This introduction explains how statutory rules and everyday practice shape employment in France today.
The French Labor Code sets a strong baseline for employees and employers. It fixes a 35-hour standard week, overtime premiums, paid leave accruals and strict safety duties.
Recent reforms (2023–2024) changed retirement age to 64, strengthened whistleblower protections, set quotas for women in senior roles, expanded hiring information and allowed holiday accrual during certain sick leave.
This Ultimate Guide previews practical chapters on legal sources, contracts, working time, pay, leave, safety, equality, posted workers, social security and endings. It shows how companies balance statutory minimums with sector or company agreements that may offer better terms.
Expect clear steps, short examples, and plain guidance so employees and companies can comply and avoid disputes.
Table of Contents
Key Takeaways
- The Code provides core protections: 35-hour week, overtime premiums and paid leave accrual.
- 2023–2024 reforms affect retirement, whistleblowing, leadership quotas and hiring info.
- Sector agreements can offer better terms than the law; check those first.
- Health, safety and equal treatment rules shape daily scheduling and pay.
- This guide gives practical steps for compliance and dispute avoidance.
Ultimate Guide overview: how French labor law shapes work and business today
This guide maps how current employment rules shape daily work and business practice in France. It is for employees, employers, and any company doing business here that needs a plain-English roadmap to the rules and practical steps.
Who this guide helps
Employees get clear notes on rights, contracts, leave, and dismissal safeguards. Employers and companies learn what to update in policies and handbooks.
What changed this year
- Standard week: 35 hours; overtime paid at 25% then 50%.
- Right to disconnect remains in place since 2017 and shapes internal policies.
- Pension age moved to 64 with options to combine work and retirement to build a second pension.
- Whistleblower protections let reports reach authorities and raise confidentiality duties for employers.
- Decree 2023-1004 tightens hiring information and timelines for written terms; see the hiring information summary.
- 2024: paid holiday now accrues during non-work-related sick leave and may carry over for 15 months.
« Practical compliance starts with clear contracts and updated internal procedures. »
Quick example: A small company updates its handbook this year to add sick-leave holiday accrual, a whistleblower channel, and clearer employment contracts at hire. That simple package reduces disputes and keeps schedules predictable.
| Area | Key change | What employers must do |
|---|---|---|
| Working time | 35h standard; overtime pay | Adjust schedules and payroll rules |
| Whistleblowing | Expanded reporting | Create confidential channels and train staff |
| Leave | Holiday accrual on sick leave (15-month carryover) | Update leave policies and carryover tracking |
The legal framework: sources, hierarchy, and how rules are made
Understanding where rules come from helps both employees and employers apply the correct standards at work. Sources stack from the Constitution down to company practices, and courts often decide how those sources work together in specific cases.
Main sources in order of priority
- Constitution and national public-order principles.
- European instruments: Treaties, Regulations, Directives and ECJ case law, plus the European Convention on Human Rights.
- The Labor Code (statutes, decrees, and regulations).
- Case law from the Cour de cassation and the Conseil d’Etat on certain protected employee issues.
- Collective bargaining agreements (CBAs) and binding sector rules.
- Company accords, atypical agreements and long-standing practices (usages), which can become binding but may be ended with notice.
Case law plays a key role in clarifying tricky terms and applying rules to real facts. Courts interpret contracts, health duties, dismissal processes, and the interplay between CBAs and company-level arrangements.
How CBAs and company accords interact
CBAs bind companies by main activity and set minimums. Company accords can improve terms for employees. When a company rule is more favorable, it usually prevails for the affected workers.
| Source | Who it binds | Typical impact |
|---|---|---|
| Constitution / EU instruments | All public bodies and courts | Sets fundamental rights and directs national updates |
| Labor Code and decrees | All employers and employees | Core employment rules: hours, leave, safety |
| Collective bargaining agreements | Companies in covered sectors | Sector-specific terms on pay and hours |
| Company accords and usages | Signatory company staff | Tailored rules that can be more generous |
Recent reform simplified dismissal paperwork and added a 15-day window for requesting clarifications about reasons for dismissal. Employers should use the model letter and meet response deadlines to reduce disputes.
