--- title: "France" id: "15168" type: "employer-of-record" slug: "france" published_at: "2025-08-12T10:51:56+00:00" modified_at: "2026-09-23T15:41:29+00:00" url: "https://topsourceworldwide.com/employer-of-record/france/" markdown_url: "https://topsourceworldwide.com/employer-of-record/france.md" taxonomy_continent: - "Europe" --- # Employer of Record in France Employ talent in France without a local entity — employer social charges, the SMIC, URSSAF contributions, DSN filing and strict labour law handled by local specialists. [Get Started](https://topsourceworldwide.com/contact-us/) ## Why hire in France through an EOR France is a premier European talent market with famously layered employer costs: no single social-charge rate but a composite of roughly a dozen levies, adding about 44-45% on top of gross for a well-paid role. Below three times the minimum wage a single degressive relief, reformed in January 2026, cuts that sharply — at the SMIC it very nearly cancels it. Add strict dismissal law, the 35-hour week and collective agreements. Through an EOR, all of it is already running. ### No entity required Employ staff across France, one of 164 countries we cover, without registering a French company or maintaining a local presence. ### Social charges handled France has no single employer rate — it’s a composite of roughly a dozen URSSAF and AGIRC-ARRCO lines that comes to about 44-45% of gross for a well-paid role, before relief. We calculate every line correctly and remit monthly. ### The 2026 relief, applied correctly From January 2026 the old Fillon reduction and the reduced maladie and family rates merged into a single degressive relief that now runs all the way to 3 × SMIC. Its reference SMIC is frozen at the January figure for the whole of 2026. We apply it correctly — most flat-percentage estimates ignore it entirely. ### DSN filing and income tax at source France withholds income tax at source (prélèvement à la source) and requires the monthly DSN declaration. We deduct and remit employee tax to the DGFiP and file the DSN every month. ### Working in days, not months We employ your French hires through our established structure — they can be working in days, while incorporating a French entity takes weeks. ## Hire in France without setting up an entity France is one of Europe’s largest and most attractive talent markets — world-class in engineering, technology, luxury and research — but also one of the most complex to employ in. There is no single employer social-charge rate: roughly a dozen separate contributions (health at 13%, old-age pension both capped and uncapped, unemployment, family allowances, the workplace-accident levy and the mandatory AGIRC-ARRCO complementary pensions) combine to add about 44-45% on top of gross salary for a well-paid role. Several are calculated against the social-security ceiling, which for 2026 is €4,005 a month, or €48,060 a year. What changes the arithmetic completely is the relief. On 1 January 2026 the old Fillon reduction merged with the reduced health and family-allowance rates into a single degressive relief that now applies right up to three times the minimum wage — about €65,600 a year — instead of stopping at 1.6 × SMIC as before. Near the SMIC it cancels almost the entire employer charge; at €50,000 it is still worth a few points; above 3 × SMIC it is gone. Any quote built on a single flat percentage is wrong somewhere on that curve. An Employer of Record removes all of it: TopSource employs your French hires with every contribution calculated correctly and the relief applied where due, the SMIC and collective-agreement minimums respected, income tax withheld at source, and the DSN filed monthly. Hire into France fast and compliantly. [Talk to our France team](https://topsourceworldwide.com/contact-us/) ## Calculate Your Employee Costs in France Enter a gross salary to see the full monthly cost of a hire in France — the whole stack of employer social charges plus the employer’s share of the mandatory mutuelle. The estimate is shown before the degressive relief, which applies below 3 × SMIC and can be worth a great deal at lower salaries, so ask us for an exact figure