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Hiring in France allows companies to access a highly skilled workforce across technology, engineering, manufacturing, healthcare, and professional services. France has one of the largest labor markets in the European Union and offers strong employee protections alongside a structured employment framework.
Employment in France is regulated by the French Labour Code, which governs contracts, wages, working hours, termination, and employee rights. Employers must comply with national labor laws and collective bargaining agreements. Many companies use job portals, recruitment agencies, and AI-powered hiring platforms to manage recruitment efficiently while staying compliant.
Facts & Stats
Key Employment Rules Employers Must Know
Employment relationships in France are governed by the French Labour Code. Employment contracts must clearly define job role, remuneration, and working conditions. Probation periods are permitted and vary by role and seniority.
Employees are entitled to statutory paid leave and protections related to termination, notice periods, and severance pay.
The standard working week in France is 35 hours, typically spread across five working days. This is one of the shortest statutory workweeks in Europe.
Overtime is regulated and allowed beyond 35 hours. Overtime is compensated with additional pay, usually at 25% for the first hours and higher rates for extended overtime, or with compensatory rest depending on agreements.
France has a nationally regulated minimum wage known as the SMIC. The current gross monthly minimum wage is approximately €1,766 for full-time employees. Employers must ensure wages meet or exceed this threshold.
Overview of Employer, Employee, and Individual Taxation in France
Approximately 22%
Employees contribute around 22% of their gross salary to social security, covering healthcare, pensions, and unemployment insurance.
Approximately 45%
Employers in France contribute approximately 40% to 45% of an employee’s gross salary toward social security. These contributions fund pensions, healthcare, unemployment insurance, and family benefits.
0%, 11%, 30%, 41%, 45%
France applies a progressive income tax system, with rates ranging from 0% to 45% depending on income level and household composition.
France operates a mandatory public pension system funded through employer and employee social security contributions. Pension eligibility depends on contribution duration and retirement age.
Employment termination in France is strictly regulated. Employers must have valid legal grounds for dismissal and follow formal procedures, including documented justification and employee consultation where applicable. Notice periods depend on the employee’s role, seniority, and collective agreements. Immediate termination is only permitted in cases of serious misconduct.
Notice periods in France depend on the employee’s position, length of service, and applicable collective agreements. They typically range from one to three months and apply to both employers and employees.
Severance pay is mandatory for employees with at least eight months of service when termination occurs without serious misconduct. It is calculated based on salary and length of service, with statutory minimums defined by law.
Employees in France are entitled to at least 25 days of paid annual leave per year, excluding public holidays. Paid sick leave is available, with compensation provided through social security after a short waiting period. Maternity leave generally lasts 16 weeks for the first child and is paid through social security, while paternity leave lasts up to 28 days and is partially compensated. Employees are also entitled to paid bereavement leave, typically ranging from 3 to 5 days depending on the relationship.
January 1
New Year’s Day
May 1
Labour Day
July 14
Bastille Day
August 15
Assumption Day
November 11
Armistice Day
December 25
Christmas Day
Frequently asked questions
What makes Iris helpful for hiring in France?
Iris helps employers source and evaluate candidates efficiently while supporting compliance with French labor laws and collective agreements.
Is it mandatory to hire French nationals?
No. Employers can hire both French and foreign nationals. Non-EU employees must have valid work authorization, while EU citizens can work freely in France.
How is severance calculated in France?
Severance is calculated based on salary and length of service and is mandatory for eligible employees dismissed without serious misconduct.
What are the official working hours in France?
The statutory working week in France is 35 hours.
Do employees in France receive a pension?
Yes. Employees in France are covered by a mandatory public pension system funded through employer and employee contributions.
