. The employee may continue working during the renewal process provided the application was filed before expiration.

Common Visa Types for Foreign Workers

France’s Ministry of Interior oversees visa issuance. Several visa categories facilitate work permits in France, each with distinct eligibility requirements and durations:

France does not currently offer a dedicated digital nomad visa. Since June 2025, remote work is prohibited on visitor visas, even for foreign employers. Alternatives for remote workers include the Passeport Talent or the profession libérale (self-employed) visa. Tourist and student visas do not authorize employment.

How an EOR Handles Work Permits

When hiring a non-EU worker through an EOR, the EOR initiates and manages the work permit application with France Travail on behalf of the employee and your company. The EOR handles the labour market test, prepares all required documentation, and tracks the application through to approval. Your company provides the employee’s details and employment terms.

Under French law, employment cannot commence until the work permit is approved. The EOR coordinates timelines to ensure compliance and avoid delays. For Passeport Talent visa categories, which bypass the labour market test and offer 4-year validity, the process is faster and more straightforward. EOR providers in France typically operate through a local French legal entity (SAS or SARL), which gives them the legal standing to sponsor work permits directly.

Payroll, Taxes, and Social Security in France

France runs one of the most extensive social security systems in the world, funded by mandatory contributions from both employers and employees. Employer contributions are substantial, and the regulatory framework is detailed, so understanding the payroll structure matters for anyone hiring in France. The French government manages these contributions through URSSAF (Union de Recouvrement des Cotisations de Sécurité Sociale et d’Allocations Familiales), the primary agency responsible for collecting social security contributions. An employer of record provider typically manages the entire payroll process, ensuring compliance with all statutory requirements and collective bargaining agreements that may apply to your employees.

Employer Contributions

Employer contributions in France are calculated on gross salary and cover health insurance, pensions, unemployment insurance, training, and various other social programs. For companies with 50 or more employees, these contributions typically total approximately 45% of gross salary, though the exact percentage varies by salary level, region, and industry sector. The contributions listed below represent typical rates for a standard employer with 50+ employees in the private sector as of 2026.

The PASS (Plafond Annuel de la Sécurité Sociale – Annual Social Security Ceiling) is indexed annually and is EUR 48,060 for 2026, or EUR 4,005 per month. This ceiling determines the threshold above which certain capped contributions no longer apply. Employers in France must register with URSSAF and remit these contributions monthly by the 15th of the following month. Collective bargaining agreements (conventions collectives) may impose additional employer obligations, such as supplementary health insurance or enhanced pension contributions beyond the statutory minimums.

Employee Contributions

Employees in France face mandatory deductions from their gross salary for income tax, social security, and supplementary pensions. These deductions are withheld by the employer and remitted to URSSAF and the French tax authority (Direction Générale des Finances Publiques). The total deductions typically account for 22–25% of gross salary, leaving the employee with approximately 75–78% as net take-home pay. The exact amount depends on the employee’s household composition, marital status, and number of dependents, as France applies a quotient familial system that personalizes tax liability.

Income Tax

France applies a progressive income tax system based on the quotient familial principle, which divides total household income by the number of tax shares to provide relief for families with dependents. The tax brackets shown below represent the 2026 rates per share, and the final tax liability depends on marital status, number of children, and other family circumstances. On top of that, a Social Solidarity Tax (Contribution Sociale Généralisée – CSG) of 9.20% is applied to most forms of income. An employee earning $5,000 per month gross will typically see income tax and social contributions reduce their net pay to approximately $3,700–$3,900 per month, depending on personal circumstances.

Payroll Cycle and Compliance

In France, payroll is typically processed on a monthly basis. Employers must issue an official pay slip (bulletin de paie) to each employee by the end of the month in which the salary is earned. The pay slip must detail gross salary, all deductions, and net amount due. Employers must also file the DPAE (Déclaration Préalable à l’Embauche – Prior Notification of Hiring) with URSSAF at least eight days before an employee’s start date or on the first day of employment. Monthly social security contributions and taxes withheld must be remitted to URSSAF by the 15th of the following month. Employers must also file the DSN (Déclaration Sociale Nominative – Individual Social Declaration) monthly with URSSAF, which consolidates all payroll, social security, and tax information for the period. An EOR provider assumes responsibility for all these filings and ensures timely submission to avoid penalties.

