Employer of Record (EOR) in France

Brain Source International streamlines your hiring process in France, enabling you to recruit employees without setting up a local entity. Our Employer of Record in France solution takes care of onboarding, payroll, immigration, and benefits, ensuring a fast and fully compliant expansion of your business.

What is an Employer of Record (EOR) in France?

An Employer of Record (EOR) in France is a valuable strategic partner for companies looking to expand into the French market without the complexities of setting up a legal entity. The EOR legally employs your team members on your behalf, taking full responsibility for employment contracts, payroll administration, social contributions, tax reporting, and compliance with France’s strict labor regulations.

By partnering with an EOR, your business gains instant access to the French talent pool while avoiding the challenges of entity registration, collective bargaining agreements, and local HR infrastructure. This solution is ideal for companies launching pilot operations, hiring remote employees, or scaling teams quickly—allowing you to focus on growth while the EOR ensures full legal and operational compliance.

Employer of Record (EOR) in France:
Key Aspects of the French Labour Code

Minimum Wage

General: The national minimum wage in France is €1,747.20.

Payroll in France

Payroll in France generally follows a monthly cycle, where employees receive their wages on or before the last working day of each month. This standardized payroll structure ensures consistency and predictability for both employers and workers. Employers must also provide detailed payslips outlining gross salary, deductions for social contributions, taxes, and net pay. Timely and accurate payroll processing is essential to remain compliant with French labor laws and avoid penalties from local authorities.

13th Salary

In France, the 13th salary is a common practice and is usually paid at the end of the year.

Taxation in France

Employer Payroll Contributions

Employer Payroll Contributions

Employee Income Tax

Would you like to know the approximate cost of employment in France?

Working Hours

General: Under French law, the standard working hours are 35 hours per week for all companies, and the working day cannot exceed 10 hours.

Overtime: Any work performed beyond the standard 35 hours per week is considered overtime and is regulated by collective agreements and contracts. Typically, overtime is calculated as follows:

An additional 50% per hour for any overtime beyond that

An additional 25% per hour for the first eight hours of overtime (from the 36th to the 43rd hour, inclusive)

Leave

Annual Leave (Vacation):

In France, the Labor Code mandates a minimum of five weeks of paid vacation per year, granted after completing one month of probation, in addition to public holidays. It is also common for collective bargaining agreements to provide extra leave days.

The holiday year runs from June 1st to May 31st.

Employees classified as “Cadre” are entitled to additional RTT (Réduction du Temps de Travail) days. These RTT days are accrued monthly and, according to most employment agreements, should be used by the end of the calendar year (January 1st to December 31st).

Public Holidays

Holidays falling on a weekend are lost.

Sick Days

In France, sickness reimbursements are provided by the Social Security office starting from the fourth day of absence due to illness. Additional compensation from the employer is common and is outlined in collective or company agreements.

Employees with at least three months of service are entitled to continued salary payments proportional to their regular pay for up to 90 days.

Employees must submit a medical certificate (un avis d’arrêt de travail) to their employer within 48 hours of falling ill. The employer then provides a salary certificate to Social Security, allowing the employee to receive benefits for up to three years.

Maternity Leave

Expectant mothers in France are entitled to up to 16 weeks of maternity leave: six weeks before the birth and ten weeks after. This leave can be extended to 26 weeks for a third child, 34 weeks for multiple births (e.g., twins), and 46 weeks for triplets or more. If the mother is unwell, the leave can be further extended by an additional two weeks before the birth and four weeks after.

Maternity pay is provided by Social Security to eligible employees. To qualify, the employee must have been affiliated with Social Security for at least six months before the due date, taken a minimum of eight weeks of maternity leave, and worked at least 150 hours in the 90 days preceding the leave.

The daily maternity pay is calculated based on the average salary earned during the three months before the leave and is paid bi-weekly.

Paternity Leave

In France, paternity leave (congé paternité) lasts for 25 calendar days. This leave begins after an initial 3 working days following the birth, known as birth leave, which is paid by the employer. After this period, fathers are entitled to 4 calendar days of leave. The remaining 21 calendar days can be taken in one continuous period or split into two separate periods, each lasting at least 5 days, and must be used within 6 months of the birth.

For multiple births, an additional 7 days of leave is granted. All leave following the birth leave is covered by social security. To be eligible, fathers must have been registered with social security for at least 10 months. Notification of the planned leave must be given to the employer, either in writing or verbally, at least one month in advance.

Social security benefits are calculated based on the average daily salary from the last three months, with a daily cap of €88.84 (for the year 2023).

Parental Leave

Employees over the age of 21, as of April 30 of the previous year, are entitled to two additional days of paid leave for each dependent child (children up to age 15).

Unpaid parental leave (congé parental d’éducation) is available to all employees with at least one year of service at the time of the child’s birth, subject to employer approval. This leave can last up to one year or involve a shift to part-time hours (if feasible within the business). Employees with more than one child and over two years of service may also receive a monthly allowance (Allocation parentale d’enfant).

In cases where a child is ill, employees can request parental leave ranging from 3 to 5 days, depending on the number of children and the child’s age. For severe illnesses, accidents, or disabilities, employees can apply for special family care leave of up to 310 days to provide ongoing care.

Other Leave

In France, employees are entitled to three days of leave in the event of the death of an immediate family member.

