France offers a highly skilled workforce, but its stringent labor laws and social charges can deter international hiring. Omnipresent, as your Employer of Record (EOR), navigates URSSAF compliance and the 35-hour workweek, letting you hire without a French entity.

We manage payroll, taxes, and benefits like the mandatory 25 days of paid leave, freeing you to oversee teams in Paris or Lyon. Our platform ensures a smooth, compliant experience tailored to France’s unique employment landscape.

• Rapid hiring, fully compliant.
• Contracts in EUR, locally aligned.
• Insights on competitive benefits.
• Hassle-free expansion support.

Employer costs include Pension Contribution (capped), Health Insurance, and Unemployment Insurance. Use the OmniCalculator to estimate costs, or contact us for further information. It simplifies the process of determining salaries and benefits for employees hired through an EOR.

Income taxes

0% - 45%. France has a complex social security system that is financed by contributions from employees and employers.

Employee Contributions Old age insurance branch of the general plan

6.9% of the employee's pensionable salary up to the SSC* plus 0.4% of the employee's pensionable salary

*Effective for 2023 the monthly Social Security ceiling is €3,666 and the annual Social Security ceiling is €43,992

AGIRC-ARRCO

3.150% for tranche one plus 8.640% for tranche two** CET

0.140% for tranche one plus 0.140% for tranche two**

CEG

0.860% for tranche one plus 1.080% for tranche two**

** Tranche two is based on the % of pensionable salary between 1 and 8 times the SSC

APEC

0.024%***

*** Based on the % of pensionable salary up to four times the SSC.

Additional mandatory contributions may be required, such as:

General social security contribution

9.2% of 98.25% of the employee's pensionable salary (9.2% of the employee's pensionable salary in excess of four times the SSC)

Social security debt repayment contribution

0.5% of 98.25% of the employee's pensionable salary (0.5% of the employee's pensionable salary in excess of four times the SSC).

Companies must comply with hired workers' rights, working hours, and wage regulations in France. French law designates a maximum of 7 working hours per day or 35 hours per week, ensuring compliance with work and wage regulations. The typical work week in France is 5 days. CBAs regulate increased weekly hours periods, overtime, and other specifics of working time.

Overtime in France is defined as anyone working over 35 hours per week. Employees working overtime are entitled to enhanced compensation through specific salary increases depending on the situation.

The first 3 days of sick leave are unpaid in France and should be medically certified after 48 hours. After day 4, employees are entitled to 50% of their basic daily wage. This protection is limited to a period of 360 days within 3 consecutive years.

Please note that there are derogating provisions regarding Covid-19.

Collective Bargaining Agreements can require employer to top-up employee's payments to 100% salary during absence. Employees who are absent due to illness or injury receive daily indemnities from social security system for a maximum of 3 years.

Generous maternity, paternity and parental leaves. Generally paid for the most part by Social Security.

‍The amount of maternity leave granted in France depends on the number of children in each family. Collective Bargaining Agreement can grant additional maternity leave.

‍Employees in France are entitled to a minimum of five weeks of paid leave. This equates to 30 days, plus public holidays. Saturdays are included within this holiday entitlement, but Sundays are not. French law and collective bargaining agreements can allow for additional paid leave for employees who have reached a specific length of service, and for family-related events.

A company can choose to put the employee on an annualized work schedule, which would qualify them for "Reduction du temps de travail" (RTT). RTT days entitle the employee to additional days off, on top of the 25 days of vacation per year and French public holidays.

Severance pay is due if the employee has at least 8 months service.  Severance pay is either:  

1. statutory entitlement; or   

2. more generous payment in a CBA, if relevant.   

Terminations heavily regulated. Major blocks for specific categories. Procedural requirements depending on CBA/size/number of dismissals. Contact Omnipresent to get legal advice to navigate termination and ensure compliance with the French labor market.

Notice periods determined by applicable CBAs.