13th Month Salary and Bonus Pay

While a 13th month salary (treizième mois) is not legally mandatory nationwide in France, it is extremely common and is mandatory under many collective bargaining agreements (conventions collectives). Approximately 85% of private-sector employers pay a 13th month bonus, typically distributed in November or December. The amount is usually equivalent to one month’s salary, though some collective agreements specify a different formula or percentage. There is no legal obligation to pay a 14th month. Beyond the 13th month, many employers also offer participation and profit-sharing schemes (participation et intéressement), which are tax-advantaged profit-sharing arrangements. These schemes allow employees to benefit from company performance and may offer tax breaks for both employer and employee under French tax law. An EOR provider typically handles the calculation and distribution of these payments according to the applicable collective agreement and company policy.

Cost of Hiring Through an Employer of Record in France

The total cost of hiring an employee in France through an employer of record includes the gross salary, all mandatory employer contributions, and the EOR service fee. France has one of the highest employer contribution burdens in Europe, so the all-in cost significantly exceeds the gross salary amount. Knowing this cost structure upfront helps with budgeting and comparing the total economic impact of hiring in France. The examples and estimates below assume a gross monthly salary of $5,000, a mid-range salary for a skilled professional in France. An EOR typically charges a flat monthly fee ranging from $300 to $600 per employee, depending on the complexity of the role, industry, and whether supplementary services such as benefits management or training administration are included.

EOR Service Fees

EOR service fees in France typically range from $300 to $600 per employee per month. The fee usually covers payroll processing, social security registration, monthly URSSAF and DSN filings, pay slip generation, year-end tax certificates (certificats de salaire), employment contract preparation compliant with French law and collective agreements, and basic HR support. Some EOR providers may charge a higher fee if the role involves specialized collective agreements (such as construction, transport, or healthcare), if the employee is a foreign national requiring work permit sponsorship, or if additional services such as expense management, training fund administration, or supplementary pension coordination are required. For a straightforward hiring scenario without additional complexities, a fee in the $300–$400 range is typical.

Total Employment Cost Breakdown

Below is a detailed breakdown of the total monthly cost to employ a professional earning a gross salary of $5,000 per month through an EOR in France. This example includes all mandatory employer social contributions, statutory deductions, and the EOR service fee. The total employer cost of approximately $7,764 represents an additional 157% on top of the gross salary, reflecting France’s extensive social security and welfare system. This high ratio is typical for the French market and must be factored into hiring decisions and compensation budgeting.

In this example, the gross salary of $5,000 results in a total employer cost (including the EOR fee) of approximately $7,764 per month. The employee’s net take-home pay, after all social contributions and income tax withholding, is typically around $3,700–$3,900 per month, depending on personal tax circumstances. This breakdown illustrates why hiring in France is expensive compared to many other jurisdictions, but it also reflects the robust social protection and worker benefits that employees receive. Ready to hire in France? Remote People handles employment contracts, payroll, tax withholding, and full France compliance with no local entity required. Get in touch to discuss your hiring needs.

Benefits of Using an Employer of Record in France

Hiring through an employer of record in France offers significant advantages over setting up a local legal entity or navigating France’s complex employment laws independently. An employer of record provider becomes the official employer and assumes all legal, tax, and compliance responsibilities, allowing you to focus on managing the employee’s work and performance. The benefits are particularly valuable in France, where labour law is among the most detailed and protective in Europe, and non-compliance can result in substantial fines and legal exposure.

