Employer of Record (EOR) France
Expand your team in France without the hassle of setting up a local entity—hire, onboard, and pay employees with complete compliance through Globaine.
- Transparent & Compliant
- World-Class Expertise
- Cost-Efficient
Start Hiring in France
Simple & Compliant Hiring with Globaine’s Employer of Record (EOR)
Hire in France with Confidence
Globaine takes care of all compliance matters, including payroll, taxes, and legal obligations, while providing seamless hiring processes. Our platform ensures that every aspect of employee management in France is handled efficiently and in full compliance with local regulations.
Fast Time-To-Hire
Onboard employees in as little as 12 hours.
Cost-Efficient
The most affordable solution on the market, saving you time and money.
Compliant Contracts
We draft bilingual contracts compliant with France labor law.
Global Reach, Local Expertise
Hire not just in France, but in over 180 countries through our global platform, allowing you to grow internationally without entity setup. Globaine’s team provides the local expertise you need to ensure every hire is compliant, efficient, and hassle-free.
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Hiring
in France
What is an Employer of Record (EOR)?
An Employer of Record (EOR) is a third-party provider that legally employs workers on behalf of a company. The EOR manages critical HR tasks such as payroll management, tax compliance, employee benefits, and adherence to local labor laws. By using an EOR, businesses can hire employees globally without the need for setting up a local entity, making expansion simpler and more compliant.
What is required for a valid employment contract in France?
A valid employment contract in France must include a clear written agreement outlining job responsibilities, salary, benefits, and working conditions. It should specify employment terms, such as start date, duration, and termination clauses. The contract must also comply with French labor laws and any relevant collective agreements.
When should a written contract be used in France?
A written contract must be provided before the employee starts work to avoid legal complications and ensure clarity on job terms.
How should salary be mentioned in employment contracts in France?
Salaries must be stated in euros and reflect annual amounts, which are typically divided into 12 monthly payments plus any additional bonuses or allowances.
What special contract clauses apply in France?
Contracts must clearly outline non-compete and teleworking clauses to define work conditions and restrictions on future employment.
Choosing an Employer of Record (EOR) in France offers several key advantages for businesses looking to expand or hire locally. An EOR ensures compliance with French labor laws, manages payroll, benefits, and taxes, and handles all HR tasks, saving businesses time and resources. It allows companies to quickly and easily onboard employees in France without the need to establish a local entity, reducing administrative burdens and legal risks.
ONBOARDING
in France
1. What are the key steps in employee onboarding in France?
To successfully onboard in France, employees must submit essential documents, including a valid passport or ID, a work permit (if applicable), their home address, bank details (RIB), and a French social security coverage certificate.
2. When should employees complete pre-hire medical checks in France?
A pre-hire medical examination is mandatory before employees commence work to ensure they are fit for their designated roles, in accordance with French labor regulations.
3. What documents are required for onboarding in France?
The onboarding process in France requires several critical documents: a copy of the employee’s passport or ID, a work permit (if applicable), home address details, bank information (RIB), and a French social security coverage certificate.
4. Why businesses in France need EOR services?
Businesses in France need Employer of Record (EOR) services to ensure compliance with local labor laws, manage payroll, and handle employee benefits efficiently. An EOR takes care of all HR responsibilities, including taxes, labor law compliance, and contracts, allowing companies to focus on their core operations. Additionally, it simplifies the hiring process, enabling businesses to onboard employees in France quickly without establishing a local entity.
5. How does EOR in France different from other countries?
EOR in France differs from other countries due to strict labor laws and regulations, including requirements for employee contracts, paid leave, and benefits. France also has unique collective bargaining agreements and detailed payroll, tax, and social security compliance, making it more complex than countries with more flexible labor laws.
Payroll
in France
What is the salary structure in France?
Salaries are typically paid monthly, and additional benefits such as a mandatory working from home allowance of at least €100.00 are provided.
How is payroll managed for remote employees in France?
Employers must ensure that remote employees receive the mandatory home office allowance and that all employment expenses are documented.
What is the minimum wage in France?
