Learn about labor and talent compliance norms in France the with this quick guide.
France holds the third-largest economy in Europe. France boasts economic growth and comes in 19th position with the highest GDP per capita ranking. The country is expanding more efficiently in tourism, agriculture, and industries.
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Employment contracts are mandatory in France. In order to hire an individual from France, the employer must have knowledge about the employment laws, benefits, allowances, and more. This segment will help the employer with all the information required.
In France, there are two types of Employment contracts; CDI (Permanent employment) and CDD (Temporary employment). According to the France employment laws, CDI (contrat à durée indéterminée) is provided to an employee for continuing and indefinite service. CDI (contrat à durée déterminée) is provided to an employee hired for temporary employment and can not be extended over 18 months of service.
French is the preferred language for employment contracts though employees and employers have the option for the contract to be translated to other languages.
Salaries are one way companies recognize and reward their employees for working hard. Salaries may include both monetary benefits like pay rates, bonuses or profit sharing agreements as well as non-monetary rewards such as health care plans with no deductibles that come straight out of your paycheck every month.
The general components of remuneration in France include
The taxation in France is very complex and follows the progressive income tax system. French residents are taxed on their worldwide incomes, while foreign employees and non-residents have an additional layer of taxation with regard to what they earn inside France.
The employer and the employee must contribute towards French social security. The social security in France covers the following aspects
Providing certain statutory benefits to employees as laid out by the French labor laws is mandatory for all employers. Statutory benefits in France include
It is customary to provide 13th-month pay to employees in France. The pay is provided at the end of a calendar year.
Maximum an employee can work in France is 35 hours a week and 10 of those must be during the day. The excess time, whether it's evening or night shifts, will have to be compensated with overtime pay. The overtime payscale in France includes
The French social security system is not only comprehensive but also very complicated. It requires employees to contribute, whether they're working or living abroad full time; residents of France who work outside its borders as freelancers with no formal employs (even if it's just 2 days); expatsorporated temporarily in another country while waiting on permanent residency paperwork.
The retirement age in France is 62.
Solidarity allowance for the elderly:
All low-income pensioners are paid solidarity allowances. They're assessed with a 50% permanent disability, and these payments make up half their monthly income until age 65 or 70 respectively (depending on when they retired).
For a long-term disability pension
For short-term disabilities, an employee receives a daily allowance (of sick pay) that is 50% their daily reference salary. The amount depends on the average gross earnings over time.
The death grant is provided when the deceased
The employee's family is entitled to a survivor benefit pension that equals 40% of their annual salary. In addition, dependent children will receive 25%.
Employers commonly provide fringe benefits that do not form a part of an employee’s compensation. Fringe benefits are provided to an employee in addition to their regular salary.
Commonly provided fringe benefits in France include
Although monetary benefits in France are taxable, a few benefits are exempt.
ertain exempt benefits in France include:
The best way for an employer to show their appreciation of hard work and dedication is through long-term benefits. Employees will often be rewarded with company specific goals, such as stock options or other forms of equity ownership that provide incentives over time horizons greater than one year when they achieve certain performance milestones within the business unit/organization where employed.
Commonly provided long-term incentives in France include:
The employer can terminate the employment contract based on a valid reason (personal or financial reasons) or mutual consent or if the individual is retiring.
The notice period for employees under the probation period is up to 5 days while regular employees will have up to 3 months.
The severance pay varies based on the individual's service to the employer. The statutory severance pay is:
