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Expand Your Employer of Record Services In France
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Expand Your Employer of Record Services In France
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France At a Glance
France At a Glance
France At a Glance
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Country Information
Easily navigate France Employment Landscape
Easily navigate France Employment Landscape
Easily navigate France Employment Landscape
Everything you need to know about working in France, explained in one place. Explore practical, easy-to-follow guidance on French employment rules (including common contract types like CDI and CDD under the French Labour Code), work authorization and residence permits for non-EU nationals (via France-Visas and the French administration), employee protections, and the essentials of payroll and taxation—including URSSAF social contributions and income tax withholding (Prélèvement à la Source).
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in France
Explore Work hours Employee rights in France
Explore Work hours Employee rights in France
Explore Work hours Employee rights in France
In France, working time is tightly regulated to protect employees and promote work–life balance. The legal standard workweek is 35 hours, typically spread over five days. Daily working time is generally limited to 10 hours, and weekly hours are capped at 48 hours, or 44 hours on average over 12 consecutive weeks, unless an authorised exception applies.
Any hours worked beyond 35 hours per week are classified as overtime (heures supplémentaires) and must be compensated at enhanced rates:
+25% for the first 8 overtime hours (hours 36–43), and
+50% for subsequent overtime hours
Work performed on Sundays or public holidays is subject to special rules and often attracts higher pay or compensatory rest, depending on the sector and applicable collective agreement. Overtime may also be compensated partially or fully through time off in lieu (repos compensateur) if permitted by agreement.
Strict limits on overtime—combined with strong sector-level collective agreements—help prevent excessive workloads while ensuring fair compensation, employee well-being, and a healthy work–life balance across France’s labour market.
Public Holidays and Employee Leave in France
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In France, employees are entitled to paid leave on national public holidays, allowing time off to observe cultural, civic, and religious events. In addition to public holidays, French labour law provides one of Europe’s most comprehensive statutory leave systems, designed to support employee health, family life, and work–life balance.
Employees are entitled to paid annual leave of at least 5 weeks per year, earned progressively throughout the year. French law also guarantees paid sick leave, maternity leave, paternity leave, and extended parental leave, with income support provided through a combination of employer obligations and the social security system.
In certain circumstances, employees may also receive special paid leave for specific life events such as marriage or civil partnership (PACS), bereavement, the birth of a child, medical examinations, or education-related obligations, as defined by law or applicable collective agreements.
Understanding Weekly Working Hours in France
Explore Employment Contracts & Costs in France
Explore Employment Contracts & Costs in France
Explore Employment Contracts & Costs in France
In France, employment relationships are governed by a robust legal framework that clearly defines employee rights and employer obligations. The default form of employment is the open-ended contract (CDI), and employers are required to register employees with tax authorities and social security bodies, including URSSAF, from the first day of work.
Written employment contracts are strongly recommended and are mandatory for certain arrangements—such as fixed-term contracts (CDD), part-time roles, and temporary work—to clearly set out job duties, remuneration, working hours, benefits, and workplace rules.
Types Of Employment
French labour law recognises several employment arrangements, including:
Permanent employees (CDI)
Fixed-term employees (CDD), allowed only under legally defined circumstances
Temporary or agency workers, hired through authorised staffing agencies
Seasonal workers
Independent contractors, engaged under commercial or civil agreements and not covered by standard employee protections
Correct worker classification is critical, as misclassification can lead to financial penalties, back payments of social contributions, and labour disputes.
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ICC classifications, labor leasing, and wage rules in France
Labor Regulations & Independent Contractor Classification in France
Labor Regulations & Independent Contractor Classification in France
Labor Regulations & Independent Contractor Classification in France
In France, the distinction between an independent contractor (freelancer) and an employee is based on the existence of a relationship of subordination (lien de subordination). Independent contractors work with full professional autonomy: they choose their working hours, methods, tools, and clients, and may subcontract work unless contractually restricted.
Labor Leasing
In France, labour leasing through temporary staffing (intérim) is lawful but strictly regulated. Only authorised temporary work agencies (entreprises de travail temporaire) may supply workers to client companies. The law requires equal treatment, meaning temporary workers must receive pay and working conditions equivalent to comparable permanent employees at the host company.
