1. What minimum remuneration must a posted worker receive in France?
A posted worker in France must receive the remuneration required by the French labor Code or the extended collective agreement for the activity. It must meet French minimum standards, not the wage level of the employee’s home country.
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2. How is the minimum remuneration for a posted worker calculated in France?
The minimum remuneration in France is based on the statutory French labor Code rules and the extended collective agreement related to the worker’s job. These agreements define the minimum pay, bonuses, and conditions that must be granted to the posted worker.
3. Do posted workers in France receive reimbursement for professional expenses?
Yes, posted workers in France must be reimbursed for professional expenses when required by law or contract. This includes expenses like transport, meals, and accommodation when traveling within France or between work sites. These reimbursements are additional to remuneration.
4. What professional expenses must French employers cover for posted workers?
Employers in France must reimburse posted workers for work-related expenses such as transport, meals, and accommodation if required by law or contract. These reimbursements apply when the worker travels within France or is temporarily sent to another site, separate from wages.
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5. What salary rules apply to temporary posted employees in France?
Temporary employees in France must meet the contract of provision. They also receive paid public holidays if employees in the user company do. They are entitled to paid leave compensation of at least 1/10th of their total gross pay at the assignment’s end.
6. Do temporary workers in France receive paid public holidays?
Yes, temporary workers in France receive payment for public holidays if employees in the user company do. No seniority is required. This ensures equal treatment of temporary workers in comparison to permanent employees when public holidays fall during the assignment with the user company.
7. How is paid-leave compensation calculated for temporary employees in France?
Temporary workers in France receive compensation for paid leave as 1/10th of the total gross remuneration earned during the assignment. It is paid when the assignment ends, regardless of its length. This ensures that workers are compensated for leave entitlement during any mission.
8. Which periods count as working time when calculating temporary worker rights in France?
Protected leave periods such as maternity, paternity, adoption, and military service count as working time in France when calculating rights. These periods are counted as time worked for the purpose of assessing entitlements to paid leave, ensuring temporary workers don’t lose rights during absence.
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9. Are temporary workers in construction entitled to bad-weather compensation in France?
Yes, temporary workers in France in construction or public works companies are entitled to bad-weather compensation if permanent employees on the same site receive it. This compensation follows the same calculation rules and is paid by the temporary work agency, without any seniority requirements.
