Employer of record services in France
Grow your team in France without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.
Loved by our Customers
Quickly & easily employ in France without an entity
Entity-free employment
Stay compliant
Dedicated support
Sync with your HR systems
“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Employing in France made simple
Growing your workforce in France doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.
Global Employee Cost Calculator
Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.
Employment Cost Calculator
*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expertFrance
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More than an Employer of Record.
Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.
Market Selection Advisory
Compare available talent, compensation, additional costs and regulations across different countries
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Salary Benchmarking
Identify and prioritize markets for growth based on talent, cost & regulations
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Global Skills Analysis
Map skill availability by region to align talent strategies with business goals..
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Talent Acquisition
Find, hire & onboard the highly skilled team members you need in each locality.
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Talent Strategy Optimization
Optimize your talent strategy to enable your organization to achieve it’s global ambitions.
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Frequently asked questions
Yes. We manage France’s employer social charges, which are among the highest in Europe at roughly 40-45% of gross salary, along with mandatory complementary health insurance (mutuelle) that every employer must offer. We apply the correct collective bargaining agreement (convention collective) for the employee’s sector, since these agreements often set pay scales, notice periods, and benefits above the statutory minimums in the Code du Travail.
Beyond the mandatory mutuelle health cover, competitive French employers typically provide meal vouchers (titres-restaurant), a transport allowance (subsidizing at least 50% of public transport costs is a legal requirement in most cases), and profit-sharing schemes, which are common and tax-advantaged. The applicable collective bargaining agreement often dictates minimums here too, so benefits need to be checked against the sector-specific convention collective.
Notice periods in France are largely governed by the applicable collective bargaining agreement rather than a single statutory rule, and typically range from one to three months depending on role and seniority. Termination requires a documented, legally valid reason, and severance is calculated based on tenure. France’s Comité Social et Économique (CSE), where one exists, may also need to be consulted for certain terminations, making local expertise essential.
An EOR can typically onboard within one to two weeks once the correct collective bargaining agreement and contract terms are confirmed, compared with the couple of months often required to set up a French entity, register with URSSAF for social contributions, and establish compliant payroll. Correctly identifying the applicable convention collective from day one avoids costly corrections later, which an EOR handles as part of onboarding.
France’s Code du Travail, high social charges, and sector-specific collective bargaining agreements make compliance genuinely complex for employers without in-country expertise. An EOR absorbs that complexity and the associated legal liability, letting you hire in France quickly and correctly without incorporation costs, while giving you room to set up an entity later if your French headcount grows.
Hire Anywhere with Our EOR Services
We help you legally employ and pay talent across 180+ countries—so you can scale faster.
