Hire in France



Employer of Record

Hire employees remotely in France without a local entity. We handle HR compliance, payroll & taxes so you can focus on your business.

Business Language


Salary Currency

Euro (EUR)

Capital city


Time zone

UTC +2

EOR in France

from $250/ month

Hire Employees in France

NNRoad provides payroll & employer of record (EOR) services in France to ensure that your business complies with local labor laws and regulations. We process monthly payroll and act as the Employer of Record, taking on all local employer liabilities.

Fast Hiring

Start working with your remote employees in a week.

Foreigner Visas

NNRoad assists with overseas foreign hires visa needs.


Access your payroll reports on our portal.

Employer of Record (EOR) in France

Employer of Record (EOR) services are for companies who do not have a legal entity in France, but who want to hire localy. Employment and full liability are outsourced to NNRoad.

1. Candidate Selection

Select the candidates you want to hire in France.

2. Employee Onboarding

We sign a local labor contract with your employees based in France.

3. Compliance & Payroll

We manage monthly payroll, mandatory benefits & all HR compliance in France.

EOR service includes:

Hiring and termination of employees/local labor contracts (contract administration – engagement, extension termination and conversion to permanent hire).

All mandatory employer (and employee) contributions filed and paid for your EOR employees.

Payroll recording, reporting and administration.

Distribution of salaries to employees through direct deposit into their bank accounts.

Calculation, reporting, filing and processing of EOR employee’s individual income tax due.

Collecting and processing your employee’s invoices for business related expenses.

Guiding and organizing your expat employee’s work visa application too guarantee their successful onboarding.

Standalone Payroll in France

Payroll services are for companies who have a legal entity in France, and want to outsource their salary disbursement, mandatory benefits, income tax filing and mandatory reports.
Paid leaves in France

Employer of Record Status in France

Using an Employer of Record (EOR) to hire employees in France is a legally accepted method that facilitates compliance with French employment laws without the need to establish a local entity. An EOR acts as the legal employer, managing payroll, taxes, benefits, and ensuring adherence to the French labor regulations, such as those outlined in the French Labor Code.

Hiring an Expat with an EOR in France

For hiring foreign expats, an EOR in France also manages the necessary work visas and permits, ensuring compliance with immigration laws. This includes handling applications for work permits and the necessary registration with French authorities.

Employee Income Taxes:

Individual income tax rates in France are based on progressive tax brackets.

In France, income taxes are a significant aspect of the country’s tax system. The income tax is levied on individuals’ income, including salaries, wages, and other forms of income, such as rental income and capital gains. The tax rate varies depending on the individual’s income level, with higher earners paying a higher rate.

French employers are required to deduct income tax from their employees’ salaries and remit it to the government on their behalf. Self-employed individuals and business owners are responsible for paying their income taxes directly to the government.

Tax Brackets:

Sample Calculation

0%: 0 – 10,225 EUR
11%: 10,225 – 26,070 EUR
30%: 26,070 – 74,545 EUR
41%: 74,545 – 160,336 EUR
45%: >160,336 EUR
Yearly income = 100,000 EUR
0% * 10,225 = 0
11% * 15,845 = 1743
30% * 48,475 = 14,543
41% * 25,455 = 10,437
1743+14,543+10,437 = 26,723

Yearly income tax = 26,723 EUR

Employer costs in France can be significant and complex, making it essential for companies operating in the country to understand the various costs they may incur. In addition to salaries and wages, employers are required to contribute to social security, unemployment insurance, and other mandatory social charges. These charges can vary depending on factors such as the employee’s salary level and the size of the company. Employers may also be required to provide benefits such as healthcare coverage and retirement plans, which can further increase their costs.

It’s worth noting that labor laws in France can be strict, with strong protections for employees, which can further increase costs associated with employee management. Therefore, working with a Professional Employer Organization (PEO) can help companies navigate the complex employer costs and ensure compliance with local labor laws. PEOs can also offer cost-effective solutions for employee benefits and other expenses, helping companies reduce their overall costs.

Employer Contribution

Employers must pay contributions based on the salary of their employees:

Employer ContributionsRate
Employer ContributionsRate

Employee Contribution

Social Charges (CSG): 9.7% of employee’s monthly gross salary
Unemployment benefit: 0.95% of employee’s monthly gross salary
Main pension: 7.30% of employee’s monthly gross salary
Complementary pension: 11.20% of employee’s monthly gross salary
Accident at work: varies
Health/Sickness: varies
Family benefits: varies
Total cost: 29,15%

In France, employers are required to provide various benefits and insurance to their employees. Social security is mandatory and covers healthcare, family allowances, retirement, and unemployment insurance. The French healthcare system is one of the best in the world, providing universal coverage to all residents. In addition to social security, employers may offer additional benefits such as private health insurance, life insurance, and retirement plans.

These benefits can be regulated by collective bargaining agreements and may vary by industry. It’s worth noting that providing employee benefits in France can be complex, with strict regulations and high costs. Working with a Professional Employer Organization (PEO) can help companies navigate these complexities and provide cost-effective solutions for employee benefits and insurance. PEOs can also help companies comply with local labor laws and regulations, ensuring that they meet their obligations as employers and provide the best possible support to their employees.

Pension Fund

The pension fund in France is a social security system designed to provide retirement benefits for workers in the country. It operates on a pay-as-you-go basis, with current workers’ contributions funding the pensions of current retirees.

