Everything you need to manage your workforce
Your global team, locally employed
Set up and manage entities
Manage all admin tasks from one place
Localised employment contracts
Relocate your team anywhere
Track, approve, and manage time off
Have the latest guide for hiring in France through Native Teams
Download France Guide
Please fill out the form to receive a free copy of our France payroll and benefits guide
Hiring in France involves navigating a structured and regulated labour market with strong employee protections and compliance requirements. A key aspect is the employment contract, which is mandatory and must clearly define terms such as job role, salary, work hours, and duration.
French labour laws mandate generous employee benefits, including health insurance, pension contributions, and at least 25 days of paid annual leave. Additionally, employees are entitled to paid sick leave, maternity or paternity leave, and unemployment benefits, which are partly funded through employer contributions. These statutory benefits contribute to high employee satisfaction but also increase the overall cost of employment.
Work hours in France are limited to 35 hours per week for full-time employees, with strict rules on overtime compensation. Employers must also comply with laws governing workplace safety, employee training, and anti-discrimination measures. Hiring practices are often influenced by collective bargaining agreements, which can impose additional obligations depending on the sector.
Navigating the French labour market may seem complex, but the country’s skilled and well-educated workforce, coupled with its strong economy and access to the European Union, makes it an attractive destination for businesses. Employers who familiarise themselves with local regulations and seek expert guidance can successfully manage hiring and compliance in France.
France is an excellent choice for finding remote employees due to its highly skilled and diverse workforce, supported by a strong emphasis on education and professional development. French professionals often excel in technology, engineering, design, finance, and language services, making them valuable assets for businesses seeking specialised expertise. Additionally, many French workers are fluent in English and other languages, facilitating smooth communication in international teams.
The country’s digital infrastructure further supports remote work. With widespread high-speed internet access and government initiatives to promote digital innovation, French employees are well-equipped to handle the demands of remote roles. Moreover, the cultural shift toward flexible working arrangements in recent years has made remote work more widely accepted, with many professionals valuing the work-life balance it offers.
Hiring remote employees in France also provides businesses with access to the European Union’s broader talent pool and market opportunities. French workers often understand European business practices, regulations, and consumer preferences, making them ideal for companies looking to expand in the region.
Finally, France’s legal framework protects employee rights, fostering security and commitment among remote workers. While employers must comply with French labour laws, these protections contribute to a stable, motivated workforce that can enhance productivity and employee retention in remote roles.
Knowing where to start can be difficult if you aren’t familiar with the French job market. With Native Teams’ Employer of Record solutions, you can get guidance and support from hiring to paying wages and benefits. With our team by your side, you can ensure that your business always works in compliance with all French laws and regulations.
Hire your first French employee with Native Teams.
Employers must follow a few essential laws and regulations to ensure a fully compliant employment process in the country.
Employment law in France is primarily governed by the Labour Code, which regulates the relationship between employers and employees. It is supplemented by sector-specific collective bargaining agreements (CBAs) and company-level agreements.
The French Constitutional Council recognises the principle of freedom of contract, allowing employers, employees, workers’ representatives, trade unions, and employers’ associations to negotiate employment conditions that are more favourable than statutory minimum requirements.
French labour law is highly protective of employees. Collective agreements and contractual provisions generally cannot establish conditions that are less favourable than those provided by the Labour Code, except where expressly permitted by law. Where employment rights arise from multiple sources, the provision most favourable to the employee generally applies, unless otherwise provided by the Labour Code or another applicable legal provision.
Employers with at least 50 employees must adopt internal workplace regulations (règlement intérieur). These must address matters including disciplinary rules and sanctions, health and safety obligations, workplace organisation, and employees’ right to withdraw from dangerous work situations.
Collective bargaining and company-level agreements may establish additional rules on areas such as working conditions, minimum remuneration, employee classifications, probationary periods, working time arrangements, and supplementary health and welfare benefits.
Employment contracts in France generally fall into two main categories: indefinite-term contracts and fixed-term contracts, with indefinite-term employment being the standard form.
