.png)
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Recognised as one of the world's most advanced nations, France is ranked as the seventh-largest global economy in 2020 and the second-largest within the European Union after Germany. The French tech industry presents significant opportunities for expansion on a global scale.
Remote workers in France receive a monthly working indemnity of 100 EUR as acknowledgement of the effort of integrating their professional lives into their homes. Moreover, the government extends various incentives to those planning to establish businesses in the country.
The World Bank's 'Doing Business Report' for 2019 highlights France as one of the most business-friendly nations, attributing this to its cultural diversity and openness to different cultures and lifestyles. The country also possesses a strong infrastructure, providing access to high-speed Internet and dependable phone services.
France places a high value on work-life balance, making it an attractive destination for individuals seeking a healthy equilibrium between professional and personal life. The implementation of the "Right to Disconnect" law in 2017 underscores this commitment by prohibiting employees from sending or responding to emails beyond specific hours.
France follows European Directive 2019/1152, requiring employers to communicate key employment terms in writing. Employment contracts, whether permanent or fixed-term, must be in French, regardless of the employee's language proficiency. The following formalities must be followed when employing in France:
Probationary periods in France serve to reduce hiring risks and allow employers to evaluate their employees' abilities. During this period, the employment contract can be terminated by either the employee or the employer without cause, incurring no extra costs for the employer except for mandatory notice periods, which can range from 24 hours to 1 month. The duration of these periods varies based on criteria such as the employee's role and seniority:
According to French law, the maximum working hours for all companies is set at 35 hours, with a maximum of 10 hours per working day. A minimum rest period of 11 hours is required between two consecutive working days, and a 20-minute break is mandated after 6 hours of work.
In France, working overtime is not as prevalent, but employers can consent to extended workweeks. Any hours beyond the regular 35 hours per week are considered overtime, with employers compensating at a rate of 25% per hour for the initial eight hours of overtime. An extra 50% is applied for each subsequent hour.
France's minimum wage of 1,645.58 EUR per month is one of the highest in the European Union.
In France, it is customary to give 13th-month salary payments at the end of the year.
Income tax is computed using progressive rates in France, reaching up to 45%. Factors like household status and the number of children can impact the overall tax rates.
In France, pension eligibility requires at least 10 years of residence and work in the country, with 40-43 years of employment for the maximum pension. Supplementary and private pension plans are also available. The retirement pension, administered by French Social Security, can be claimed at age 62, offering between 37.5% and 50% of the average annual income over a 25-year career.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in France tailored to your needs.
Employment agreements can be concluded through redundancy, resignation, or mutual agreement negotiation. However, termination due to COVID-19 is prohibited in France. To formally end the employment, employers must provide the employee with the following documents:
In France, notice periods, including post-probationary periods, extend based on the duration of employment:
Mandatory severance payments are required for dismissals, contract breaches, or mutual termination in France. The amount is typically calculated based on the highest figure among the monthly average over the past year, the general monthly average, or one-third of the payment over the last three months. It varies depending on the employee's seniority:
France observes 11 public holidays mandated by law, which are separate from the minimum holiday entitlement in the French Labor Code. The Alsace region and the Moselle department observe two extra days. Employers usually grant these public holidays as days off, and collective bargaining agreements specify that employees must take time off on these days:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
Acquiring a visa without an entity has never been easier, leverage Playroll's global coverage to sponsor and hire employees.
.webp)
Access a free set of tools to navigate international hiring across 180+ countries, while staying up to date on hiring news with global insights into the changing employment landscape from Playroll.
.png)