Additionally, employees are granted up to 6 weeks of unpaid leave prior to adopting a child if they need to travel for the adoption.

Probation & Termination in France

Probation Period in France

In France, the probation period is commonly included in employment contracts and varies based on the type of position and industry. Typically:

• For non-managerial employees, the probation period lasts one to two months.
• For executives (cadres), it can extend up to four months.
• In some cases, collective bargaining agreements (CBAs) may define different probationary terms.

The probation period can be renewed once, but the total duration cannot exceed the legal limits. Either party (employer or employee) can terminate the contract during this period with short notice, which is usually defined in the contract.

Notice Periods in France

Employers must provide a notice period before dismissing an employee unless the termination is due to gross misconduct (faute grave) or serious negligence. The standard notice periods depend on length of service and industry-specific CBAs:

• Less than 6 months of service → Notice period as per CBA or contract.
• 6 months to 2 years of service → 1 month notice.
• More than 2 years of service → 2 months notice.

Employers have the option to release the employee from work during the notice period while still paying their salary in full.

Severance Pay in France

Severance pay is mandatory in cases of dismissal for economic reasons or unjustified termination. It is calculated based on the employee’s length of service and salary history:

• The minimum severance is one-quarter of a month’s salary per year of service for the first ten years, increasing thereafter.
• Many collective bargaining agreements (CBAs) offer higher severance payments than the legal minimum.
• The severance amount is based on the average salary over the last 12 months of employment.

How an EOR Assists with Terminations in France

Handling terminations in France requires strict compliance with labor laws, CBAs, and regulatory procedures. An Employer of Record (EOR) simplifies this process by ensuring:

• Compliance with termination laws, including proper documentation.
• Adherence to notice periods and severance pay calculations.
• Mitigation of legal risks, reducing exposure to wrongful termination claims.

By partnering with an experienced EOR like Brain Source International, businesses can avoid administrative burdens and ensure legally compliant terminations while minimizing risks in the French labor market.

Types of Visas in France

Foreign nationals entering France are required to obtain a visa that corresponds to the purpose and duration of their stay. Whether it’s for tourism, study, family reunification, or employment, the appropriate visa must be secured in advance. For professionals seeking a Work Visa in France, understanding the correct category is essential. In general, French visas fall into two main categories based on the length of stay.

1. Short-Stay Visa (Visa de court séjour) – up to 90 days

There are two main types of short-stay visas:

• Schengen Visa – Grants access to France and other Schengen Area countries for tourism, business, or short-term stays.
• Overseas France Visa – Required for entry into France’s non-European territories (e.g., Martinique, Guadeloupe, Réunion), and must be obtained separately from the Schengen visa.

Validity: Maximum 90 days within a 180-day period.

2. Long-Stay National Visa (Visa de long séjour) – more than 90 days

A long-stay visa is required for individuals planning to stay in France for more than three months. Common reasons include:

• Work purposes – Employment under a French company or assignment via an Employer of Record in France
• Education – Enrolling in a French academic institution
• Family reunification – Joining immediate family members residing in France
• Extended personal stay – For health, cultural, or other private reasons

Validity: Typically issued for 12 months and renewable depending on the applicant’s status.

Employer of Record (EOR) in France with Brain Source International

Expanding into France can be complex due to strict labor laws, tax regulations, and administrative requirements. Brain Source International simplifies this process by acting as your Employer of Record (EOR), allowing you to hire employees in France quickly, legally, and cost-effectively—without the need to establish a local entity.

Key Benefits of Partnering with Us:

Full Compliance with French Labor Laws

France has strict employment regulations, including contracts, working hours, benefits, and termination rules. We ensure full compliance with the French Labor Code, protecting your business from legal risks.

Payroll & Tax Management

We handle salary processing, tax deductions, social security contributions, and benefits administration, ensuring your employees are paid accurately and on time.

Faster Hiring & Expansion

Our EOR solution allows you to hire employees in France immediately, bypassing the time-consuming process of setting up a local subsidiary.

Simplified Onboarding & HR Support

From drafting legally compliant contracts to managing employee benefits and HR issues, we take care of all administrative tasks so you can focus on growing your business.

Work Permits & Immigration Support

If you need to hire foreign talent in France, we assist with visa applications and work permits, ensuring a smooth relocation process.

Cost Savings & Reduced Administrative Burden

Avoid the high costs and bureaucracy of entity establishment—our EOR solution provides a hassle-free market entry with lower overhead expenses.

Grow Your Business in France with Confidence

With Brain Source International as your EOR partner, you can expand your team in France efficiently while staying fully compliant with local laws. Let us handle the complexities of employment in France so you can focus on your business success.

How an Employer of Record Simplifies and De-Risks French employment Employment

This is where an Employer of Record (EOR) service becomes an indispensable strategic partner. An EOR provides a compliant and efficient solution by acting as the legal employer for your team members in France. This model allows you to hire top talent without the burden of establishing a local legal entity, managing complex payroll, or grappling with evolving labor laws. The EOR handles all administrative and legal responsibilities, including compliant employment contracts, tax withholding, and social security contributions, ensuring your operations remain fully compliant with French regulations. This enables you to maintain complete operational control over your employee’s day-to-day work, while the EOR manages the administrative heavy lifting.