Hiring in France? Get the contract right before anything else.

France is one of Europe’s largest and most diversified markets, but its protective Code du Travail and 40%-plus employer charges make getting your model wrong genuinely costly in time, money, and compliance. We help you choose the right way to hire, place you with the right partner, and stay alongside you for the life of the relationship.

  • Independent advice
  • Vetted partners
  • On your side at renewal

Brilliant talent, and a labour code that takes no prisoners.

France is the world’s seventh-largest economy and one of the most diversified: deep consumer markets, global brands, a skilled workforce, and a strategic position at the heart of the EU.

01

Scale and skilled talent

The EU’s second-largest economy, with deep engineering, tech and industrial talent and access to one of Europe’s biggest consumer markets.

02

Highly protective labour market

The Code du Travail, binding conventions collectives, strong dismissal protections, and 40%-plus employer charges mean your employment structure has to be chosen with care.

03

Independent expert advice

Not sure whether you need EOR, PEO, payroll, or your own entity? We map your headcount, timeline, and risk profile and give you a clear recommendation, not a product pitch.

Four ways to hire in France. One fits. Three will cost you.

Most businesses arrive having already decided, and often decided too quickly. Here is the honest version of each route. When one fits, the detailed guide is one click away.

Employer of Record

An EOR partner becomes the legal employer of your French staff, handling the contract, payroll, tax, and compliance, while you direct the work. Operational in days, no entity needed. Best for testing the market or hiring a small team.

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Global Payroll

For when you already have a French entity, or want to consolidate payroll across several countries under one process. You stay the legal employer; a specialist partner runs compliant French payroll.

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Entity Formation

Your own French company (a SAS or SARL). Full control and a local presence, with no per-employee fees, but setup takes statutes and capital, you cannot employ anyone until it completes, and the ongoing obligations are real. Right when the headcount and permanence justify it.

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PEO Services

A co-employment model where you and a partner share the employer role. Less common in France than EOR, and right only for specific structures. We will tell you honestly if it fits, or if EOR is simpler.

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France at a glance

Currency

Euro (EUR). One currency across your EU payroll: a French hire adds no exchange risk to a eurozone budget.

Minimum wage (2026)

SMIC: EUR 1,867.02 gross per month (EUR 12.31/hour) on the 35-hour week, effective 1 June 2026, with higher floors common under the convention collective.

Employer costs

Employer social charges run roughly 40% to 45% on top of gross salary, covering health, pension, unemployment and training levies, though the 2026 RGDU reform substantially lowers the effective rate near the minimum wage, phasing back up to the full range by around three times SMIC.

Leave & Notice

Five weeks’ (30 jours ouvrables) statutory paid leave per year. Notice is generally 1 to 2 months by length of service.

Hiring in France: straight answers

The questions we are asked most about hiring in France.

What is the fastest way to hire someone in France?

An Employer of Record. Your hire can start in days, with a compliant Code du Travail contract from day one and no entity to set up. It is the lowest-risk way to test the market or place a small team. The detail is on our France EOR guide.

Do I need a French entity to hire?

No. With an EOR you can employ people in France without your own company. You only need an entity (a SAS or SARL) when you are committing to a permanent, larger presence, and we will tell you honestly when that point arrives.

A detailed and protective Code du Travail, binding conventions collectives, strong dismissal rules, and employer charges of 40% to 45%. None of it is a problem when handled correctly, which is the point of getting the model right at the start.

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

Let’s get your France hire moving.

Tell us who you want to hire and where you are headed in France. One conversation maps your options, flags the risks, and usually gets you to a better answer, and better pricing, than going direct. No pitch.

Tax and labour data verified June 2026 (URSSAF, DGFiP, OECD). Figures change; we confirm the current position when we scope your hire.