What minimum remuneration must a posted worker receive in France?
A posted worker must receive the remuneration required by the French Labour Code or the extended branch-level agreement for the activity performed. Employers must identify which extended collective agreement applies and ensure the posted employee is informed. The amount must match French minimum standards for the specific role, not the wage level of the employee’s home country.
How is the minimum remuneration for a posted worker calculated?
Minimum remuneration is based on the statutory rules in the French Labour Code and the extended collective agreement linked to the job’s main activity in France. These agreements define minimum pay, bonuses, and conditions that must be granted. Employers must align the posted worker’s pay with the agreement covering similar workers in France performing the same activity.
Do posted workers in France receive reimbursement for professional expenses?
Posted workers must be reimbursed for professional expenses when required by law or contract. Reimbursement applies if the worker travels from their usual workplace within France or is sent from one work site to another. Covered expenses include transport, meals, and accommodation. These payments are provided on top of remuneration and became mandatory from 30 July 2020.
What professional expenses must French employers cover for posted workers?
Employers must reimburse posted workers for work-related transport, meals, and accommodation when travel is required within France. Reimbursement applies when statutes or contracts make cost coverage mandatory. The worker must travel to or from their habitual workplace or be sent temporarily to another site. These reimbursements are separate from wages and must be paid in addition to remuneration.
What salary rules apply to temporary posted employees in France?
A temporary employee’s remuneration cannot be below the amount stated in the contract of provision. Temporary workers also receive paid public holidays if employees in the user company receive them. They earn compensation for paid leave equal to at least one-tenth of total gross pay for each assignment, paid when the assignment ends, regardless of duration.
Do temporary workers in France receive paid public holidays?
Yes. Temporary workers receive payment for public holidays with no seniority requirement, as long as employees in the user company receive the same benefit. The temporary employment company must apply this rule. This ensures equal treatment between temporary and permanent staff when public holidays occur during an assignment within the user company.
How is paid-leave compensation calculated for temporary employees in France?
Temporary workers receive compensation instead of paid leave for each assignment. The allowance equals at least one-tenth of the total gross remuneration earned during that assignment. It is paid at the end of the mission. All assignments qualify, regardless of length, and specific protected leave periods are counted as working time when assessing entitlement.
Which periods count as working time when calculating temporary worker rights?
Protected periods such as maternity, paternity, parental and adoption leave count as equivalent working time. Time covered under points 5 and 7 of Article L.3141-5 and periods when an employee is recalled to military service also count, provided the leave begins during an assignment. These periods help protect entitlement during unavoidable absences.
Are temporary workers in construction entitled to bad-weather compensation?
Temporary workers assigned to a construction or public works company are entitled to bad-weather compensation if permanent employees on the same site receive it. The temporary work agency pays this compensation. There is no seniority requirement for eligibility. The compensation amount follows the calculation rules in Articles L.5424-6 to L.5424-19 of the Labour Code.