on anything under about €65,600. ##### Employment Cost Calculator *Indicative figures only and not definitive legal advice. Local regulations change frequently. [Consult an expert](/contact-us/) ##### France Annually Monthly | | British Pound | France | | --- | --- | --- | | Base Salary (per month) | | | | Employer Contributions | | | | Total Cost (Annual) | | | | Total Cost (Monthly) | | | Employer of Record services in [Learn more](#) Payroll Outsourcing in [Learn more](#) ## How EOR in France works: the process through TopSource Step 1 ### Confirm the role and structure We agree the position, salary and benefits with you, identify the applicable collective agreement (convention collective) and contract type (CDI or CDD), and map the social-charge cost at that exact salary. Step 2 ### Issue a compliant contract Your new hire receives a written employment contract in French under the Code du travail and the correct convention collective, with probation, working time, notice and mandatory clauses set out. Step 3 ### Register the employment We register the employee with URSSAF and the relevant pension and health bodies, enrol them in the mandatory mutuelle, and arrange occupational-health registration before the start date. Step 4 ### Run payroll in EUR We calculate salary, the full stack of employer social charges with the degressive relief applied where due, deduct employee contributions, CSG/CRDS and income tax at source, and file the DSN each month. Step 5 ### Support the relationship day to day Your account manager and the employee both have a direct line for contract questions, leave (congés payés and RTT), the collective agreement and anything else that comes up. ## Know your France hiring costs before you commit Tell us the role and salary — we’ll send back the full French employment cost, with the 2026 degressive relief calculated at that exact salary, within one business day. [Get a Custom Employment Quote](https://topsourceworldwide.com/contact-us/) ## Employer Costs in France at a Glance ~45% Employer social charges on gross, above 3 × SMIC €1,867 Monthly SMIC (minimum wage) since 1 June 2026 25 Statutory paid leave days (5 weeks), plus RTT ## Employer Costs in France Explained France has no single employer social-charge rate. Employer contributions are a composite of roughly a dozen URSSAF and AGIRC-ARRCO lines that come to about 44-45% of gross for a well-paid role. Below three times the minimum wage a single degressive relief — new in its current form since January 2026 — cuts that substantially, and at the SMIC it very nearly cancels it. The SMIC is €12.31 an hour, or €1,867.02 a month for the legal 35-hour week, since 1 June 2026, and the 2026 social-security ceiling is €4,005 a month. Here’s the breakdown. #### The composite of employer social charges — about 44-45% France doesn’t have a single employer rate; employer charges are the sum of roughly a dozen separate contributions. For 2026 the main lines are health, maternity, disability and death at 13% of gross with no ceiling; old-age pension at 8.55% up to the social-security ceiling plus 2.11% uncapped, the uncapped portion having risen this year; family allowances at 5.25% uncapped; the workplace-accident contribution, set per establishment by the Carsat according to sector and claims history, with a national average net rate of 2.08% for 2026; unemployment insurance at 4.00% plus the wage-guarantee AGS at 0.25%, both capped at four times the ceiling; and the mandatory AGIRC-ARRCO complementary pensions, where the employer pays 4.72% up to the ceiling and 12.95% on the slice between one and eight ceilings, plus the balancing contributions CEG and CET. Smaller levies — the housing contribution FNAL, the autonomy contribution CSA, apprenticeship and training taxes, the construction levy and the social-dialogue contribution — add roughly three points more. The ceiling matters because several lines stop at it: for 2026 it is €4,005 a month, or €48,060 a year. #### The 2026 reform: one degressive relief, now running to 3 × SMIC This is the part most guides still have wrong. Until the end of 2025 France offset its high charges in two separate ways: reduced