Tip: Always check the applicable CBA and keep written records of company accords and usages to avoid disagreement over periods of application and changes.
Who is covered: employees, employers, and foreign workers’ right to work
Coverage rules for employees vary by status, nationality, and whether the work is posted or local. Access to the workforce often depends on citizenship and the contract that links a person to an employer.
EU/EEA/EFTA and permit basics
EU, EEA and Swiss citizens generally have the right to work without a permit. Post-Brexit, UK citizens usually need authorization unless protected by prior residence rights.
Most non-EU nationals require employer sponsorship for an employment permit. Employers must verify documents at hire and track renewals during the employment period.
Posted employees versus local hires
Posted workers stay on a foreign payroll but perform work here for a set period. They must receive core protections under French provisions when those rules are more favorable.
- Remuneration must match the Labor Code or an extended CBA for the activity.
- Since July 30, 2020, transport, meal and accommodation expenses for posted staff must be reimbursed separately from pay.
- Week-based working time and safety rules apply; schedules should reflect local caps and rest periods.
Practical tip: Employees should keep copies of permits and contracts. Employers should keep clear files to show compliance for inspections and plan long-term strategies when assignments extend into years.
Note: Check sector CBAs to confirm the correct minimum pay and supplements for posted staff.
Employment contracts in France: terms, trial periods, and collective agreements
Knowing which contract applies helps both sides set clear expectations for pay, hours, and duration.
CDI and CDD: main differences
A CDI is a permanent contract. It can be full- or part-time and has no fixed end date.
A CDD is a fixed-term contract. Most CDDs run up to 18 months and may extend to 24 months in limited cases. All contracts must be in writing and state essential terms.
Trial periods and collective rules
Trial periods vary by contract and may be set or extended by applicable collective agreements. An employee should check the written terms for length, renewal rules, and any CBA clauses that affect the period.
Transparent and predictable working conditions
Decree n° 2023-1004 requires employers to give core hiring information quickly. Most items must arrive within 7 days; others within 30 days.
- Position, pay, trial length, working hours and holiday entitlements
- Training rights, health and pension coverage, termination procedure, applicable CBAs
- Workers sent abroad for over 4 weeks need extra written details (mission length, pay currency, allowances)
- Fixed-term or temporary staff after 6 months can request open permanent roles; the company must respond within one month
Tip: Keep signed copies of all contracts and annexes. Employers should standardize templates to avoid disputes and tribunal claims.
Wages and salary: minimum wage, pay periods, and wage supplements
How wages are set and shown on payslips matters for both the employee and the employer. Pay is usually processed monthly, so the payslip must list gross salary, all deductions, net pay and any supplements per month.
Gross vs. net, supplements, and minimums
Gross salary is the total before social contributions. Net is what lands in the bank after deductions.
Sector agreements often add wage grids and supplements for night work, Sunday shifts, seniority or hazardous tasks. The minimum wage or an extended CBA sets the floor for any contracts in force.
Overtime, payslips and proof
Where no extended CBA provides otherwise, overtime is paid +25% for hours 36–43 and +50% from the 44th hour. May Day, when work is authorized, is paid at +100%.
- Keep accurate working hours records—these support correct pay and avoid disputes.
- Payslips should show base rate, overtime lines, supplements, and months of service where relevant.
- Employers must retain proof of payment and provide documents on request from inspectors.
Example: If base hourly pay is €10, hours 36–43 are paid at €12.50; hour 44 is €15. That breakdown appears on the monthly payslip so the employee can verify totals.
| Item | What appears on payslip | Why it matters |
|---|---|---|
| Base salary | Gross amount per month and hourly rate | Confirms contractual pay and minimum wage compliance |
| Overtime | Hours, rate (+25% / +50%), and totals | Proof of premium pay and correct calculation |
| Supplements | Night, Sunday, seniority, hazard | Shows CBA or company improvements above minimums |
Working hours in France: the 35-hour week, per week and per month limits
Most contracts use a 35-hour baseline that shapes daily planning and payroll calculations. Hours beyond that are treated as overtime, with premium pay or compensatory rest depending on the agreement.
Daily and weekly caps, averages and exemptions
The legal cap is generally 10 hours per day and 48 hours in any single week. An employer may reach 60 hours with inspectorate approval in exceptional cases.
Average limits matter: the maximum is 44 hours on average over 12 consecutive weeks. Collective agreements or authority approvals can raise that average to 46 for limited periods.
Breaks, daily/weekly rest, and Sunday rules
Employees must have at least 20 minutes break after six hours of work. Employers should schedule breaks to reduce errors and fatigue.
Daily rest is 11 consecutive hours. Weekly rest totals 35 consecutive hours (11 + 24). Sunday is the default weekly rest day, though sector or local exemptions exist.
Night work: definitions, limits, and compensation
Night work typically falls between 21:00 and 6:00. Night workers face specific limits and get extra protection.
Compensation may be paid as extra wages or compensatory rest. Daily night-time exposure must be monitored to avoid health and safety risks.
Tip: Track hours each week and over rolling 12-week periods. This protects entitlements to overtime pay and required rest.
| Rule | Standard limit | Notes |
|---|---|---|
| Standard week | 35 hours | Baseline for overtime calculation |
| Daily cap | 10 hours | Exceptions require authorization |
| Weekly cap | 48 hours (up to 60 exceptional) | Inspectorate approval for peaks |
| 12-week average | 44 hours (up to 46) | Calculated to smooth seasonal demand |
| Daily rest | 11 consecutive hours | Includes minimum weekly rest of 35 hours |
Practical for employers: use reliable time-tracking and audits to respect weekly and 12-week rules. For employees, keep personal records and check payslips for correct overtime or compensatory rest.
Overtime, compensatory rest, and working time accounts
When weekly hours climb above the legal cap, extra time becomes overtime and must be tracked and either paid or banked. Employers should count the standard week from Monday 0:00 to Sunday 24:00 so everyone knows when regular hours flip to premium time.
How overtime and premiums are calculated
By default, hours 36–43 carry a +25% premium and hours from the 44th carry +50%, unless an applicable collective agreement sets another rule. The annual overtime quota is often 220 hours, but a CBA can adjust that figure for a given workplace or period.
Working time accounts and compensatory rest
Working time accounts store accrued overtime or credits to use during quieter months. They help both the employer and employees smooth peaks and avoid constant extra pay.
Compensatory rest can replace immediate pay if agreed. It must usually be taken within two months unless a different schedule is set by agreement. Any credit or rest days must appear on the payslip for transparency.
Tip: Keep clear weekly records and show overtime lines on payslips. Early communication prevents disputes and inspection issues.
- Track hours per week (Mon–Sun) to prevent errors.
- Align practice with the sector agreement to confirm rates and quotas.
- Explain overtime and account rules during onboarding so staff understand pay vs. rest choices.
Paid leave, public holidays, and special family-related leave
Paid time off and family leaves shape how employees plan their year and protect life events. This section explains accruals, public holiday rules, core family leaves, maternity and paternity protections, and the 2024 change for sick leave.
Accrual and planning
Paid leave accrues at 2.5 days per month actually worked, which equals five weeks per year. Plan requests early so peak periods are fair for staff and the employer.
Public holidays and May Day
There are 11 statutory holidays. May Day is special: time off is mandatory and, if work is required for continuous operations, the employee must receive +100% pay for hours worked.
Family events and parental options
Core family-related leave minimums include common examples such as:
- Marriage or civil partnership: 4 days
- Birth or adoption: 3 days
- Death of a close relative: typically 2–3 days
Parental leave and other family options interact with job continuity. Collective agreements often grant more days, so check sector rules.
Maternity, paternity and dismissal protection
Maternity leave commonly includes at least 6 weeks before and 10 weeks after birth, plus protection from dismissal during this period and for set weeks after return. Paternity leave was extended (28 days) in recent reforms.
Sick leave and the 2024 change
From 2024, employees on non-work-related sick leave accrue paid leave at 2 days per month (up to 4 weeks per reference year). Unused leave can be carried over for 15 months once the employer informs the employee on return; the employer has one month to notify.
practical tip: Update HR systems, payslips and policies to record accruals during sick absence. Employees should keep medical notes and confirm balances after return.
Finally, ensure hours and pay calculations for holiday allowances (for example, the 1/10th rule) follow applicable law and the relevant collective bargaining agreement to avoid disputes.
Health, safety, and occupational risk prevention
A clear safety plan is the first step to protecting people and reducing business risk. Employers must assess hazards, inform and train employees, and set prevention measures tailored to each company activity.
Assessments, training, and prevention
Carry out a risk assessment and record controls. Train staff regularly and keep qualifications up to date. Organize site coordination, asbestos plans, and routine equipment inspections by competent persons.
Medical monitoring and posting
High-risk roles need pre-mission medical exams. Other hires get an information and prevention visit within three months of start. During posting, medical checks must match French rules or accepted EEA/Swiss equivalents.
Accidents, reporting, and withdrawal rights
Report an accident at work to the inspectorate within two working days and notify the social security insurer promptly, noting the day and time. Employees may withdraw from serious, imminent danger without penalty.
Tip: Integrate safety into scheduling so hours and weeks allow adequate rest. Active employee reporting and clear records reduce downtime and liability.
Posted workers in France: core provisions and remuneration rules
A posting creates a short-term tie to local rules that protect working conditions and pay while on assignment. During that period, posted employees keep core rights that may be more favorable than those in their home contract.
Which rights apply and how pay is matched
Key rights: freedoms, anti-discrimination, family leave, the right to strike, working time limits, rest periods, paid leave and occupational safety all apply when they are more favorable.
Remuneration alignment: the employer must match pay to the national Labor Code or the applicable extended collective agreement for the activity and must tell the posted worker which agreement applies.
Professional expenses: transport, meals, accommodation
Since July 30, 2020, transport, meal and accommodation costs must be reimbursed separately (when conditions are met). These allowances do not count toward the wage floor and must be documented.
Working hours, leave funds, and sector rules
The 35-hour baseline applies; overtime premiums are +25% for hours 36–43 and +50% thereafter. Track hours per calendar week (Monday 0:00 to Sunday 24:00).
Paid leave accrues at 2.5 days per month (or the 1/10th reference for holiday pay). Certain sectors require paid leave funds (construction, performing arts, transport) unless an equivalent foreign fund covers the period.
Example: If the foreign contract pays below the host standard, the employer must top up salary so the posted employee receives the required minimum and applicable supplements.
- Keep payslips or proof of payment and a copy of the CBA notification for inspections.
- Report any workplace accident to the local inspectorate within two working days and notify social security as required.
- Night work (typically 21:00–6:00) has limits and must be compensated by pay or rest.
For practical guidance on national posting obligations and documentation, see this work regulation summary.
Equality, anti-discrimination, and whistleblower protections
Workplace fairness means preventing discrimination at recruitment and throughout employment. Protected grounds cover status, age, gender, disability, origin, religion, sexual orientation and more. Harassment is forbidden and can trigger heavy sanctions when proven.
Protected grounds, harassment, and complaint steps
Victims should document dates, witnesses, and copies of messages to strengthen a case. Start with internal grievance procedures. If unresolved, escalate to external bodies such as the Defender of Rights or courts.
- What is prohibited: unequal treatment in pay, terms, conditions, or promotion.
- How to complain: internal report, HR review, then external authority if needed.
- Evidence: keep timelines, witness names, and written notes for each period.
