Capital and main business cities: Paris is the capital. Key business and employment hubs include Paris, Lyon, Marseille, Toulouse, Bordeaux, Lille, Nantes, Strasbourg, and Nice.

Official language and currency: French is the official language. The currency is the Euro (EUR).

Time zone: Metropolitan France uses Central European Time (CET, UTC+1), with Central European Summer Time (CEST, UTC+2) during daylight saving. Overseas territories have different time zones.

Population and labour force: France and its overseas departments have a population of approximately 68 million (subject to latest INSEE data). The labour market is service-oriented, with significant industrial, construction, agricultural, and technology sectors.

Main industries: Aerospace, automotive, luxury goods, pharmaceuticals, chemicals, agri-food, tourism, finance, insurance, information technology, artificial intelligence, energy, and nuclear power.

Economic environment: France is the second-largest economy in the Eurozone, highly open, with many foreign investors. Labour law is comprehensive, dismissal protection is strong, and employer social security contributions are high.

Legal system: Civil law system. Labour law is mainly codified in the Code du travail, supplemented by industry collective agreements (convention collective) and company agreements.

Labour authorities: Ministry of Labour (Ministère du Travail), Labour Inspectorate (Inspection du travail), URSSAF for social security and family allowances, CNAV/CARSAT for pensions, CNAM for health insurance, France Travail/Unédic for unemployment insurance, and CNAM for work injury.

Trade union influence: Trade unions are influential, and collective bargaining coverage is high. Industry collective agreements often set minimum wages, job classifications, allowances, notice periods, and severance pay.

Foreign workforce: Foreign employees require work permits. France operates an employer sponsorship system, with simplified or exempt procedures for certain highly skilled talents, researchers, intra-corporate transferees, and graduates.

Remote work: Remote work requires employer-employee agreement, which can be set through collective agreements, company agreements, or employment contracts. Cross-border remote work involves social security, tax, and immigration risks.

Employment risks for foreign companies: Strict dismissal procedures, employee classification risks, applicable collective agreements, high social security burden, work permit compliance, personal data protection, restrictive non-compete rules, and cross-border tax risks.

Note: The above is general information. Specific application depends on industry collective agreements, company size, employee category, and local legal advice.

Core labour law: The French Code du travail is the core legislation. Industry collective agreements (convention collective) are generally mandatory.

Employment standards: Employment contracts can be permanent (CDI), fixed-term (CDD), temporary (intérim), apprenticeship (apprentissage), or professionalisation (professionnalisation). CDI is the default form.

Anti-discrimination: Discrimination based on origin, gender, age, family status, pregnancy, health, disability, sexual orientation, religion, political opinion, or trade union activity is prohibited. Source: French Code du travail and Code pénal.

Anti-harassment: Employers must prevent and stop sexual harassment and moral harassment. Source: French Code du travail.

Equal employment: Equal pay for equal work between men and women. Employers must comply with professional equality obligations.

Occupational health and safety: Employers must assess occupational risks, develop prevention plans, provide training, supply protective equipment, and involve the Social and Economic Committee (CSE) in health and safety matters.

Privacy and background checks: Employer collection of candidate information must comply with the GDPR and French Data Protection Act. Background checks must be job-related, proportionate, and notified in advance. Criminal record checks are strictly limited.

Minimum wage: France has the SMIC (salaire minimum interprofessionnel de croissance). The specific 2026 rate is subject to official government announcement. SMIC is usually adjusted annually and may be adjusted earlier due to inflation. Source: French Ministry of Labour.

Wage payment: Wages must be paid at the contractually agreed frequency, usually monthly. Payslips (bulletin de paie) are mandatory.

Working time: Statutory working time is 35 hours per week. Working time arrangements, overtime, shift work, or annualised hours can be arranged by agreement.

Rest: At least 11 consecutive hours of daily rest and at least 24 hours of weekly rest (usually 35 hours).

Overtime: Overtime beyond statutory hours must be paid or compensated with time off. Overtime rates are typically 125%, 150%, etc., depending on agreement. Annual overtime caps apply.

Public holidays: France has 11 national statutory public holidays. Some holidays may vary by region or industry agreement.

Annual leave: Employees accrue 2.5 working days of paid annual leave per month worked, typically 25 working days per year. Source: French Code du travail.

Sick leave: Employees must provide a medical certificate. Sick leave may qualify for social security daily allowances, and employers may supplement pay (depending on collective agreement).

Probation period: CDI probation is typically 2 months (workers and employees), 3 months (technicians and supervisors), 4 months (executives), extendable by collective agreement. CDD probation depends on contract duration.

Fixed-term contracts: CDD requires a written contract, specifying the reason, with a maximum duration generally of 18 months, renewable. Misuse of CDD may lead to reclassification as CDI.

Confidentiality: Employment contracts may include confidentiality obligations.

Intellectual property: Work created by employees in the course of employment generally belongs to the employer, but inventors have rights to additional remuneration.

Non-compete: Non-compete clauses must be in writing, limited in time, geography, and job scope, and compensated financially. Otherwise, they may be invalid.

Labour inspection: The Labour Inspectorate may conduct inspections, require remediation, impose administrative fines, and initiate criminal proceedings.

Penalties: Violations of labour law may result in administrative fines, criminal penalties, and damages.

Record-keeping: Employers must retain payslips, working time records, contracts, and social security declarations.

Note: Specific obligations depend on industry collective agreements and company size.

National statutory public holidays (2026):

Notes:

• Easter Monday, Ascension Day, and Whit Monday are movable dates based on Easter.
• Some industries or regions may have additional holidays or different rules.
• Holiday work pay or time off rules depend on collective and company agreements.
• Specific 2026 dates are subject to government announcement.

Source: French Code du travail and Ministry of Labour announcements.

Permanent contract (CDI): Default form for long-term roles. Dismissal requires real and serious cause and procedure.

Fixed-term contract (CDD): For temporary, replacement, seasonal, or project roles. Written contract required, specifying reason and duration. Maximum generally 18 months. Misuse may lead to reclassification as CDI.

Part-time: Working hours below statutory hours. Written contract required. Employees have equal rights.

Temporary work (intérim): Hired through temporary work agencies for short-term replacement, seasonal, or temporary workload increases. Employee contracts with the agency; the user company contracts with the agency.

Labour dispatch: France strictly regulates labour dispatch (prêt de main-d'œuvre), prohibiting for-profit labour leasing unless it is temporary work or specifically permitted by law.

Independent contractor: Must ensure no subordination relationship. If subordination exists, it may be reclassified as employment.

Freelancer: Usually registered as independent professional, responsible for own social contributions.

Interns: Internship agreement required, typically up to 6 months, with statutory allowance.

Apprentices: Through apprenticeship contract (contrat d'apprentissage), with special social security and training.

Project-based personnel: Contract nature and duration must be clear.

Remote employees: Remote work arrangements must be specified in contract or agreement.

EOR/PEO: EOR is used when no local entity exists, requiring compliance. PEO is typically for payroll and administrative outsourcing, but employer responsibility remains with the client.

Misclassification risk: Misclassifying employees as independent contractors may lead to social security back payments, tax penalties, and criminal penalties.

False outsourcing risk: If an outsourcing arrangement is substantively labour dispatch, it may be reclassified.

Note: Employment forms should be based on business needs and compliance requirements.

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