What does a $60,000 hire cost in France?
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Full cost breakdown
Statutory contributions and typical benefits for an employee in France at $60,000 base salary.
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Key Takeaways for Hiring in France
- Employers must offer complementary health insurance (mutuelle), financing at least 50% of the premium
- Employees get five weeks (25 working days) of paid annual leave per year, with at least 12 consecutive days taken between May 1 and October 3
- Paid vacation continues to accrue during sick leave: up to two days/month for non-work sickness, 2.5 days/month for work-related sick leave
- Employer social contributions run approximately 40-45% of gross salary
Continent
Europe
Capital
Paris
Currency
Euro (EUR)
Language
French
Payroll Cycle
Monthly
VAT
20%
Quick Facts For Hiring In France
France Employment Contract Overview
Employees/workers: two months, renewable once to four months Technicians/supervisors (“ETAM”): up to three months, renewable once to six months Managers/”cadres”: up to four months, renewable once to eight months
Up to one month
Less than eight days: Employer: 24 hours / Employee: 24 hours
Eight days to one month: Employer: 48 hours / Employee: 24 hours
One to three months: Employer: two weeks / Employee: 48 hours
Three to six months: Employer: one month / Employee: 48 hours
Six to eight months: Employer: six weeks / Employee: 48 hours
Less than two years: one month
≥ two years: two months
Cadres (managers/executives): generally three months, depending on collective agreement
What Do You Need To Include In A French Employment Contract?
Make sure your contracts include all of these to comply with French labor law:
Employee Information
- Full name
- ID number
- Role / Job title
- Start date
- Contract duration
- Working hours
- Probation and notice conditions
- Termination provisions
- Compensation details
Employee Benefits and Mobility in France
Employment of expats is supported in France.
| Benefits | Provider | Funded Through | Notes |
|---|---|---|---|
| Health Insurance |
Government Employer |
Payroll Contributions Additional Cost |
Public Sécurité Sociale funded by employer contributions covers ~70% of most medical costs. Employers must offer complementary mutuelle, financing at least 50% of premium, with employee contributions for the rest. |
| Pension/Social Security | Government |
Payroll Contributions |
Basic state pension is financed via contributions. AGIRC-ARRCO supplementary pension has been merged since 2019, with two salary tranches. |
Leave And Holiday Entitlement In France
Annual Leave
Five weeks (2.5 days per month, 25 working days).
At least 12 consecutive days must be taken between May 1 and October 3; the remainder may be taken outside that period. Splitting days rules may apply with employer consent.
Paid Leave Accrual During Sick Leave: From April 2024, paid vacation continues to accrue during both non-work-related and occupational sick leave—up to two days/month (24 days/year) for non-work sickness, and up to 2.5 days/month (30 days/year) for work-related sick leave. You must notify employees within one month of return and carry forward untaken leave for up to 15 months.
Public Holidays
11 public holidays
Sick Leave
There’s no statutory cap on length of absence; Social Security can pay up to one year or longer under qualifying conditions.
Sick leave requires a medical certificate within 48 hours.
Compensation:
-
First three days are generally unpaid (carence), unless waived by collective agreement. In Alsace-Moselle, exemptions apply—benefits may start from Day 1.
-
From Day 4 onward, Social Security pays ~50% of reference salary (based on last three months average), capped (e.g., ~€51.70/day under current ceilings; cap reduces from April 2025).
-
For employees with ≥ one year service and prompt medical submission, the first 30 days are topped up to ~90% of salary by employer; then ~67% up to six months.
After 120 days of continuous illness, you may terminate with one-month notice. A medical certificate is required after 14 days of sick leave.
Maternity Leave
16 weeks standard: six weeks pre-birth, 10 weeks post-birth.
Extended for third child (26 weeks), twins (34 weeks), triplets+ (46 weeks).
Maternity benefit is paid by Social Security—based on prior three-month salary, and subject to a legal cap.
Parental Leave (Congé parental d’éducation) can be shared. Duration and pay vary by family and benefits are paid via Social Security (not from employer).
Paternity Leave
28 days (three days employer-paid mandatory leave at birth, 25 days paid by Social Security & 32 days for multiples), to be used within six months and requires ≥ one month notice.
Parental Leave (Congé parental d’éducation) can be shared. Duration and pay vary by family and benefits are paid via Social Security (not from employer).
Other Types of Leave
-
Parental Leave (Congé Parental d’Éducation): Up to three years unpaid (with possibilities of partial compensation via Social Security depending on family configuration). Option to share between parents after maternity/paternity leave. Requires eligibility via Social Security and meeting affiliation conditions.