The indefinite-term employment contract (contrat à durée indéterminée, CDI) is the most common type of employment contract in France and may be either full-time or part-time. It has no predetermined end date and may be terminated by either the employer or the employee, in cases of force majeure, or by mutual agreement.
The fixed-term employment contract (contrat à durée déterminée, CDD) is permitted only in specific circumstances defined by law and must have a clear duration supported by an objective reason, typically a temporary need to perform particular tasks.
A CDD may be renewed up to two times. A third renewal automatically and irrevocably converts it into an indefinite-term contract. The total duration of a fixed-term contract, including renewals, must not exceed three years for the same employee.
Under French law, the content of an indefinite-term employment contract (contrat à durée indéterminée, CDI) is relatively flexible. However, certain key information should typically be included:
Where an employment contract is documented in writing, it must be drafted in French. For foreign national employees, a translation into their native language should be provided.
Download a free employment contract for France through Native Teams.
In France, an indefinite-term employment contract (CDI) may generally be concluded orally, except for part-time contracts, which must be documented in writing. Where the required written form is not provided, the employment relationship is automatically and irrevocably treated as a full-time indefinite-term contract.
Although an indefinite-term contract may be agreed orally between the employer and employee, written or electronic contracts are commonly used to help prevent disputes over the existence or terms of the employment relationship.
All written employment contracts must be drafted in French. For foreign national employees, a translation into their native language should also be provided.
Electronic employment contracts are subject to the same requirements as written contracts, including language requirements. Employers must also ensure a reliable identification process for electronic signatures.
The standard full-time working week in France is 35 hours, calculated from Monday at 00:00 to Sunday at 24:00.
A sector-specific collective agreement or a company- or establishment-level agreement may establish a different working time, which can be more or less than the statutory standard and will apply to the relevant employees.
Working hours may be distributed evenly or unevenly across days, weeks, or months. The applicable schedule must be established by law, a collective agreement, a company agreement, the employment contract, or a written decision by the employer.
Daily working time generally cannot exceed 10 hours. However, it may be extended to 12 hours in exceptional circumstances, including with approval from labour authorities, for urgent business needs, or where permitted by an applicable collective agreement.
Employees working at least 6 hours per day are entitled to a 20-minute paid break, which counts as part of their working time.
Employees are also entitled to at least 11 consecutive hours of daily rest within each 24-hour period. This may be adjusted under a sector-specific agreement, with labour inspection approval, or in emergency situations. For minors, the minimum daily rest period is 12 to 14 hours.
Employees may not work more than 6 days per week and are entitled to at least 24 consecutive hours of weekly rest, typically on Sunday, in addition to their daily rest period.
Night work generally takes place between 9:00 PM and 7:00 AM, although different hours may be established by law or an applicable agreement. An employee is considered a night worker if they work at least 3 hours during the night on 2 days per week, or at least 270 night-time hours over 12 consecutive months.
Employees in France are entitled to paid annual leave funded by the employer. For each month of actual work, employees accrue 2.5 working days of leave, based on a five-day working week. Where the total entitlement includes a fraction of a day, it is rounded up to the next full day.
Paid leave is available from the beginning of employment and may be taken on working days with prior approval from the employer.
Employees may generally take a maximum of 24 working days of leave at one time, except where specific family or geographical circumstances justify a longer period.
Where annual leave is taken in separate periods, employees must take at least 12 consecutive days between 1 May and 31 October, unless otherwise provided by a collective or company agreement or agreed with the employer.
Authorised absences, including sick leave and maternity, paternity, or adoption leave, cannot be deducted from an employee’s annual leave entitlement.
In France, salary is generally freely negotiated between the employer and employee, provided it complies with statutory minimum wage requirements and any applicable collective bargaining agreement. The employment contract should specify the different components of compensation, including base salary, bonuses, commissions, variable compensation, paid leave allowances, gratuities, and benefits in kind.
Once agreed, an employee’s salary cannot be unilaterally reduced by the employer without their consent. Refusing a salary reduction does not constitute misconduct or grounds for disciplinary action.