The minimum wage is set at €11.27 per hour, equating to approximately €1,707.58 per month based on a 35-hour workweek.
TAXES
in France
1. What are the income tax rates in France?
France has a progressive income tax system, with rates ranging from 0% to 45%, depending on individual earnings.
2. How does the tax system apply to non-residents in France?
Non-residents are taxed at a flat rate of 20% on income earned in France, differing from the progressive rates for residents.
3. When should tax returns be submitted in France?
Annual tax returns must be submitted by the end of May for the previous year. Employers are responsible for withholding income tax throughout the year.
4. What social security contributions are required in France?
Employers contribute approximately 45% of an employee’s gross salary to social security, which funds various benefits, including healthcare and pensions.
5. Why is tax withholding important in France?
Tax withholding is important in France because it ensures employees’ taxes are paid regularly throughout the year. Employers deduct the taxes from salaries and send them to the government, helping employees avoid large tax payments at the end of the year and making sure companies follow the tax rules.
Leaves
in France
What benefits are mandatory in France?
Employees are entitled to a minimum of 25 days of paid annual leave, in addition to 11 public holidays.
How is maternity and paternity leave managed in France?
Maternity leave is 16 weeks, while paternity leave is 25 days, with both requiring prior notification to the employer.
What are the public holiday entitlements in France?
France recognizes 11 mandatory public holidays, and employers must provide these days off unless specified otherwise in a contract.
What are the legal restrictions on backdating employment agreements in France?
Backdating employment agreements in France is prohibited by law. The French Labor Code mandates that employment contracts must accurately reflect actual terms and dates. Any backdating renders the contract invalid, exposing employers and employees to legal risks and potential disputes.
Is a 13th or 14th month salary mandatory in France?
The 13th and 14th month salaries are not legally mandatory in France. However, they are common practices outlined in collective bargaining agreements or individual employment contracts, typically provided as additional financial support during the year.
BENEFITS
in France
1. What benefits are mandatory in France?
In France, mandatory benefits include health insurance, retirement contributions, paid vacation (at least 5 weeks), paid sick leave, and maternity/paternity leave. These benefits are required by law to ensure employee welfare.
2. How is the home office allowance structured in France?
The minimum home office allowance is €100.00 monthly, compensating for work-related expenses like internet and electricity.
3. What additional benefits are common in France?
Companies often provide health insurance, meal vouchers, and transportation allowances, enhancing their attractiveness to employees.
Terminations
in France
What is the standard notice period for terminations in France?
The notice period varies from 1 month to 3 months, depending on the employee’s length of service and type of contract.
When can an employee be terminated without notice in France?
Employees can be terminated without notice during the probationary period, or for serious misconduct with valid justification.
How are severance payments calculated in France?
Severance pay is based on the length of service and the employee’s salary, typically calculated as one month’s salary for each year of service.
What are the conditions for mutual termination in France?
Mutual termination is an amicable agreement between employer and employee to end the employment relationship without formal procedures, reducing potential disputes.
FAQs
Using Globaine’s EOR solution, you save on costs related to setting up a legal entity, managing payroll, taxes, and employee benefits in France. We handle all administrative tasks, reducing your financial and operational burden.
Globaine uses a streamlined process, with local experts managing paperwork and compliance checks. This allows us to complete onboarding in under 12 hours, ensuring everything adheres to France’s labor laws.
Yes, Globaine specializes in drafting bilingual contracts, managing terminations, and handling other complex employment needs, all while ensuring compliance with French labor regulations.
5. How GlobainePEO Makes Hiring in France Easy?
GlobainePEO makes hiring in France easy by providing Employer of Record (EOR) services that manage HR responsibilities, ensuring compliance with local labor laws. This includes payroll, taxes, benefits, and employee contracts, enabling businesses to onboard employees without establishing a local entity.
6. How does Employer of Record work in France?
An Employer of Record (EOR) in France legally employs workers on behalf of a company, handling HR functions like payroll, taxes, benefits, and compliance with French labor laws. The EOR assumes legal responsibility, allowing businesses to hire in France without establishing a local entity.
