France’s employment laws are known for their strong employee protections and detailed employer obligations. In 2025, compliance remains critical for both local and international businesses hiring in France. Understanding contract types, working hours, minimum wage, social security, leave entitlements, and workplace rights is essential for avoiding legal disputes and fostering a productive workplace. These regulations are shaped by the French Labour Code and reinforced by sector-specific collective agreements that often provide additional rights and benefits. Employers must stay informed about legislative updates to avoid costly penalties and maintain a positive employer reputation. For global companies, navigating these laws effectively when hiring in France can also be a strategic advantage in attracting and retaining top talent in France’s competitive job market.
Table of Contents
- Employment Contracts in France
- Working Hours and Overtime Rules
- Minimum Wage and Salary Structure
- Social Security and Statutory Benefits
- Leave and Holiday Entitlements
- Probation, Termination, and Notice Periods
- Workplace Rights and Protections
- Collective Bargaining and Worker Representation
- Ensure Compliance in France with Asanify
- FAQs
Employment Contracts in France
France recognizes several legally distinct contract types with specific rights and obligations.
Employers in France must establish the employment relationship through a written contract signed before the employee begins work. The chosen contract type affects dismissal procedures, benefits, and probation rules. Employers must also respect sectoral collective bargaining agreements, which may impose stricter requirements than national law.
Permanent (CDI – Contrat à Durée Indéterminée)
- Most common form of employment.
- No fixed end date and offers maximum statutory protection.
- Termination must follow strict legal procedures and notice periods.
Fixed-Term Contracts (CDD – Contrat à Durée Déterminée)
- Clearly states start and end dates.
- Automatically expires at term end unless renewed.
- The law caps consecutive renewals to prevent employers from avoiding permanent hiring obligations.
Project-Based Contracts (Contrat de Mission)
- Designed for a specific project or task.
- Ends when the defined project is completed.
- Often used in consulting, engineering, or IT sectors.
Temporary or Interim Contracts
- Used for temporary replacement of an absent employee or short-term workload peaks.
- Ends when the original employee returns or the temporary need ends.
Working Hours and Overtime Rules
French labor law caps hours and regulates overtime strictly.
France’s standard working week is shorter than many EU countries, promoting work-life balance. Both the French Employment Code and collective agreements enforce the rules.
Standard Working Hours
- Maximum: 35 hours per week.
- Daily limit: 10 hours, unless exceptions apply.
- Annualized working time arrangements allowed in certain industries.
Overtime Regulations
- Requires employer approval or collective agreement provisions.
- Overtime pay rates are +25% for the first 8 hours beyond 35 per week and +50% thereafter.
- Employers may grant compensatory time off instead of cash payment, but both parties must agree on it.
Rest Breaks and Night Work
- Employees working over 6 hours must receive at least a 20-minute rest break.
- The law heavily regulates night work (9 p.m. to 6 a.m.), requiring health checks, additional safety measures, and, in some cases, premium pay.
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Minimum Wage and Salary Structure
Wages in France are set by the statutory minimum and collective agreements.
- National Minimum Wage (SMIC) 2025: Approximately €1,766.92 gross per month for full-time employees.
- Sectoral agreements often set higher wages and additional benefits.
- Common extra benefits include meal vouchers, transport subsidies, and annual bonuses.
Social Security and Statutory Benefits
Contributions fund an extensive welfare system for employees in France.
Sickness and Disability Benefits
- Daily sickness benefits paid by social security after a 3-day waiting period.
- Employer must top up wages during sickness leave in many cases, as per collective agreements.
Family and Child Benefits
- Monthly child allowances and birth grants.
- Maternity leave: 16 weeks for a single birth.
- Paternity leave: 25 days (32 for multiple births).
Unemployment and Accident Benefits
- Unemployment benefits depend on prior salary and duration of contributions.
- Workplace accidents covered fully by social security, including medical costs and compensation.
Leave and Holiday Entitlements
Employees in France are entitled to generous paid leave provisions.