Whistleblowing channels, confidentiality, and employer duties
Employees may now report externally in defined situations. Companies with 50+ staff must publish internal channels and protect anonymity. Breaches of confidentiality risk up to two years’ imprisonment and €30,000 fine; obstruction can draw higher penalties.
Tip: Train HR and managers to handle reports quickly, keep strict confidentiality, and publish clear timelines and contact points. For practical guidance on work rules, see this work rules summary.
Unions, collective bargaining, and the right to strike
Trade unions remain a key voice at workplace negotiations and help shape sector standards. Even with modest membership rates, unions influence pay scales, working time, and leave through collective bargaining.
The right to strike is constitutionally protected, though some public services face rules on notice or minimum service. An employer should plan continuity measures and communicate clearly to staff and customers during any strike period.
Sector collective bargaining agreements (CBAs) often set better terms than statutory minima. They can be extended to bind all employers in a field, creating uniform pay grids and enhanced benefits for employees.
« Constructive social dialogue prevents escalation and produces durable improvements for both workers and the company. »
- Union reps negotiate with management and inform staff about proposals and votes.
- Strike actions must be lawful: peaceful, collective, and within procedure to keep protections for participants.
- Changes affecting terms require consultation, written records, and often formal negotiation periods.
| Area | Typical role | Employer action |
|---|---|---|
| Collective bargaining | Sets pay, hours, benefits | Apply CBA terms and update contracts |
| Strike | Leverage for claims | Ensure safety plans, minimum services, and clear communications |
| Negotiation | Dialogue and agreement | Keep minutes, respond within legal consultation periods |
Tip: Build stable bargaining relationships. Regular talks and timely documentation reduce disputes and benefit both employees and the company over the long period.
Social security, benefits, and taxes: how coverage and pay interact
Immediate social security enrollment links pay, contributions, and benefits from the first day someone lives and works here.
Who pays and what it funds: Employers set up payroll withholding and remit contributions for both employer and employee shares. These contributions fund sickness benefits, family allowances, pensions, and unemployment cover.
Sick pay from social security typically starts on day four with a medical certificate. Months of contributions affect entitlement and benefit amounts, so accurate reporting of hours and salary is essential.
How salary and contributions interact
Payroll systems withhold contributions each pay period so taxes and social charges are paid on time. Employers must report gross salary, hours worked, and months of contributions to calculate eligibility for benefits.
Access to benefits and practical checks
Employees access sickness allowances, family benefits, pension accruals and unemployment insurance via contribution records. Check payslips and benefit statements regularly and correct errors quickly.
Tip: Months worked and declared hours change benefit calculations. Keep personal proofs and ask HR for corrected statements if numbers look wrong.
Right to disconnect and company policy
The right to disconnect requires companies to set clear rules on after-hours contact. Policies must match working hours, protect rest, and define emergency escalation paths.
- Maintain written rules on after-hours communication and genuine emergencies.
- Review working time arrangements periodically to match operations and protect rest.
- Respect data security and privacy when handling payroll and social information.
| Topic | Key point | Employer action |
|---|---|---|
| Enrollment | Immediate at start of residence and work | Register employee and set up payroll remittances |
| Sick benefits | Paid by social system from day 4 with certificate | Track absence, declare periods, and top up if company policy requires |
| Contributions & reporting | Months and hours determine eligibility | Accurate payslips, timely filings, secure data handling |
| Right to disconnect | Protects off-duty rest | Publish policy, train managers, log emergencies |
Training and development: your personal training account and access
Access to an individual training account (CPF) lets employees collect credits to upskill or reskill during their working life.
The account is tied to the person, not the company. Credits remain available when someone changes employment, so learning continues across years and different roles.
Log in to the official portal, browse approved courses, and apply credits online. Pick courses that match career goals and keep certification records after completion.
Employers should link training to annual reviews and suggest courses that meet role needs. Many companies co-fund programs or combine public credits with sector training funds.