-
Exceptional Leave: Common for events (death, marriage, child’s birth):
-
Marriage or civil union: four working days
-
Birth or adoption: three working days
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Funeral of spouse, civil union partner, or concubine: three working days
-
Funeral of a child (over 25): five working days; (under 25): seven working days; (regardless of age, if the child was a parent): seven working days
-
Funeral of a person under the employee’s care (under 25): seven working days
-
Wedding of an employee’s child: one working day
-
Funeral of a parent: three working days
-
Funeral of other ascendants: two working days
-
Funeral of siblings: three working days
-
Funeral of parents-in-law: three working days
-
Announcement of a child’s disability: two working days
-
Adoption leave: 10 weeks
-
Termination and Offboarding in France
French labor law requires careful adherence to notice periods, justifiable grounds for dismissal, and specific documentation. Here’s how to handle each termination type compliantly.
| Type | Possible? |
|---|---|
| Termination for Cause (poor performance, misconduct, etc.) | Yes |
| Termination without Cause | Possible but not recommended. Please consult on a case-by-case basis. |
| Mutual Termination Agreement (MTA) | Yes |
| Redundancy | Not possible under the EOR setup |
France Employee Resignation
Employees are allowed to resign without providing a reason, as long as they give clear and formal notice and comply with the notice period set by you, which typically ranges from one to three months.
Notice
Form
Common practice is a written and signed resignation letter, either hand-delivered against receipt or sent via registered mail with acknowledgment. The employee must clearly and unambiguously express their intent to resign.
Notice period
-
Required in most cases for employees under permanent contracts (CDI)
-
Duration depends on the applicable collective agreement, individual employment contract, or customary practice
-
Common durations:
-
Less than six months of service: one week
-
Six months to less than two years: one month
-
Two years or more: two to three months (varies by sector)
-
-
No notice required for resignation during or at the end of a trial period unless otherwise specified
Payment in lieu of notice or notice waiver
-
If you waive the notice period, the employee is entitled to a compensatory payment equal to what would have been earned during the notice
-
If the employee requests to leave early and you agree, no payment is owed
-
If the employee fails to complete the notice period without your consent, you can claim damages
End-of-Service Benefits
Severance/Gratuity
No severance pay is due in case of resignation, as it’s a voluntary termination.
Other Benefits
-
Paid leave compensation
-
Other contractual or collective benefits
Termination Documentation
At the end of the contract, you’re legally required to provide:
-
Written Notice: Formal communication of the resignation.
-
Certificat de travail: Confirms employment dates and job titles
-
Reçu pour solde de tout compte: Lists all final payments made to the employee. Can be contested by the employee within a specified time limit after signing.
-
Attestation France Travail (formerly Pôle emploi): Needed to apply for unemployment benefits, even though resignation usually doesn’t qualify for them
Employer Termination With Cause in France
Acceptable grounds
A justified dismissal may stem from either personal or economic grounds.
Personal reasons that can warrant termination include insubordination, acts of violence or verbal aggression, theft, frequent unapproved absences, misconduct at work, harassment (whether moral or sexual), lack of professional competence, or failure to meet performance targets.
Economic justifications may involve eliminating or altering roles due to financial strain, organizational restructuring to maintain competitiveness, or the closure of the business.
Notice
Not applicable. No indemnity of notice is due when the dismissal is for cause.
End-of-Service Benefits
Severance
Not payable in case of faute grave or lourde.
Other Benefits
Indemnité compensatrice de congés payés (compensation for unused vacation leave) is still due, unless the employee isn’t eligible. Employees dismissed for cause continue to receive compensation for accrued but unused paid leave.
Termination Documentation
You must prepare and make available:
-
Certificat de travail (work certificate)
-
Attestation France Travail (formerly Pôle emploi certificate)
-
Solde de tout compte (final settlement receipt)
These documents must be accessible (querable) to the employee, though not necessarily sent by mail.
Employer Termination Without Cause in France
Acceptable Grounds
You can only end an employment contract on your own if there’s a legitimate and significant reason.
Form
Termination must be preceded by a préavis (notice period), except in cases of faute grave or faute lourde (serious misconduct), where no notice is required.
Notice period
Per Article L. 1234-1 of the Labor Code:
-
Less than six months of service: duration set by law, collective agreement, contract, or professional custom
-
Six months to less than two years: one month
-
≥ two years: two months, unless more favorable terms apply via contract or convention collective
Payment in lieu of notice or notice waiver
You may choose to release employees from serving their notice periods—usually ranging from one to three months—provided you continue to pay the employee through the end of that period in the form of compensation in lieu of notice. If you waive the notice period (dispense le préavis), the employee receives an indemnité compensatrice de préavis (compensation equivalent to salary during notice).
End-of-Service Benefits
Severance
Employees who have completed at least eight months of service and are dismissed for reasons other than gross misconduct are entitled to severance pay. This compensation amounts to one-quarter of a month’s salary for each year of service up to 10 years, and one-third of a month’s salary for each additional year beyond that.
Other Benefits
-
Any unused paid leave must be paid at termination
-
Other contractual benefits
Termination Documentation
These documents are quérables. You must make the following available:
-
Certificat de travail (Work certificate)
-
Attestation France Travail (Formerly Pôle emploi, used for unemployment benefits)
-
Reçu pour solde de tout compte (Receipt of final account)
Mutual Termination Agreements in France
MTAs are voluntary agreements signed by both parties to terminate an employment contract by mutual consent.