• Speed to Market: An EOR can onboard an employee in France within 1–2 weeks, whereas establishing a local company entity requires 2–4 months of legal setup, registration with multiple government agencies, and bank account opening. This rapid deployment is critical for time-sensitive projects and allows you to respond quickly to market opportunities.
• Full Compliance with French Labour Law: The EOR ensures strict adherence to the Code du travail (French Labour Code), all applicable collective bargaining agreements (conventions collectives), URSSAF social security filings, and tax regulations. The provider maintains updated knowledge of legal changes and bears the compliance burden, reducing your legal exposure.
• Cost Efficiency: Setting up a French company entity costs EUR 15,000–EUR 30,000 in professional fees and requires ongoing accounting and administrative expenses. An EOR eliminates these upfront and recurring costs, making it especially attractive for small teams or pilot operations in France.
• Local Expertise: French employment law is notoriously complex, with substantial statutory protections for employees and detailed notice and severance requirements. An EOR provider has in-depth local knowledge and relationships with regulatory bodies, ensuring your hiring practices remain compliant even as regulations change.
• Flexibility and Scalability: An EOR allows you to scale your team up or down without dissolving entities or triggering lengthy legal processes. If your business needs fluctuate, you can adjust headcount quickly while the EOR manages all related employment formalities.
• Risk Mitigation: The EOR assumes employer liability for tax compliance, social security contributions, wrongful termination claims, and regulatory penalties. This transfers significant legal and financial risk away from your company, protecting your organization from costly compliance failures.

Using an EOR in France is a practical way to access a skilled local workforce without the complexity and expense of local entity incorporation. Contact Remote People today to explore how an EOR can accelerate your expansion into France.

Termination and Offboarding in France

Terminating employment in France is heavily regulated. The process involves strict notice periods, mandatory severance payments, and detailed procedures designed to protect employee rights. The Code du travail sets out specific rules for dismissals, and non-compliance can result in financial penalties, unfair dismissal claims, and labour court disputes. An employer of record provider handles the entire termination process, ensuring all statutory obligations are met and reducing your company’s legal risk. Any employer operating in France needs to understand this framework before initiating a dismissal.

Notice Periods

Notice periods in France are determined by the employee’s tenure with the employer and are specified in the Code du travail, though collective bargaining agreements may impose longer periods. The notice period is the duration during which the employment relationship continues while either party (employer or employee) works toward termination. During the notice period, the employee typically continues to receive salary and benefits. The notice can be given by either the employer or the employee, and the periods differ depending on the length of service and employment classification.

Severance Pay

Severance pay (indemnité de licenciement) is mandatory in France for any dismissal that does not result from gross or willful misconduct (faute lourde or faute grave). Since the 2017 Macron labour law reforms (ordonnances), severance is payable for any dismissal after a minimum of 8 months of service. The severance formula is prescribed in Article R1234-2 of the Labour Code and is based on the employee’s tenure and average salary. Below is a detailed severance table with worked examples based on a $5,000 monthly salary reference.

Calculation Method

The severance formula in France is: (1/4 month of salary per year of service for the first 10 years) plus (1/3 month of salary per year of service for years 11 and beyond). The reference salary is the higher of the average gross salary over the last 12 months or the last 3 months, including any bonuses or allowances. For an employee with 15 years of service at $5,000 per month, the calculation is (1/4 × 10 years × $5,000) + (1/3 × 5 years × $5,000) = EUR 10,000 + EUR 6,667 = EUR 16,667. Incomplete years are pro-rated; for example, an employee with 5 years and 6 months receives 5.5 × EUR 1,000 = EUR 5,500.

Caps and Exceptions

Severance is not payable if the employee is terminated for faute grave (serious misconduct) or faute lourde (gross misconduct). Examples include theft, violence, repeated insubordination, or gross breach of contract. However, gross misconduct must be proven and is often contested in labour courts. If an employee is terminated for “cause réelle et sérieuse” (valid reason), such as poor performance or redundancy, severance is mandatory. For rupture conventionnelle (negotiated termination agreed between employer and employee), a severance floor applies as per the statutory minimum, but parties may negotiate a higher amount. The 2017 Macron reforms introduced a capped maximum severance based on unfair dismissal findings, though collective agreements may provide higher amounts. An EOR provider ensures the correct severance calculation and timely payment to avoid penalties.

