|Tuesday||Jan-01||New Year's Day|
|Friday||Apr-19||Good Friday||Alsace and Moselle|
|Monday||Apr-22||Easter Monday||Lundi de Páques|
|Thursday||May-30||Ascension Day||40 days after Easter|
|Monday||Jun-10||Whit Monday||7th Monday after Easter. Also Known as Pentecost Monday|
|Sunday||Jul-14||Bastille Day||French National Day|
|Thursday||Aug-15||Assumption Day||Assumption of Mary|
|Friday||Nov-01||All Saints' Day|
|Thursday||Dec-26||St. Stephen's Day||Celebrated on 26th December. Alsace and Moselle|
French fixed Public Holidays that fall on a Sunday are celebrated on the following Monday.
No time off in lieu is granted when a Public Holiday falls on a Saturday.
If a public holiday falls on a Thursday, it is common for many workers to take the Friday as a 'pont' (bridge) to create a long weekend.
Only Labour Day (May 1st) is a statutory public holiday in France. The rest of the holidays are granted byagreement between employers' and employees' unions or by agreement of the employer.
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Employer of Record
As low as $700 per month
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1,498.47 EUR per month ($1753.60)
Full time employment is considered 35 hours weekly.
Employees must not work more then 48 hours weekly, 44 hours per week during 12 consecutive weeks, and 10 hours a day.
First bracket contribution is (up to a monthly ceiling of 3311€):
› Employer 4.65%
› Employee 3.1%
For the remaining salary:
Non-executive employees (ARRCO)
– AGFF bracket 1: 1.2% (Up to monthly ceiling of 3311€);
– Bracket 2: 12.15% (from 3,311£ to 9,933 €);
– AGFF bracket 2: 1.3% from 3,311 to 9,933 €
– AGFF bracket 1: 0.8% (Up to monthly ceiling of 3311€);
– Bracket 2: 8.1% (from 3,311£ to 9,933 €);
– AGFF bracket 2: 0.9% from 3,311 to 9,933 €
Executive employees (AGIRC)
– Bracket B: 12.75% (from 3,311£ to 13,224 €);
– Bracket C: 12.75% (from 13,224£ to 26,488 €);
– AGFF brackets B and C: 1.3% from 3,311 to 26,488 €
– Bracket B: 7.8% (from 3,311£ to 13,224 €);
– Bracket C: 12.75% (from 13,224£ to 26,488 €);
– AGFF brackets B and C: 0.9% from 3,311 to 26,488 €
Employers contribute 47.45% of workers wages.
The social security ceiling has been raised to 39,732 EUR annually (from 29,228 EUR), and 3,311 EUR monthly (from 3,269 EUR).
The French Social Security takes in charge of majority of the main
expenses for health, prescription drugs, dental, vision, surgery,
healthcare, and hospitalization. • For additional coverages and
other medical expenses which are not taken in charge by the Social
Security, it is common for companies to provide a private medical
Subscription to NOVALIS is mandatory, and the contributions are paid
60% by the company and 40% by the employee.
"Disability - Social Security pays 50% of the salary until a ceiling (slice A
= 3311 € for 2018) for a max of 3 years.
After this period, once the indemnity is no longer 100%, Novalis
completes the salary (on top of the Social Security) to min 75% and
max 90% of the salary.
The percentage is dependent on the number of children, a work or
non-work related accident or maternity leave.
For long term disability (after 3 years), employees are paid by Social
Security. On top of this, Novalis pays a percentage of the salary. The
payout percentage is dependent on the type of disability.
In the event of death, beneficiaries receive a capital or a widowhood
pension. This amount is calculated by the gross salary and different
formulas that can be chosen (lump sum or lump sum + educational
During probation period, notice period is 1-2 days, and no resoning is required.
In a defined agreement termination of an employee is effectively not possible (termination will require a case in labor course which employers are likely to lose).
In undefined agreements, notice is 1-2 months for employees, and 3 months for executives. Good reasoning must be given.
Employer must pay all wages and the 10% bonus of wages on defined agreements. If employees are fied during the probation period the employer pays 10% over the actual gross wages.
For open ended contracts employees must provide advance notice to their employer. The length of notices is decided on between parties
If the employee is dismissed for non economic reasons and has been working in the company for 2 years but less than 10 years, they will receive 1/10 of regular monthly salary for each year of employment. If its over 10 years, they will receive 1/5 of regular monthly salary.
If the employee was dismissed due to economic reasons, and has been working at least 2 years but less than 10 years, then they will receive 2/10 of the regular monthly salary for each year they worked in the company. For employment of over 10 years, they will receive 2/5 of regular monthly salary for each year they worked in the company.
Employees who worked a full year receive five weeks (twenty five days) of paid holidays. Less than a year, they get 2.5 working days off for each month they work.
There is no official regulatory number of sick days an employee is entitled to. The period of paid sick leave is dependent on years of employment in the company and number of days the employee will be absent. A doctors note must be sent within 48 hours after the employee has become ill.
Maternity leave is provided depending on the number of children.
* Single birth, bringing mothers number of children to one or two: 16 weeks (6 before birth, and 10 after)
* Single birth, bringing mothers number of children to three or more: 26 weeks (8 before birth, 18 after)
* Birth of twins: 34 weeks (12 weeks before, 22 weeks after)
* Birth of triplets or more: 46 weeks (24 weeks before, 22 weeks after)
*** If the mother suffers an illness during pregnancy, she is entitled to two additional weeks before birth, and four additional weeks after birth.
Male employees are entitled to three days leave on the birth or adoption of a child. They are also entitled to 11 consecutive days paternity leave (18 if there are multiple births or adoptions), which must be taken within the four months following birth or adoption.
"Employees who have worked for at least one year before the date of their child's birth, (or before welcoming a child no older than 16 years to their home with a view to adoption) can take parental leave or choose to work part-time. This right extends until the child's third birthday, (unless the child was aged between three and 16 on arrival, in which case the adoptive parent can take one year's parental leave from the date of arrival).
If employees take parental leave, their employment contract is suspended and the employer does not have to pay compensation. However, the employees can receive certain indemnities from the social security system.
Parents can also benefit from additional leave when their child is sick, which usually amounts to between three and five days depending on the child's age and the parent's number of children. However, if the child suffers from a serious illness or disability, or an accident, which requires continuous parental presence or constraining care, the parents can take a specific leave of 310 days over three years."
Salaries are paid on monthly basis for work between the first to last day of the month. Paydays are at the end of each month.
20% standard rate.
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