Notice
Form
Initiated by mutual agreement, either party may propose it. There’s no formal requirement for how to request it; an oral or written request is acceptable.
Notice period
None required. Unlike dismissal or resignation, there’s no legal notice period. The termination date is mutually defined in the agreement.
End-of-Service Benefits
Severance
The employee is entitled to a specific indemnity (indemnité spécifique) that can’t be less than the legal dismissal indemnity:
-
One-quarter month’s salary per year of seniority for up to 10 years
-
One-third month’s salary per year for each year beyond the tenth
Collective bargaining agreements or contracts may provide more favorable terms.
Other Benefits
Compensation for unused paid leave must be paid as part of the final settlement. Contractual or optional negotiated benefits can be negotiated as part of the agreement, beyond the bare legal minimum.
Termination Documentation
A written agreement (convention) must be signed by both parties, specifying:
-
The agreed termination date
-
The agreed amount of specific indemnity
Both you and the employee have a 15-calendar-day withdrawal period after signature, during which either can cancel the agreement. After the withdrawal period, the agreement is submitted to the Labor Inspectorate (DREETS) for approval. If no response is received within 15 business days, it’s considered automatically approved.
Offboarding Process for the End of Fixed-term Contracts in France
If the Fixed-Term Contract Ends Normally:
Notice
A CDD automatically expires at its agreed-upon end date. No notice period is required from either you or the employee, unless specified by contract, collective agreement, or custom.
End-of-Service Benefits
Severance/Gratuity
On expiry, the employee is typically entitled to a precariousness indemnity (“indemnité de fin de contrat”), equal to 10% of total gross remuneration received during the contract.
Other Benefits
As with other contract terminations, you must compensate for unused paid leave.
If the Employer Terminates Early:
Acceptable Grounds
Under Article L1243-1 of the French Labour Code, you can lawfully terminate a CDD early only for one of the following reasons:
- Serious misconduct by the employee
- Force majeure
- Unfitness to work, confirmed by an occupational physician
Notice
Depends on the reason for termination.
End-of-Service Benefits
Severance/Gratuity
Depends on the reason for termination.
Final Payment Timing & Immigration and Visa Compliance in France
Final Payment Deadline
All final payments (salary, severance, unused leave, etc.) must be made at the end of the notice period (or departure date if waived).
Penalty
If payments are delayed or the terms aren’t honored, the employee may challenge via the Conseil de prud’hommes (labour court) for claims relating to unpaid amounts or procedural failures.
Visa and Immigration Compliance
There’s no special employer legal duty under labor law unless the employee holds a residence permit linked to employment (e.g., Talent Passport, salaried permit). However:
- The employee may need a new permit or must leave France
- You may be asked to issue certificate of termination if required by OFII (immigration office)
Supporting Guides
Frequently Asked Questions
What’s the 35-hour workweek in France?
The standard workweek in France is 35 hours. Overtime is permitted up to 48 hours per week averaged over 12 weeks. This shorter workweek is designed to promote work-life balance and boost retention.
Do I have to provide health insurance?
Yes. You must offer complementary health insurance (mutuelle), financing at least 50% of the premium. Employees contribute the rest. The public Sécurité Sociale covers about 70% of most medical costs.
How much annual leave do employees get?
Five weeks (25 working days) per year. At least 12 consecutive days must be taken between May 1 and October 3. The remainder can be taken outside that period, subject to splitting rules and your consent.
Does vacation accrue during sick leave?
Yes. From April 2024, paid vacation continues to accrue during sick leave—up to two days/month (24 days/year) for non-work-related sickness, and up to 2.5 days/month (30 days/year) for work-related sick leave. You must notify employees within one month of return and carry forward untaken leave for up to 15 months.
When do I owe severance pay?
For dismissal without cause: employees with at least eight months of service get one-quarter of a month’s salary per year of service up to 10 years, and one-third of a month’s salary per year beyond that. For mutual termination agreements (MTAs), severance can’t be less than the legal dismissal indemnity. Resignation doesn’t require severance.
What’s a mutual termination agreement (rupture conventionnelle)?
It’s a voluntary agreement signed by both you and the employee to end the contract by mutual consent. Both parties have a 15-day withdrawal period after signing. The agreement then goes to the Labor Inspectorate (DREETS) for approval. If no response within 15 business days, it’s automatically approved.
How is sick pay calculated?
The first three days are generally unpaid (carence), unless waived by collective agreement. From day four, Social Security pays about 50% of reference salary (based on last three months average), capped. For employees with ≥ one year service who submit medical certificates promptly, you top up the first 30 days to about 90% of salary; then about 67% up to six months.
What’s the precariousness indemnity for fixed-term contracts?
When a CDD (fixed-term contract) ends normally, the employee is typically entitled to 10% of total gross remuneration received during the contract. This compensates for the temporary nature of the employment.
When must I pay final wages after termination?
All final payments (salary, severance, unused leave, etc.) must be made at the end of the notice period (or departure date if waived). Delays can result in the employee challenging via the labour court (Conseil de prud’hommes).