The French Government sets the statutory minimum wage (SMIC), which applies to all employees, including part-time employees and those in a probationary period. From 1 June 2026, the gross hourly SMIC is EUR 12.31, corresponding to EUR 1,867.02 per month based on the statutory 35-hour working week of 151.67 hours per month. This followed an increase to EUR 12.02 per hour from 1 January 2026.
Where the minimum salary under an applicable collective agreement is lower than the SMIC, the employer must supplement the salary to meet the statutory minimum. Where the collective agreement provides a higher minimum salary, the higher amount applies. Any agreement providing remuneration below the applicable SMIC is legally invalid.
Employees are also protected by the equal pay principle, requiring equal remuneration for the same work or work of equal value, regardless of gender or other protected characteristics.
Employers are responsible for calculating, withholding, and remitting income tax and employee social security contributions through payroll. Although there is no specific statutory salary payment date, salaries must be paid regularly and consistently each month, generally at the same time each month and no later than the end of the month following the period worked.
Interns are not considered employees and therefore do not receive a salary. However, where an internship exceeds 2 months or 308 hours, mandatory internship compensation (gratification) applies. From January 2026, the minimum is EUR 4.50 per hour of effective presence, in addition to applicable workplace benefits such as restaurant vouchers, meal benefits, or public transport reimbursement. Amounts above the applicable statutory exemption threshold are subject to social security contributions.
To calculate the salary and taxes in France, click here.
In France, employees may take sick leave when an illness or injury temporarily prevents them from working. The start date and duration of the leave are determined by the employee’s attending physician.
The employee must submit their medical certificate of temporary incapacity to both the employer and the Primary Health Insurance Fund (CPAM) within 48 hours.
Sick leave compensation is generally paid after a three-day waiting period, provided the required procedures have been completed.
Daily social security benefits, known as IJ or IJSS (Indemnités Journalières de Sécurité Sociale), amount to 50% of the employee’s reference daily salary. The reference daily salary is calculated by dividing the employee’s gross salary from the previous three months by 91.25.
The CPAM pays the benefit every 14 days for all calendar days, including weekends. Daily compensation is capped at EUR 52.28 gross.
All employees in France are entitled to maternity and paternity leave, as well as leave to care for a sick child, regardless of their contract type or length of service.
Maternity leave covers both prenatal and postnatal periods and is mandatory for both the employer and employee. Its duration ranges from 16 to 46 weeks, depending on the number of children expected and already in the family. Some sector-specific agreements may provide longer leave. Employers cannot terminate an employee’s employment during maternity leave or for 10 weeks afterwards.
Birth leave is available when a new child joins an employee’s household, regardless of seniority, and is separate from maternity leave. It typically lasts 3 days, although some sector agreements may provide a longer period. Employees must provide a birth certificate to qualify. Birth leave is treated as effective working time and does not reduce the employee’s salary.
Paternity leave is available to the child’s father or the mother’s partner and lasts 25 calendar days, increasing to 32 calendar days for multiple births. Four days must be taken immediately after birth leave, while the remaining leave may be divided into two periods and taken within the following 6 months. Employees should inform their employer of the expected birth and planned leave dates as early as possible.
In France, employment contracts may be terminated in several ways, depending on who initiates the termination and the grounds involved. Each method is subject to specific rules concerning notice periods, compensation, and eligibility for unemployment benefits.
The main methods of employment termination include:
Different rules may apply where an employee is still within their probationary period, including more flexible notice and compensation requirements.
Under French law, an employer may terminate an employment contract with or without notice where there is a justified reason. Dismissal may be based on personal reasons, misconduct, or economic reasons.
For a dismissal based on personal reasons, the employer must demonstrate a real and serious cause related to the employee’s ability or circumstances affecting their work. Grounds may include:
In cases of misconduct, the seriousness of the employee’s actions determines the applicable form of dismissal:
For economic reasons, dismissal may be justified where a position is no longer necessary due to economic, technical, or organisational changes. Economic dismissal is permitted only where the employer cannot reassign the employee to another position.
