Global Employment / EOR
Hire, pay, and stay compliant in countries where you have no entity — composed from ModernHRTech shared platforms
Country Intelligence
Searchable country guide backed by the Global Employment Rules Engine.
Illustrative demo data — not legal advice. Country rules shown are fictionalized examples for product demonstration only.
France
Highly regulated labor market with sector-specific collective agreements that shape pay, leave, and notice.
Country riskMedium
Reviewed Sep 12, 2026 · Next Dec 12, 2026
62 EOR workersEmployment framework (illustrative)
- EOR Availability
- Available
- Employing Entity Type
- SAS (Société par actions simplifiée) · Owned entity
- Payroll Frequency
- Monthly
- Currency
- EUR
- Probation
- Up to 4 months for managers, renewable once by agreement
- Notice Period
- 1–3 months depending on seniority and collective agreement
- Statutory Leave
- 25 working days paid leave
- Employer Contributions
- ~42% of gross salary (illustrative)
- 13th-Month Pay
- Not statutory; common under collective agreements
- Benefits
- Mandatory complementary health (mutuelle), meal vouchers common
- Termination Considerations
- Just cause required; formal pre-dismissal meeting and severance based on tenure
- Data Residency
- EU (GDPR)
- Right-to-Work
- EU citizenship or valid work permit / talent passport
Common compliance risks
- Collective agreement (CBA) misalignment
- Working time limits (35h)
- Mutuelle enrollment gaps
Illustrative demo data — not legal advice. Do not rely on this content as current legal requirements for France.