Annual Leave
- Minimum 5 weeks paid leave per year.
- Accrued at 2.5 days per month worked.
Public Holidays in France (2025)
| Date | Holiday Name | Day of Week |
| 1 Jan | New Year’s Day | Wednesday |
| 21 Apr | Easter Monday | Monday |
| 1 May | Labour Day | Thursday |
| 8 May | Victory in Europe Day | Thursday |
| 29 May | Ascension Day | Thursday |
| 9 Jun | Whit Monday (Pentecost Monday) | Monday |
| 14 Jul | Bastille Day | Monday |
| 15 Aug | Assumption Day | Friday |
| 1 Nov | All Saints’ Day | Saturday |
| 11 Nov | Armistice Day | Tuesday |
| 25 Dec | Christmas Day | Thursday |
Notes:
- Some regions (e.g., Alsace, Moselle) have additional public holidays.
- If a holiday falls on a weekend, replacement days are not mandatory unless specified in agreements.
Sick Leave
- Paid partially by social security and topped up by employer per collective agreements.
- Employees must provide a medical certificate within 48 hours of falling ill.
- Benefit amounts and duration depend on length of service and salary level.
- Long-term sick leave may qualify employees for disability benefits under the French social security system.
Parental and Care Leave
- Flexible arrangements for childcare, adoption, and family medical needs.
- Can be taken full-time, part-time, or in multiple shorter periods to suit family situations.
- Eligibility typically requires at least one year of service with the employer.
- Certain types of care leave, such as palliative care leave, are protected by law with guaranteed reinstatement.
Probation, Termination, and Notice Periods
French law outlines strict rules for hiring trials and contract termination.
Probation Periods
- Allowed in most contracts but must be stated in writing.
- Maximum: 2–4 months for permanent contracts (renewable once).
Notice Period Requirements
- Varies by seniority and role: generally 1–3 months for permanent contracts.
- Exact notice duration may be extended by collective bargaining agreements or company policy.
- Notice must be given in writing and clearly state the termination reason.
- Failure to respect the notice period can lead to compensation owed to the affected party.
Severance Pay
- Mandatory for employees with at least 8 months’ service unless dismissal is for serious misconduct.
- Amount is calculated based on length of service and the employee’s average salary.
- Collective agreements may provide higher severance amounts than the legal minimum.
- Severance is separate from any payment for unused annual leave or other accrued entitlements.
Workplace Rights and Protections
France guarantees workplace equality, safety, and dignity.
- Anti-discrimination laws prohibit bias based on gender, age, race, religion, disability, and other protected categories.
- Occupational safety requirements include risk assessments, training, and prevention plans.
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Collective Bargaining and Worker Representation
Employee representation is a key part of French workplace culture.
- Trade Unions: Play a major role in wage negotiations and workplace policies.
- Social and Economic Committee (CSE): Required in companies with 11+ employees to represent staff interests.
Ensure Compliance in France with Asanify
Hiring in France means navigating some of the most detailed Employment laws in Europe. From drafting compliant contracts to managing payroll contributions, calculating overtime, and meeting collective bargaining obligations, every step must follow legal requirements. Asanify’s Employer of Record (EOR) service acts as your legal employer in France, ensuring every hire is fully compliant. We handle contracts, payroll processing, benefits, and HR compliance, so you can focus on running your business while avoiding costly errors and delays.
FAQs
Permanent (CDI), fixed-term (CDD), project-based, and temporary contracts.
35 hours, with a daily maximum of 10 hours.
Around €1,766.92 gross per month for full-time employees.
Sickness, maternity, unemployment, family allowances, and workplace accident compensation.
Minimum 5 weeks per year.
Yes, but duration limits apply.
Usually 1–3 months for permanent contracts.
They may be reclassified as employees if working conditions meet certain criteria.
Yes, and May 1st (Labour Day) is mandatory paid leave.
By staying updated on legislation or partnering with an EOR like Asanify.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