Grounds for Termination

In France, an employer may terminate an employment contract on the following legal grounds: (1) cause réelle et sérieuse – a valid reason such as poor performance, attendance issues, or economic redundancy, provided the employer can document the justification; (2) faute simple – minor misconduct or policy breach that requires a warning before termination; (3) faute grave – serious misconduct that justifies immediate termination without notice; (4) faute lourde – gross misconduct (theft, violence, breach of confidentiality) that justifies termination without severance; (5) licenciement économique – collective redundancy due to economic, technological, or organizational changes; and (6) rupture conventionnelle – mutual agreed termination initiated by either party. Employees in France have strong legal protections against wrongful dismissal, and the employer’s burden is to demonstrate a valid reason. Certain employee categories (pregnant women, employees on maternity leave, union representatives, workplace safety delegates) have enhanced protection against termination and cannot be dismissed without special procedure or approval.

EOR vs. Other Hiring Models in France

When hiring in France, you have several options: using an employer of record, establishing a local company subsidiary, hiring independent contractors, or engaging a PEO (Professional Employer Organization). Each model has distinct advantages, limitations, and cost implications. Understanding the differences helps you choose the approach that best aligns with your business strategy, team size, and long-term plans in France.

EOR vs. Setting Up a Local Entity

An employer of record is an attractive alternative to founding a French company subsidiary (Société par Actions Simplifiée – SARL or EURL) for organizations new to the French market or with small teams. Below is a detailed comparison of the two models across key dimensions.

For most organizations beginning operations in France, an EOR is the optimal choice. The speed of deployment (1–2 weeks vs 2–4 months), minimal upfront cost (near zero vs EUR 15,000–EUR 30,000), and elimination of ongoing administrative burden make the EOR model attractive for small to mid-sized teams. If you anticipate rapid scaling to 15+ employees and plan to bid on French or European government contracts, a local subsidiary may become the more cost-effective option in the long term. However, an EOR provides superior flexibility: you can test the French market with minimal risk, scale quickly, and exit or pivot without incurring dissolution costs. Many organizations start with an EOR and transition to a local entity as their French headcount and strategic commitment grow.

EOR vs. Hiring Independent Contractors

Some organizations attempt to avoid the complexity and cost of employment by hiring workers in France as independent contractors. While this model can work in limited circumstances, France’s labour authorities (particularly URSSAF) actively investigate misclassified employment relationships and frequently reclassify contractors as employees (CDI – Contrat à Durée Indéterminée).

France’s URSSAF has strict criteria for contractor classification. A true contractor must work independently, serve multiple clients, control their own methods and schedule, and use their own tools and workspace. If you direct the contractor’s work, require them to work on-site at your offices, specify working hours, or provide training, URSSAF will likely reclassify them as an employee. Upon reclassification, you become liable for all back social contributions, employer taxes, potential severance, and penalties that may exceed the original contract fees. For legitimate contractor arrangements (such as specialized consultants, freelance designers, or advisory roles), an EOR contractor solution provides a compliant and less risky alternative than handling contractor relationships independently.

EOR vs. PEO (Professional Employer Organization)

While EOR and PEO are sometimes used interchangeably in global hiring discussions, they represent distinct employment models with different legal implications in France. Understanding these differences is important for selecting the right hiring structure.

In France, the EOR model is the primary and most straightforward hiring approach for non-resident companies. The traditional PEO model, as developed in the United States (where the PEO and client company are joint employers), does not have a direct legal equivalent in France. The closest French alternative is portage salarial (employee leasing), which is regulated under the Code du Travail (Article L8251-1) and allows a portal company to employ workers on behalf of client companies. However, portage salarial typically involves higher fees and is more commonly used for temporary or specialized expertise rather than long-term strategic hires. For most organizations hiring in France, an employer of record is the optimal choice: it provides legal clarity, reduces your company’s compliance burden, and offers straightforward pricing and governance.