rates on health (7% instead of 13%, below 2.5 × SMIC) and on family allowances (3.45% instead of 5.25%, below 3.5 × SMIC), plus the Fillon reduction, which tapered away by 1.6 × SMIC. From 1 January 2026 all three were merged into a single degressive relief. The reduced rates no longer exist — the article of the Social Security Code that created the health one was repealed — so every employer now pays 13% and 5.25% at every salary level, and the relief is applied afterwards as one calculation. Its scope is much wider than the old Fillon: it now runs all the way to three times the minimum wage, roughly €65,600 a year, and is worth a minimum of 2% of gross anywhere below that. The practical effect is that employer cost in France is not a flat percentage at all — it is close to zero at the SMIC, still meaningfully reduced at €50,000, and settles at about 44-45% only once you pass 3 × SMIC. There is one trap in 2026 specifically: the reference SMIC used to calculate the relief is frozen at the 1 January figure of €12.02 an hour for the whole year, so the increase to €12.31 on 1 June raised payroll cost without raising the relief that offsets it. We apply the calculation at the exact salary rather than a blunt multiplier. #### SMIC, the 35-hour week, leave and RTT The SMIC is €12.31 per hour, or €1,867.02 per month for the legal 35-hour week, since 1 June 2026 — up from €12.02 in January, because France’s indexation mechanism triggers an automatic mid-year rise whenever prices for the lowest-paid move far enough. The standard working week is 35 hours; hours beyond that are either overtime or, for many staff, offset by RTT days (jours de réduction du temps de travail). Statutory paid leave is 2.5 days per month worked, which the Code du travail counts as 30 jours ouvrables — the same thing as five weeks, or 25 days in the Monday-to-Friday counting most foreign employers use, and many collective agreements add more. Executives (cadres) often work under a forfait-jours annual-days arrangement, capped at 218 days, instead of hourly tracking. We apply the SMIC, working-time rules, congés payés and RTT correctly, and check them against the sector agreement. #### Dismissal, collective agreements and income tax French employment law is protective. Dismissal requires a real and serious cause (cause réelle et sérieuse) and a formal procedure that includes a preliminary meeting. Statutory severance is a quarter of a month’s pay per year of service for the first ten years and a third per year beyond that, and where a dismissal is found unjustified, compensation is set within a statutory scale that runs by seniority — which at least makes the downside quantifiable in advance, something France did not have before 2017. Almost every role also falls under a sector collective agreement (convention collective) that can set higher pay, extra leave, bonuses such as a 13th month, and longer notice; identifying the right one is a first-order decision, not an administrative detail. Employers must also offer and part-fund a complementary health scheme (mutuelle), covering at least half the premium. Income tax is withheld at source on a progressive scale, alongside the CSG and CRDS social taxes, which are employee charges rather than employer ones. As the employer of record, we apply the correct collective agreement, run withholding and manage lawful exits. ## EOR or entity setup: which one fits your France plan? Setting up a French entity means registration with multiple bodies, a dozen contribution lines to calculate every month, the correct collective agreement to identify and apply, and one of Europe’s most protective labour codes — from scratch. The 2026 reform of employer relief added a further wrinkle: the calculation now depends on the exact salary and on a reference SMIC that is deliberately out of step with the real one, so payroll that was merely complicated is now genuinely easy to get wrong. An EOR makes sense while you’re testing the market or hiring a first small team; your own entity usually makes sense once French headcount and permanence justify running that machinery yourself. ### Consider an EOR if you’re: 1. Hiring your first