Both the agency and the client company may face joint liability if labour, wage, or social security obligations are breached.
Minimum Wage Requirements
France enforces a statutory national minimum wage, known as the SMIC (Salaire Minimum Interprofessionnel de Croissance). The SMIC is reviewed annually—and adjusted automatically if inflation rises significantly—and applies to all sectors nationwide.
Employers must comply with the SMIC regardless of industry or contract type. Collective bargaining agreements frequently set higher minimum wages based on sector, role, qualifications, or seniority, but they cannot go below the SMIC.
How pay and health coverage apply during employee illness in France
Medical Benefits in France
Medical Benefits in France
Medical Benefits in France
In France, employee health protection is a fundamental pillar of labour law, ensuring income continuity during periods of illness through a coordinated employer–state system. When an employee is unable to work due to a non-work-related illness or injury, the employer is generally required to continue salary payments for an initial period, provided the employee meets eligibility conditions such as minimum length of service and timely medical certification.
After the employer-paid period, income support is primarily provided by the Assurance Maladie, which pays daily sickness benefits (indemnités journalières) based on the employee’s earnings and subject to statutory caps. Many collective bargaining agreements require employers to supplement these benefits so that employees receive full or near-full pay during sick leave.
For work-related accidents or occupational illnesses, compensation and medical care are covered under France’s mandatory workplace accident insurance scheme, with costs borne by the social security system rather than the employee.
Throughout certified sick leave, the employment contract remains in force, providing job protection during recovery, except in limited circumstances unrelated to the illness. This framework reflects France’s strong commitment to employee welfare, income security, and legal compliance, while balancing employer obligations within a highly regulated labour environment.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in France
Probationary Periods & Termination Notice in France
Probationary Periods & Termination Notice in France
Probation Period in France
In France, employment contracts may include a probationary period (période d’essai), allowing both the employer and the employee to assess suitability for the role. The probation period must be explicitly stated in the employment contract and its maximum length depends on the employee’s category:
Blue-collar and clerical employees: up to 2 months
Supervisors and technicians: up to 3 months
Managers and executives: up to 4 months
Probation periods may be renewed once if allowed by the employment contract and applicable collective agreement, but total duration cannot exceed statutory limits.
During the probation period:
Either party may terminate the contract without severance pay
A short notice period applies, ranging from 24 hours to 1 month, depending on time already worked
Collective agreements may shorten probation periods or impose additional protections, but they cannot extend them beyond legal maximums.
Termination Notice Periods After Probation in France
Once the probation period ends, termination is subject to statutory and collective-agreement notice requirements. Notice periods depend on employee status, length of service, and sector, but common standards include:
Employer notice periods (indicative minimums)
Less than 6 months of service: as set by law or collective agreement
6 months to 2 years: 1 month’s notice
More than 2 years: 2 months’ notice
Employee resignation
Notice periods are set by collective agreements or employment contracts, commonly ranging from 1 to 3 months, depending on role and seniority.
How termination compensation and background screening are regulated under France labor law
Severance Pay & Pre-Hire Checks in France
Severance Pay & Pre-Hire Checks in France
Severance Pay & Pre-Hire Checks in France
In France, severance pay (indemnité de licenciement) is calculated at the time of termination, not through ongoing employer contributions. Employees dismissed without serious or gross misconduct are generally entitled to statutory severance once they meet the minimum service requirement. The legal minimum is based on average gross salary and length of service, starting at ¼ of a month’s pay per year of service for the first 10 years, and ⅓ of a month per year thereafter, unless a collective agreement provides more generous terms.
In addition to severance, employers must settle salary during the notice period (or pay in lieu), unused paid leave, and any other accrued contractual benefits. Certain sectors and collective agreements may establish higher severance formulas.
During recruitment, employers in France may conduct limited background checks, including reviewing publicly available professional information, only when it is strictly relevant to the role. All personal data processing must comply with EU GDPR and French enforcement by CNIL, ensuring data is collected lawfully, used proportionately, and without discrimination.
