Payroll Service for your
employees in France

Do you want to hire an employee in France without a permanent establishment but need a French payroll?

IPS can help you hire and pay employees in France in compliance with the law, even without a French branch or permanent establishment.

There are 2 ways you can hire someone in France without a permanent establishment:

• Employer of Record (France) – this is where your employee is employed directly by us and deployed to you full time. This is also known as Portage Salarial or employee leasing in France.
• Direct employment in your company but with payroll accounting according to French law by registering your company as a foreign employer in France.

 

Both employment options offer their advantages and disadvantages. Contact us to find out which one suits your project better. We will be happy to advise you and find the best solution for your company.

IPS is your global payroll solution for a successful and fast international expansion without a permanent establishment.

Remote Work Full Time from France – Information for Hiring Employees in France

To ensure that you succeed in your first attempt abroad, IPS as your international payroll partner is here to assist you with the correct employment of your employees in France and the preparation of French payroll in accordance with the laws of the country. Following is some information to help you understand the French payroll system.

Wage costs

France is one of the countries with the highest employer costs in Europe. Approximately 45% of the employee’s gross salary needs to be added on top of the gross salary in order to calculate the total employment cost in France.

If you do not have an office in France, you will need a service like IPS to calculate and pay these additional employer costs correctly according to French law. With international payroll in France from IPS, you can ensure that your employee is paid compliantly according to French law.

International payroll services in France requires compliance with French employment law.

As your international payroll service in France, we make sure you are equipped with the information you need. 

Illness

When an employee becomes sick in France, the employee has 48 hours to notify the employer as well as the CPAM (the organisation for basic health insurance). The doctor signs a note called a ‘avis d’arrêt de travail’. This is sent to the employer and the CPAM.

Vacation and public holidays

In France one receives 2.5 days of holiday for every month worked. The equates to 30 days a year. 

There are 11 national public holidays.

• January 1^st – New Year’s Day
• Easter Monday
• May 1^st – Labour Day
• May 8^th – Victory Day
• Ascension Day
• Whit Monday (Lundi de Pentecôte)
• July 14^th – Bastille Day
• August 15^th – Assumption of Mary
• November 1^st – All Saints Day 
• November 11^th – Armistice Day
• December 25^th – Christmas

Probationary period/termination

There is no notice period for the first 6 months of employment. Thereafter, it is one month and increases to 2 months for employees who have been with the company for two years or more. For middle and senior managers it is 3 months. In the case of dismissal for personal reasons (disciplinary, personal), a discussion with the employee must have taken place beforehand in which the reasons for dismissal were communicated and an attempt was made to reach an agreement. In the case of economic reasons, all possibilities must have been exhausted (e.g. retraining/adaptation) to enable the employee to continue working in the company. The employee’s notice period is determined by contract. A termination agreement can also be concluded to end the employment relationship. However, this is subject to strict formal requirements.

There is a legal entitlement to severance pay if the notice of termination is given by the employer and the employee has been continuously employed by the company for more than one year.

As your international payroll company in France, we will ensure that you comply with the legal framework when giving notice.

Expand well prepared in France

Deploying your own staff in France requires sound legal know-how and knowledge of all compliance requirements. French legislation in these matters is often complex and constantly evolving. We support you with our specially trained team in cross-border payroll accounting.

Avoid improper hiring, compliance violations or even fines, and open up new locations with skilled candidates in a flexible way with our International Payroll services.

We take care of legally compliant payroll, social security contributions and everything else. You’ll receive a simple invoice from us that includes everything – international payroll outsourcing without a permanent establishment has never been easier.