one to five people in France 2. Recruiting French engineering, tech or research talent 3. Testing the French market before committing to an entity 4. Working to a hiring deadline measured in weeks, not months [Get a cost comparison](https://topsourceworldwide.com/contact-us/) ## Why TopSource for Employing in France TopSource for Employer of Record, global payroll or any other of our services represent a simpler, more reliable and transparent option. We don’t hide fees or sneak price increases. We don’t lock you in for employees you don’t use. But we do give you a dedicated point of contact, available on the phone so you get answers fast — including on the questions France raises constantly, from which convention collective applies to how much the 2026 degressive relief is actually worth at the salary you’re offering. We blend HR advisory with in-market expertise, and we stay flexible around the needs of your business. [EOR Services](https://topsourceworldwide.com/employer-of-record/) [France Payroll](https://topsourceworldwide.com/global-payroll/france/) > “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.” Director of Research Operations, > “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.” Chief Human Resources Officer, > “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.” Senior Manager, Human Resources , ## 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 [Read more](https://topsourceworldwide.com/hr-advisory/market-selection-advisory/) ##### Salary Benchmarking Identify and prioritize markets for growth based on talent, cost & regulations [Read more](https://topsourceworldwide.com/hr-advisory/salary-benchmarking/) ##### Global Skills Analysis Map skill availability by region to align talent strategies with business goals.. [Read more](https://topsourceworldwide.com/hr-advisory/global-skills-analysis/) ##### Talent Acquisition Find, hire & onboard the highly skilled team members you need in each locality. [Read more](https://topsourceworldwide.com/talent-acquisition/) ##### Talent Strategy Optimization Optimize your talent strategy to enable your organization to achieve it’s global ambitions. [Read more](https://topsourceworldwide.com/hr-advisory/talent-strategy-optimization/) ##### Global Benefits Review Benchmark your global benefits to boost employee retention. [Read more](https://topsourceworldwide.com/hr-advisory/global-benefits-review/) ## Frequently asked questions ### What does an employee in France actually cost? For a well-paid role, budget about 44-45% on top of gross salary: France has no single employer rate, but a composite of roughly a dozen URSSAF and AGIRC-ARRCO contributions. Below three times the minimum wage — about €65,600 a year in 2026 — a degressive relief cuts that materially, and close to the SMIC it very nearly cancels it. So a €150,000 hire costs about 45% more than gross while a €30,000 one costs far less than that, which is why a single flat percentage is misleading. We quote the exact, salary-specific figure per hire before you commit. ### Why is there no single employer contribution rate in France? Employer charges are the sum of many separate contributions — health at 13%, old-age pension capped and uncapped, family allowances at 5.25%, unemployment and AGS, the workplace-accident levy set per establishment by claims history, and the AGIRC-ARRCO complementary pensions — several of them calculated against the social-security ceiling, which is €4,005 a month for 2026. On top of that a degressive relief is applied afterwards, based on the exact annual salary. The total therefore varies with pay level, sector and even the employer’s own accident record, which is why salary-specific costing matters. ### What is the SMIC in 2026? The SMIC is €12.31 per hour, or €1,867.02 per month for the legal 35-hour week, since 1 June 2026 — up from €12.02 in January, because France’s indexation mechanism can trigger an automatic mid-year increase. Collective agreements may set higher sector minimums. One detail that catches employers out: the reference SMIC used to calculate employer relief is frozen at the January figure of €12.02 for the whole of 2026, so the June increase raised