Public Holidays in France

France observes 11 national public holidays, most of which are fixed dates while others move annually based on the Christian calendar. Employees are generally entitled to these days off with full pay, though the exact treatment depends on the employment contract and collective agreement. Below is the complete list of public holidays in France for 2026, including both fixed and movable holidays.

Notably, May 1 (Labour Day) is the only public holiday that carries an explicit statutory requirement for paid leave in France; all other holidays are paid by employer practice and collective agreement. In reality, most employers in France pay all 11 holidays, as collective bargaining agreements typically extend holiday pay to the full list. In the Alsace-Moselle region, two additional holidays are observed: Good Friday (April 3 in 2026) and St. Stephen’s Day (December 26). When calculating payroll for an employee hired through an employer of record in France, the provider ensures that public holidays are paid according to the applicable collective agreement and that any work performed on these days is compensated at the legally required premium rate (typically 100% or 200% depending on contract terms).

How to Get Started with an Employer of Record in France

Hiring your first employee in France through an employer of record is straightforward and can be completed within 1–2 weeks. Here are the five steps to onboard an employee through Remote People or another EOR provider.

• First, define the role and compensation. Determine the job title, responsibilities, team structure, and proposed gross monthly salary. Check that your salary offer complies with France’s minimum wage (SMIC) requirement and review comparable salaries for the role in France using resources like salary surveys or the EOR provider’s benchmarks. Decide whether the position will be a permanent contract (CDI – Contrat à Durée Indéterminée) or a fixed-term contract (CDD – Contrat à Durée Déterminée), and confirm the probation period allowed under the relevant collective agreement.
• Second, verify employment eligibility and work authorization. If the candidate is an EU/EEA citizen, no additional work permit is required. If the candidate is a non-EU national, confirm that they have a valid residence permit (carte de séjour) or that you will apply for a work visa or carte de compatibilité on their behalf. The EOR provider typically assists with work permit applications and can advise on sponsorship requirements and timelines. Ensure the candidate meets any specific skill or qualification requirements for the role.
• Third, gather documentation and execute the employment contract. Collect the candidate’s identification documents, tax file number (numéro de sécurité sociale), banking details for salary deposit, and any relevant qualifications or certifications. The EOR provider will prepare an employment contract (contrat de travail) in French that complies with the Code du Travail and applicable collective agreement. Both you and the candidate must sign the contract, and the EOR will file the DPAE (Prior Notification of Hiring) with URSSAF at least eight days before the start date.
• Fourth, confirm payroll and benefits setup. Review the payroll schedule (typically monthly), verify that the gross salary, bonuses, and any allowances are correctly documented, and confirm which collective agreement governs the position (which determines benefits, leave entitlements, and notice periods). The EOR will set up monthly payroll processing, ensure all mandatory employer and employee contributions are calculated correctly, and arrange for salary deposit into the employee’s bank account by the end of each month.
• Fifth, onboard the employee and initiate performance management. On the employee’s start date, the EOR will have prepared all required documentation (pay slip template, benefits summary, holiday calendar, probation terms as per the collective agreement). You should provide orientation, assign a mentor or team lead if applicable, and establish clear performance objectives aligned with the probation period (typically 1–3 months depending on role and collective agreement). The EOR remains available for any payroll, compliance, or HR questions throughout the employee’s tenure.

Ready to hire in France? Contact Remote People today to discuss your staffing needs and receive a customized proposal for your EOR engagement in France.

Where companies hiring in France expand next

Teams hiring in France typically expand across Western Europe, where EU labor directives and adjacent markets enable rapid regional scale. Teams frequently add Luxembourg for the Benelux-region multilingual talent pool; a team in Morocco often follows for shared French-speaking workforce dynamics; operations in Belgium is a common next step, offering Benelux integration and cross-border workforce flows; and Spain rounds out the regional footprint with deep Iberian cross-border labor flows.