HR Services in France

During probation, yes. It can last up to 2 months for workers and employees, 3 for supervisors and technicians and 4 for executives, renewable once if a sector agreement allows it. After that, a dismissal needs a real and serious cause and the full procedure. We make sure your contracts include a clear probation period.

Non-wage costs, such as employer social contributions, add about 48% on top of gross wages (Eurostat, 2025). Also plan for company health insurance (mutuelle), with the employer paying at least half, five weeks of paid leave and an employer sick-pay top-up after one year’s service. Our Compensation & Benefits Strategy builds a reward framework aligned with French law, market data and internal equity.

Yes, as overtime. Hours above 35 are paid at least 25% extra for the first 8 and 50% after that, unless an agreement sets a different rate. The limits still apply: 10 hours a day, 48 in a week and 44 on average over 12 weeks, with 11 hours’ daily rest. We structure work schedules that comply and still leave room for flexibility.

Health insurance pays daily allowances from the 4th day of each sick leave. Employees with one year’s service also get an employer top-up after 7 waiting days: 90% of gross pay for 30 days, then two-thirds for the next 30, with both periods longer for longer service. We put clear sick leave policies in place.

Five weeks a year: 2.5 working days for each month worked, up to 30 working days. France also has 11 public holidays, and May 1 must be a day off. We keep you compliant with leave entitlements and help you offer a competitive benefits package.

It’s strict, not impossible. A dismissal for personal reasons needs a real and serious cause, an invitation to a meeting at least 5 working days ahead, the meeting itself, and a letter by recorded delivery stating the reasons, sent at least 2 working days later. Without a real and serious cause, a court can order reinstatement or compensation within a legal scale. A mutual termination (rupture conventionnelle) is an option when both sides agree. We guide you through every step.

No. A fixed-term contract (CDD) is only allowed for specific temporary tasks, such as replacing an absent employee, and can never fill a permanent role. Unless a sector agreement says otherwise, it can last up to 18 months including renewals. A CDD that breaks these rules counts as permanent. We make sure every fixed-term contract meets these rules.

Not if one covers your sector. An extended sector agreement applies to every employer within its scope, whether or not you signed it, and it can set higher minimum pay or longer notice than the law. We keep you compliant with any agreement that applies, with as much flexibility as it allows.

Yes, once you have had at least 11 employees for 12 consecutive months, you must set up a social and economic committee (CSE). From 50 employees, it must be informed and consulted on matters such as headcount and the company’s organization. Obstructing it is an offense. We guide you in setting up and working with a CSE.

Today, companies with at least 50 employees publish a yearly gender equality index. France missed the June 2026 deadline for the EU Pay Transparency Directive, and a bill presented on September 10, 2026 is now before Parliament. Our Compensation & Benefits Strategy covers EU Pay Transparency readiness.

Labor inspectors check that the Labor Code is applied, and serious breaches carry heavy penalties: intentionally hiring without the pre-employment declaration (DPAE) counts as undeclared work, punishable by up to 3 years in prison and a €45,000 fine. We conduct regular compliance audits so your documentation is ready for inspection.