Employment in France
French employment law leaves little to improvisation. For employers and employees: hiring, working across borders and parting ways, on terms that hold.
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Your first French employee as a foreign company: direct hire, employer of record or subsidiary, compared and set up.
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A French-law contract for your hire, permanent, fixed-term or executive, with a version in English.
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Before you sign with a French employer, we read your offer and contract and tell you what to negotiate.
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You live in France and work for a US or UK company: the social security, payroll and contract consequences, and the fix.
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The temporary posting of an employee to France, structured to keep home social security and meet French rules.
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A mutually agreed termination, negotiated and documented for employer or employee, until the administration approves it.
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The agreement that closes a dispute out of court, with the waiver, the payment and its tax treatment.
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Before letting someone go, the grounds, the procedure and the full cost assessed, with the safest route.
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In the order it unfolds: hiring, working across borders, then leaving on clear terms.
A French contract carries rules a foreign template ignores: collective agreements, trial periods, working time.
Your first French employee as a foreign company: direct hire, employer of record or subsidiary, compared and set up.
A French-law contract for your hire, permanent, fixed-term or executive, with a version in English.
Before you sign with a French employer, we read your offer and contract and tell you what to negotiate.
Where the work happens decides which employment and social security rules apply.
You live in France and work for a US or UK company: the social security, payroll and contract consequences, and the fix.
The temporary posting of an employee to France, structured to keep home social security and meet French rules.
Most French exits end by agreement. The terms are settled before the first meeting. A rupture conventionnelle (mutually agreed termination) is a regulated procedure for an employer and employee to agree the end of an indefinite-term employment contract.
A mutually agreed termination, negotiated and documented for employer or employee, until the administration approves it.
The agreement that closes a dispute out of court, with the waiver, the payment and its tax treatment.
Before letting someone go, the grounds, the procedure and the full cost assessed, with the safest route.
Yes. A foreign company can register as an employer with the French social security office for foreign employers and run French payroll directly. It can also use an employer of record, or set up a subsidiary. Each route carries a different cost and tax risk.
Yes. Living and working in France brings French employment and social security rules into play, and your employer registers in France once French social security applies. Your residence permit must also allow the work. These points are best settled before you move.
It is a termination agreed by employer and employee. The employee receives at least the legal severance, each side has 15 calendar days to withdraw after signing, and the administration then approves it. Unlike a resignation, it opens the right to unemployment benefits.
The cost adds notice pay, legal or collective severance from eight months of service, and accrued paid leave. If a court later finds the dismissal unjustified, damages follow a scale based on seniority. An agreed exit costs less and closes faster.
A written contract for work in France must be in French. A foreign employee can ask for a translation into their own language, and both versions carry weight. An English version alongside the French is common practice.
No. A French non-compete must be limited in time and place, protect a legitimate interest of the employer and come with financial compensation. Without payment, the employee is not bound by it.
A first call to understand your matter. A fee agreed in writing before any work begins.
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