The system is managed by several pension schemes, including the general scheme, which covers private-sector employees, and various special schemes for specific professions. Reforms have been undertaken in recent years to address the financial sustainability of the system due to an aging population and increasing life expectancy.

Healthcare Insurance

Healthcare insurance in France is a universal and comprehensive system known as the French National Health Insurance (Sécurité Sociale). It provides coverage for medical expenses and ensures access to healthcare services for all residents in the country, including both citizens and legal residents.

The system operates on a combination of mandatory contributions from employees, employers, and the self-employed, as well as government funding. Patients have the freedom to choose their healthcare providers, and reimbursement rates for medical expenses are generally high.

Supplementary private insurance is also available to cover additional costs not covered by the basic insurance.

France has a legal working time of 35 hours per week, with any additional hours classified as overtime. However, some industries and collective bargaining agreements may have different working hour requirements. French labor law also mandates a maximum of 10 hours of work per day and a minimum of 11 consecutive hours of rest per day. Employers are required to provide employees with a minimum of 30 minutes of break time after six hours of work.

Working Hours Per Week

The work week in France is 7 hours per day, 35 hours per week. Employees in France work 5 days a week. Any work over 35 hours in a week is considered overtime. Employees working overtime are entitled to extra pay depending on the situation.

Employees cannot work more than 10 hours in a workday, with 48 hours being the maximum for a workweek. The first 8 overtime hours will be paid at 125% of the set wage, while any additional hours will be paid at 150% per hour. Yearly bonuses include 13th and 14th-month salaries.


Overtime is compensated at a higher rate than regular working hours, with rates varying based on the industry and collective bargaining agreements. Employers are also required to keep records of working hours and provide them to employees upon request. French labor laws place a strong emphasis on work-life balance, with a maximum of 48 hours of work per week, including overtime, and mandatory paid vacation time of at least 25 days per year.

In France, employment termination is heavily regulated by labor laws, and terminating an employee’s contract can be a complex and time-consuming process. The country’s labor laws prioritize job security for employees, making it difficult for employers to terminate employment contracts without just cause. Employers must have valid reasons for terminating an employee’s contract, such as serious misconduct or poor performance, and must follow specific procedures to ensure that the termination is legally valid.


Severance in France can be a statutory entitlement or a more generous payment in a closed bracket agreement (CBA). French law protects employees from illegal termination such as termination stemming from race, gender, or sexual preference.

Notice Period

Employers must provide employees with notice of termination, pay any outstanding wages, and provide severance pay in some cases. Failure to comply with these requirements can result in legal action against the employer. It is recommended that employers seek legal advice before terminating an employee’s contract to ensure compliance with French labor laws.

Employment Contract

Written contracts are not required when hiring employees in France, but it is advised. The most common contract in France Employment contracts is Open-ended contracts (the most common contract in France). This is not required to be in writing.

Probation Period

Unless the employee’s employment agreement states otherwise, the employment contract can be terminated during the probationary period without cause and at no additional cost to the employer beyond providing the mandated notice.

Maximum probationary periods are two months for “blue-collar workers” and clerks, three months for technicians and supervisors, and four months for cadres (mid- to high-level executives and professionals).

Annual Leave

Employees in France are entitled to a minimum of 5 weeks paid leave per year on top of public holidays.  French law also reserves extra paid leave for employees whom have been employed for a certain length of time and for family emergencies.

Companies can choose to place their employees on an annualized work schedules, which qualify them for ‘Reduction du temps de travail’ which translates into “work time reduction” (RTT). RTT days entitle employees to additional days off as compensation for the extra workload.

Sick Leave

Employees in France are entitled to sick leave. For each case of sick leave, the first 3 days of sick leave are unpaid. Starting at the 4th day of sick leave, employees are entitled to 50% of their base daily salaries, limited up to 360 days in 3 years.

Maternity Leave

Maternity leave in France depends on the number of children in the family:

Single birth and 1-2 children: 16 weeks of leave

Single birth and 3 or more children: 26 weeks of leave

Multiple births (3+): 46 weeks of leave.

If the mother suffers from complications or illnesses during the pregnancy, she is entitled to an extra 6 weeks.

Paternity Leave

New fathers are entitles to 3 days of paternal leave after birth or adoption and an additional 2 consecutive days of leave (32 inn case of multiple births or adoptions).

Public holidays in France, also known as “jours fériés”, are an important part of the country’s cultural and historical heritage. There are 11 official public holidays in France, which include both religious and secular celebrations. The most important national holiday is Bastille Day, celebrated on July 14th, which commemorates the storming of the Bastille during the French Revolution.

Other notable holidays include New Year’s Day, Easter Monday, Labor Day, Victory in Europe Day, Ascension Day, Whit Monday, and All Saints’ Day. Some holidays are specific to certain regions, such as the Feast of the Assumption in some parts of the country. Many French people use public holidays as an opportunity to spend time with family and friends, travel, or participate in cultural events and activities.

Public Holidays

  • New Year’s Day – Jan 1
  • Good Friday – Mar 30
  • Easter Monday – Apr 2
  • Labour Day – May 1
  • Victory in Europe Day – May 8
  • Ascension Day – May 10
  • Whit Monday – May 21
  • Bastille Day – July 14
  • Assumption Day – Aug 15
  • Armistice Day – Nov 11
  • Christmas Day – Dec 25
  • St Stephen’s Day – Dec 26
  • Resources

    Scroll to Top