payroll cost without increasing the relief. We apply the current SMIC, any sector minimum and the correct relief automatically. ### What happened to the réduction générale (Fillon reduction) in 2026? It was merged, from 1 January 2026, with the former reduced rates on health and family allowances into one degressive relief. Two things changed materially. The reduced rates are gone, so every employer now pays 13% health and 5.25% family allowances at every salary level. And the relief’s reach roughly doubled: it now tapers away at three times the SMIC, about €65,600 a year, rather than at 1.6 × SMIC. Guides that still describe a taper ending at 1.6 × SMIC are describing the pre-2026 system. We apply the current calculation at the exact salary, so lower-paid roles are costed properly rather than with a blunt flat rate. ### How does dismissal work in France? French law requires a real and serious cause (cause réelle et sérieuse) and a formal procedure, including a preliminary meeting, to dismiss an employee. Statutory severance is a quarter of a month’s pay per year of service for the first ten years and a third per year after that; where a dismissal is judged unjustified, compensation is set within a statutory scale based on seniority, so the exposure is at least quantifiable in advance. Almost every role also falls under a collective agreement that can add requirements. As the employer of record, we run lawful, compliant exits. ### EOR or our own French entity — which should we choose? EOR wins on speed and on carrying France’s dozen-line contribution system, the 2026 relief calculation, collective agreements and DSN filing for you: employees working in days, compliance handled. Your own entity wins on scale once French headcount and permanence are certain. Many clients run both in sequence — EOR to enter, entity once proven — and we transfer the team when the time comes. ### What employee benefits are most competitive to offer in France? 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. ### What is the notice period and termination process in France? There is a statutory floor — under article L1234-1 of the Code du travail, one month’s notice after six months’ service and two months after two years — but in practice the applicable collective agreement usually sets something longer, and cadres commonly have three months. Termination requires a documented, legally valid reason and a formal procedure that includes a preliminary meeting; statutory severance is a quarter of a month’s pay per year for the first ten years and a third per year beyond. Where a Comité Social et Économique exists it may also need to be consulted, which is why local expertise matters on every exit. ### How quickly can you onboard an employee in France through an EOR? An EOR can have your hire working in days — typically two to five — because the employment sits inside a structure already registered with URSSAF, enrolled in DSN reporting and connected to the AGIRC-ARRCO pension bodies and a mutuelle. Incorporating a French company is quick on its own; becoming an operational employer is the slower part — URSSAF registration, pension and occupational-health enrolment, and a payroll setup that correctly applies the 2026 degressive relief commonly run to six to ten weeks. Identifying the right convention collective from day one is part of that, and getting it wrong is expensive to unwind — which an EOR handles as part of onboarding. [Couldn’t find what you were looking for?](/contact-us/) ## Hire Anywhere with Our EOR Services We help you legally employ and pay talent across 164 countries—so you can scale faster. 