In all cases, the dismissal must be issued in writing, clearly state the reasons for termination, and be delivered directly to the employee.
Where a probationary period is included in the employment contract, the employer may terminate the contract if the employee’s performance does not meet expectations. Any applicable notice requirements set out in the contract must be followed.
Under French law, the notice period runs from the date the employee is notified of the termination until the employment contract ends.
In most cases, employers must observe a notice period before terminating an employment contract. However, no notice period is required in cases of justified gross or serious misconduct, economic dismissal, unfitness for the position, or force majeure.
Where the notice period is worked, the employee continues performing their duties and receives their usual salary. The employer may waive the notice period by mutual agreement or unilaterally. If the employer waives it unilaterally, the employee must receive compensation in lieu of notice.
The applicable notice period generally depends on the employee’s length of service:
Applicable collective agreements may provide for longer notice periods, often based on the employee’s classification, such as worker, employee, supervisor, or manager.
France’s unemployment insurance system provides replacement income to eligible individuals who have lost their employment involuntarily.
To qualify for unemployment benefits, an individual must:
To apply for unemployment benefits, individuals must provide documentation including identification, their social security number, proof of address, employment history documents, such as work certificates, payslips and a France Travail certificate, as well as their bank account details.
To maintain their entitlement to unemployment benefits, unemployed individuals must:
Failure to meet these requirements may result in the loss of unemployment benefits and, where applicable, an obligation to repay benefits already received.
In France, employees may be entitled to severance pay upon termination of employment, subject to certain conditions. The entitlement may arise from law, an applicable collective agreement, or the employment contract.
To qualify for severance pay, an employee must have at least 8 months of seniority with the employer.
Severance pay applies to different types of dismissal, including judicial termination, but is not payable where the employee is dismissed for serious or gross misconduct. It is also not payable in cases of resignation or retirement, whether retirement is initiated by the employee or requested by the employer.
In some circumstances, an employee may be required to compensate the employer for damage caused when leaving the company, particularly where they fail to comply with their notice period or where other unfavourable departure conditions apply. Such compensation can only be awarded by a judge if the employer takes legal action against the former employee.
In France, non-compete restrictions are established through contractual clauses and regulated by case law, rather than being explicitly defined by statute.
A non-compete clause limits an employee’s ability to work in a similar role for a competitor or operate independently after their employment ends. It must be expressly included in the employment contract or applicable collective bargaining agreement.
To be valid, the clause must protect the employer’s legitimate business interests without unduly restricting the employee’s ability to find other employment. It must:
If any of these requirements are not met, the non-compete clause is considered invalid.
A probationary period is not mandatory in France, but the employer and employee may agree to include one in the employment contract.
The probationary period generally lasts between 1 and 4 months and may be renewed once for an equivalent period, meaning it typically should not exceed 8 months in total.
The probationary period may be extended in certain circumstances where the employee is temporarily absent, including due to temporary incapacity for work, maternity or parental leave, or paid leave.
Either party may terminate the employment relationship during the probationary period, but an applicable notice period must be respected. The required notice is generally longer for the employer than for the employee and varies according to the employee’s length of service with the company. Failure to comply with the applicable notice requirements may result in penalties.
Intellectual property rights in France are governed by the French Intellectual Property Code, which addresses the rights of employers and employees over creations connected to employment.
As a general rule, creations produced by an employee within the scope of their employment contract and directly connected to their duties belong to the employer who commissioned them. This applies particularly in areas such as journalism and software publishing.
While the employer may hold the economic rights to the work, the employee retains their moral rights, which are inalienable and imprescriptible. These include the right to claim authorship and object to modifications that could harm their honour or reputation.
An employment contract may include a rights assignment clause covering certain creations that are not directly related to the employee’s professional activities. The clause must clearly specify:
A blanket assignment of future works is permitted only where the relevant works can be precisely identified.
Employees retain exclusive rights to creations made outside the scope of their employment contract or unrelated to their professional duties.
