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Nasscom Certified
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France · EOR
Employ staff in France without a French entity. We handle CDI and CDD employment contracts, payroll, URSSAF social contributions, mandatory profit-sharing above 50 employees, and full compliance with the French Labour Code.
The French Labour Code plus your applicable branch agreement together decide almost everything. Neither is optional and neither is chosen by you.
The CDI (Contrat à Durée Indéterminée) is the standard and legally preferred form of employment.
The CDD (fixed term) is restricted to specific circumstances and maximum durations, and converts to a CDI if improperly extended.
Foreign employers default to CDD thinking it reduces risk. In France it usually increases it.
Your applicable branch agreement sets notice periods, minimum grades and salary floors, and often benefits beyond the statutory minimum.
It is determined by your activity, not selected. Identifying it correctly is the first step of onboarding, not an afterthought.
A Comité Social et Économique becomes mandatory at 11 employees — an elected body with consultation rights.
Consultation obligations attach to reorganisations and dismissals. Skipping them makes an otherwise sound decision procedurally unfair.
Participation is mandatory for companies with 50+ employees, calculated by formula and accruing annually.
It is a real, recurring cost that appears at a headcount threshold rather than gradually — model it before you cross 50.
Employer contributions in France are among the highest in the EU. Gross salary is roughly two-thirds of the true cost.
| Employment obligation | Details |
|---|---|
| Employer social contributions (URSSAF) | ~42–45% of gross salary — among the highest in the EU |
| Annual leave | 5 weeks (25 working days) statutory minimum |
| 13th month | Not universal — depends on the applicable convention collective |
| Working hours | 35-hour statutory week; overtime regulated and compensated per the applicable convention |
| Works council (CSE) | Mandatory from 11 employees — elected body with consultation rights |
| Profit-sharing (participation) | Mandatory for companies with 50+ employees — formula-based, accrues annually |
| Notice periods | Set by the applicable convention collective — typically 1–3 months depending on grade and tenure |
| Termination | Written procedure, mandatory interview and stated grounds required — you cannot terminate at will |
Rates verified for the 2026 tax year. Figures are indicative — your quote is calculated on the actual salary and contract type.
Most foreign employers fixate on working hours. It is the visible rule, so it gets the attention.
The exposure that actually surfaces unexpectedly is elsewhere — and each of these three is a threshold or a determination, which means it arrives all at once rather than gradually.
French law treats the procedure as being as important as the reason. A substantively justified dismissal carried out incorrectly is still an unfair dismissal.
Written notification summoning the employee to a preliminary interview, with the statutory notice of that meeting.
The mandatory preliminary interview. The employee may be assisted, and the grounds must be put to them.
Sent only after the minimum waiting period, stating the grounds. The stated grounds fix the scope of any later dispute.
Dismissal without following the full procedure — even where the underlying reason is sound — is procedurally unfair and gives rise to indemnity claims.
The grounds stated in the letter also bind you: you cannot introduce new reasons later if the first set does not hold up.
Charged on top of full French employment costs — gross salary and URSSAF contributions.
Convention collective identification included. CSE compliance handled. France has the highest employer cost burden in this series; getting the cost model right before the offer letter goes out is not optional.
Yes. Under an EOR arrangement Dhi ADT holds the French employment contract and the URSSAF registration, and applies the correct convention collective. You direct the employee's day-to-day work.
This also removes the CSE and participation thresholds from your own structure while headcount is small.
Budget roughly 1.40–1.50× gross salary before the EOR fee. Employer social contributions run at about 42–45% of gross, which is the highest in this series.
Whether a 13th month applies depends on your convention collective rather than statute, so it has to be confirmed per sector rather than assumed.
A CDI unless you have a specific, legally recognised reason for a fixed term. CDDs are restricted to defined circumstances and maximum durations, and an improperly extended CDD converts to a CDI by operation of law.
Foreign employers reach for CDD believing it limits risk. In France it usually creates it.
It is the collective agreement covering your branch of activity, and it sets notice periods, grades, salary floors and often additional benefits. It is determined by your activity rather than chosen.
We identify it as the first step of onboarding, before any contract is drafted, because it changes the numbers in the offer.
A CSE becomes mandatory at 11 employees. Mandatory profit-sharing (participation) applies from 50 employees and accrues annually on a statutory formula.
Both arrive at a threshold rather than gradually, so they should be modelled before you cross the line, not after.
There is a formal procedure: written convocation, a mandatory preliminary interview, a minimum waiting period, then a dismissal letter stating the grounds. Notice periods come from your convention collective.
Failing the procedure makes the dismissal unfair regardless of the underlying reason, so the process is where the cost usually appears.
Rates, thresholds and collective-agreement provisions are subject to annual revision and sector variation. This page is general information, not legal or tax advice. Figures are indicative — your quote is calculated on the actual salary and contract type.
We'll confirm your convention collective, cost breakdown and timeline — before you send any offer.
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