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Victoria City Currency: Dollar](https://topsourceworldwide.com/employer-of-record/hong-kong/) [Hungary Capital: Budapest Currency: Hungarian Forint](https://topsourceworldwide.com/employer-of-record/hungary/) [Iceland Capital: Reykjavik Currency: Icelandic Króna](https://topsourceworldwide.com/employer-of-record/iceland/) [Indonesia Capital: Jakarta Currency: Rupiah](https://topsourceworldwide.com/employer-of-record/indonesia/) [Ireland Capital: Dublin Currency: Euro](https://topsourceworldwide.com/employer-of-record/ireland/) [Israel Capital: Jerusalem Currency: New Shekel](https://topsourceworldwide.com/employer-of-record/israel/) [Ivory Coast Capital: Yamoussoukro Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/ivory-coast/) [Japan Capital: Tokyo Currency: Yen](https://topsourceworldwide.com/employer-of-record/japan/) [Jersey Capital: Saint Helier Currency: Jersey Pound (JEP) and Pound Sterling (GBP)](https://topsourceworldwide.com/employer-of-record/jersey/) [Jordan Capital: Amman Currency: Dinar](https://topsourceworldwide.com/employer-of-record/jordan/) [Kazakhstan Capital: Astana Currency: Kazakhstani Tenge](https://topsourceworldwide.com/employer-of-record/kazakhstan/) [Kuwait Capital: Kuwait City Currency: Dinar (Kuwaiti Dinar)](https://topsourceworldwide.com/employer-of-record/kuwait/) [Latvia Capital: Riga Currency: Euro](https://topsourceworldwide.com/employer-of-record/latvia/) [Lesotho Capital: Maseru Currency: Lesotho Loti](https://topsourceworldwide.com/employer-of-record/lesotho/) [Liberia Capital: Monrovia Currency: Liberian Dollar](https://topsourceworldwide.com/employer-of-record/liberia/) [Libya Capital: Tripoli Currency: Libyan Dinar](https://topsourceworldwide.com/employer-of-record/libya/) [Liechtenstein Capital: Vaduz Currency: Swiss Franc](https://topsourceworldwide.com/employer-of-record/liechtenstein/) [Lithuania Capital: Vilnius Currency: Euro](https://topsourceworldwide.com/employer-of-record/lithuania/) [Luxembourg Capital: Luxembourg City Currency: Euro](https://topsourceworldwide.com/employer-of-record/luxembourg/) [Madagascar Capital: Antananarivo Currency: Malagasy Ariary](https://topsourceworldwide.com/employer-of-record/madagascar/) [Malawi Capital: Lilongwe Currency: Malawian Kwacha](https://topsourceworldwide.com/employer-of-record/malawi/) [Malaysia Capital: Kuala Lumpur Currency: Ringgit](https://topsourceworldwide.com/employer-of-record/malaysia/) [Maldives Capital: Malé Currency: Rufiyaa](https://topsourceworldwide.com/employer-of-record/maldives/) [Mali Capital: Bamako Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/mali/) [Malta Capital: Valletta Currency: Euro](https://topsourceworldwide.com/employer-of-record/malta/) [Mauritania Capital: Nouakchott Currency: Mauritanian Ouguiya](https://topsourceworldwide.com/employer-of-record/mauritania/) [Mauritius Capital: Port Louis Currency: Mauritian Rupee](https://topsourceworldwide.com/employer-of-record/mauritius/) [Monaco Capital: Monaco City Currency: Euro](https://topsourceworldwide.com/employer-of-record/monaco/) [Mongolia Capital: Ulaanbaatar Currency: Tögrög](https://topsourceworldwide.com/employer-of-record/mongolia/) [Montenegro Capital: Podgorica Currency: Euro](https://topsourceworldwide.com/employer-of-record/montenegro/) [Morocco Capital: Rabat Currency: Moroccan Dirham](https://topsourceworldwide.com/employer-of-record/morocco/) [Mozambique Capital: Maputo Currency: Mozambican Metical](https://topsourceworldwide.com/employer-of-record/mozambique/) [Namibia Capital: Windhoek Currency: Namibian Dollar](https://topsourceworldwide.com/employer-of-record/namibia/) [Nepal Capital: Kathmandu Currency: Rupee](https://topsourceworldwide.com/employer-of-record/nepal/) [New Zealand Capital: Wellington Currency: Dollar](https://topsourceworldwide.com/employer-of-record/new-zealand/) [Nicaragua Capital: Managua Currency: Córdoba](https://topsourceworldwide.com/employer-of-record/nicaragua/) [Nigeria Capital: Abuja Currency: Nigerian Naira](https://topsourceworldwide.com/employer-of-record/nigeria/) [Norway Capital: Oslo Currency: Norwegian Krone](https://topsourceworldwide.com/employer-of-record/norway/) [Oman Capital: Muscat Currency: RIAL](https://topsourceworldwide.com/employer-of-record/oman/) [Pakistan Capital: Islamabad Currency: Pakistani Rupee](https://topsourceworldwide.com/employer-of-record/pakistan/) [Panama Capital: Panama City Currency: Balboa](https://topsourceworldwide.com/employer-of-record/panama/) [Papua New Guinea Capital: Port Moresby Currency: Papua New Guinean Kina](https://topsourceworldwide.com/employer-of-record/papua-new-guinea/) [Paraguay Capital: Asunción Currency: Guaraní](https://topsourceworldwide.com/employer-of-record/paraguay/) [Peru Capital: Lima Currency: Peruvian Sol](https://topsourceworldwide.com/employer-of-record/peru/) [Philippines Capital: Manila Currency: Peso](https://topsourceworldwide.com/employer-of-record/philippines/) [Portugal Capital: Lisbon Currency: Euro](https://topsourceworldwide.com/employer-of-record/portugal/) [Puerto Rico Capital: San Juan Currency: Dollar](https://topsourceworldwide.com/employer-of-record/puerto-rico/) [Qatar Capital: Doha Currency: Riyal](https://topsourceworldwide.com/employer-of-record/qatar/) [Romania Capital: Bucharest Currency: Romanian Leu](https://topsourceworldwide.com/employer-of-record/romania/) [Rwanda Capital: Kigali Currency: Rwandan Franc](https://topsourceworldwide.com/employer-of-record/rwanda/) [Saint Kitts & Nevis Capital: Basseterre Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-kitts-nevis/) [Saint Lucia Capital: Castries Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-lucia/) [Saint Vincent & the Grenadines Capital: Kingstown Currency: Dollar](https://topsourceworldwide.com/employer-of-record/saint-vincent-the-grenadines/) [Saipan Capital: Capitol Hill Currency: US Dollar](https://topsourceworldwide.com/employer-of-record/saipan/) [San Marino Capital: City of San Marino Currency: Euro](https://topsourceworldwide.com/employer-of-record/san-marino/) [Saudi Arabia Capital: Riyadh Currency: Riyal](https://topsourceworldwide.com/employer-of-record/saudi-arabia/) [Senegal Capital: Dakar Currency: West African CFA Franc](https://topsourceworldwide.com/employer-of-record/senegal/) [Serbia Capital: Belgrade Currency: Serbian Dinar](https://topsourceworldwide.com/employer-of-record/serbia/) [Seychelles Capital: Victoria Currency: Seychellois Rupee](https://topsourceworldwide.com/employer-of-record/seychelles/) [Slovakia Capital: Bratislava Currency: Euro](https://topsourceworldwide.com/employer-of-record/slovakia/) [Slovenia Capital: Ljubljana Currency: Euro](https://topsourceworldwide.com/employer-of-record/slovenia/) [Solomon Island Capital: Honiara Currency: Solomon Islands Dollar](https://topsourceworldwide.com/employer-of-record/solomon-island/) [South Korea Capital: Seoul Currency: Won](https://topsourceworldwide.com/employer-of-record/south-korea/) [South Sudan Capital: Juba Currency: South Sudanese Pound](https://topsourceworldwide.com/employer-of-record/south-sudan/) [Sri Lanka Capital: Colombo Currency: Rupee](https://topsourceworldwide.com/employer-of-record/sri-lanka/) [St-Maarten Capital: Philipsburg Currency: Caribbean Guilder](https://topsourceworldwide.com/employer-of-record/st-maarten/) [Sudan Capital: Khartoum Currency: Sudanese Pound](https://topsourceworldwide.com/employer-of-record/sudan/) [Suriname Capital: Paramaribo Currency: Surinamese Dollar](https://topsourceworldwide.com/employer-of-record/suriname/) [Sweden Capital: Stockholm Currency: Swedish Krona](https://topsourceworldwide.com/employer-of-record/sweden/) [Taiwan Capital: Taipei Currency: Dollar](https://topsourceworldwide.com/employer-of-record/taiwan/) [Thailand Capital: Bangkok Currency: Thai Baht](https://topsourceworldwide.com/employer-of-record/thailand/) [Trinidad & Tobago Capital: Port of Spain Currency: Trinidad and Tobago Dollar](https://topsourceworldwide.com/employer-of-record/trinidad-tobago/) [Tunisia Capital: Tunis Currency: Tunisian Dinar](https://topsourceworldwide.com/employer-of-record/tunisia/) [Uganda Capital: Kampala Currency: Ugandan Shilling](https://topsourceworldwide.com/employer-of-record/uganda/) [United Kingdom Capital: London Currency: Pound Sterling](https://topsourceworldwide.com/employer-of-record/united-kingdom/) [US Virgin Island Capital: Charlotte Amalie Currency: United States Dollar](https://topsourceworldwide.com/employer-of-record/us-virgin-island/) [Venezuela Capital: Caracas Currency: Venezuelan Bolívar](https://topsourceworldwide.com/employer-of-record/venezuela/) [Zambia Capital: Lusaka Currency: Zambian Kwacha](https://topsourceworldwide.com/employer-of-record/zambia/) [Zimbabwe Capital: Harare Currency: Zimbabwe Gold (ZiG)](https://topsourceworldwide.com/employer-of-record/zimbabwe/) Load more