Employee data protection in France is governed by the General Data Protection Regulation (GDPR), supplemented by the French Data Protection Act, the Labour Code, and other applicable legislation. Employers must process employees’ personal data lawfully, transparently, and for legitimate purposes.
Employers must obtain explicit employee consent to process personal data unless another legal basis applies, such as contractual necessity or compliance with a legal obligation. Where consent is used, it must be specific, informed, and freely given, and employees have the right to withdraw it at any time.
The GDPR establishes several core principles for processing employee data:
Under French law, remote work refers to work that could be performed at the employer’s premises but is instead carried out elsewhere using information and communication technologies (ICT).
Remote work may take several forms, including:
Remote work is distinct from home-based work. A home-based worker performs tasks assigned by a company outside its premises and receives pre-determined lump-sum remuneration that is not influenced by external factors. They receive only limited assistance in carrying out their work and are not necessarily in a subordinate relationship with the company. As a result, home-based workers are not always considered employees.
Remote workers in France are considered employees and are entitled to the same individual and collective rights as employees working on the employer’s premises.
Except in exceptional circumstances, remote work must be based on the mutual agreement of the employer and employee. It may be agreed when the employee is hired or introduced during the employment relationship.
Remote work must be formalised in writing, either through the employment contract or collectively through a charter or collective agreement. The written arrangement must specify:
The employer must also inform remote employees about the equipment provided, rules for its use, associated costs and insurance, as well as any restrictions on IT equipment and electronic communication services, penalties for non-compliance, the prohibition of hacking, and rules concerning visual display units.
As a general rule, remote employees should not bear the costs of equipment, materials, and software required for remote work. The employer is responsible for providing, installing, and maintaining the necessary equipment. Employees may also be entitled to compensation for using their home for professional purposes where no dedicated professional workspace is provided.
Employees working outside the employer’s premises are entitled to reimbursement of work-related costs where such work exceeds 7 working days per calendar month.
The employer may enter the employee’s home or other remote working premises to maintain equipment or supervise working conditions, provided this has been agreed contractually.
Remote workers in France are entitled to the same legal and contractual health and safety protections as employees working on the employer’s premises.
Employers have a general duty to protect employees’ health and safety by implementing appropriate measures, including providing information and training and adapting work organisation and resources where necessary. As part of their preventive responsibilities, employers must also consult or engage with the occupational health doctor.
Employers must follow the general principles of prevention, including:
Employers must ensure that remote working conditions meet applicable health and safety standards, including the premises where the employee performs their work.
The employer and competent administrative authorities may access the remote workplace to ensure compliance with health and safety requirements. Where the employee works from home, access is subject to prior notification and the employee’s consent.
Hiring employees from France offers several advantages, particularly for businesses looking to expand or operate within the European market. France is home to a highly skilled workforce, with a strong emphasis on education and professional training, particularly in sectors such as technology, engineering, finance, and healthcare. This provides businesses with access to qualified professionals who can meet diverse business needs.
France’s stable legal and regulatory framework is another key advantage. The country’s well-established labour laws provide clear guidelines for both employers and employees, offering a predictable and fair work environment. Although the regulations may be more stringent compared to other countries, they ensure the protection of workers’ rights, which can enhance overall workplace morale.
Furthermore, as a member of the European Union, France provides businesses with easy access to the broader EU market. Hiring French employees helps businesses tap into this market, while also benefiting from the cultural and business similarities shared across EU countries.
The French social security system is another benefit, offering comprehensive health coverage, retirement pensions, and unemployment insurance. This system can enhance employee satisfaction and retention, although it may result in higher employer costs.
Lastly, France places a strong emphasis on work-life balance, with regulated working hours and generous holiday allowances. This can improve employee productivity and loyalty, contributing to long-term retention and satisfaction. However, businesses must also consider challenges such as high employment taxes and the complexity of administrative procedures.
Native Teams helps you employ and pay your team in France directly through owned entities and infrastructure.
Get in touch with us. We'll be happy to assist you!