- Use CPF credits first, then seek company co-financing for gaps.
- Favor certifications, compliance modules, or language training for clear career benefits.
- Keep certificates in HR files and update internal profiles to show progress.
Benefits include better mobility, verified skills and stronger retention. Current french labour policy promotes continuous learning, so track outcomes to show ROI for both employees and the employer.
Ending employment: termination, dismissal, resignation, and redundancy
A well-documented exit process helps the employer and the employee close the contract fairly. Clear steps reduce disputes and protect final pay and references.
Dismissal: grounds, process and time limits
Dismissals need valid grounds — personal or economic — and a formal process. Start with a pre-dismissal meeting, then send the dismissal letter. An employee has 15 days to ask for more precise reasons.
Time limits matter: challenges are usually brought within one year. Follow timelines and use the government template letter to cut procedural risk.
Severance, notice and misconduct
Statutory severance runs at 1/4 month’s salary per full year up to 10 years, then 1/3 per year beyond. Severance is not owed for gross or serious misconduct. Pay in lieu of notice may apply depending on the contract and CBA.
Resignation, abandonment and redundancy
Resignations should be written and follow notice terms in contracts or the CBA. For job abandonment, send a formal notice and allow at least 15 days to return before presuming resignation.
Redundancy demands transparent economic grounds, staff consultation and fair selection criteria. CBAs and service years affect processes and compensation. Early HR or legal advice helps manage complex cases and final balances for leave, certificates and references.
« Document every step: it protects both sides and keeps future working relations positive. »
Staff representation and company dialogue: the CSE in practice
A well-structured committee makes it easier to manage reorganizations and working-time changes. The Social and Economic Committee (CSE) now groups former staff delegates, the works council and the safety committee into one body.
Thresholds, seats and core duties
When to set up a CSE: a company must hold elections after it reaches 11 employees for 12 consecutive months. Seats scale with headcount, ranging from one member up to 35 in the largest firms.
In smaller companies the CSE handles individual claims, basic health and safety promotion, and routine consultations. In companies of 50+ employees the committee gains broad rights: strategic consultation, financial review, social policy and the CHSCT prerogatives on working conditions.
- 300+ employees: a dedicated health, safety and working conditions commission is mandatory.
- Election cycles and terms are defined by statute; document each vote and meeting to ensure compliance.
- Hours spent on CSE duties or training can count as work time under specific rules.
Tip: Update internal templates, plan an annual consultation calendar, and agree timelines for information and consultation during key change periods.
French labor law
A unified regulatory framework guides how companies hire, manage time, pay staff and close contracts. In plain terms, the system covers the full employment lifecycle from recruitment to exit.
At its core, the Code works with collective bargaining agreements and court decisions to adapt rules to sector realities. That mix helps both employees and employers apply fair, practical standards.
The central pillars are clear: contracts, working time, pay, leave, health and safety, equality, representation and termination. Each pillar carries time-based duties—notice periods, accruals and statutory limits—that companies must track.
This framework aims to balance worker protection with business predictability. Ongoing reforms keep refining transparency at hire, whistleblower protections and retirement rules, so staying informed avoids compliance gaps.
Tip: Use the section checklists and resources to find quick answers for your specific employment situation and next steps.
Shared understanding between management and staff reduces disputes and supports smoother operations. Consult the chapters most relevant to your role to act promptly and confidently.
Current reforms and trends employers must watch
Employers face new deadlines and reporting duties that affect pensions, leadership diversity, and hiring transparency. These trends require fast updates to policy, reporting, and HR systems.
Pension reform, progressive retirement and combined work-retirement
The statutory retirement age has risen to 64, with a phased timeline and new options for progressive retirement. Since Sept 1, 2023, combined work-retirement arrangements can generate additional pension rights for eligible workers.
Women in senior management: quotas, indices and deadlines
Companies of 50+ must publish pay-gap indices. Firms with 1,000+ employees must publish percentages of women among senior executives and boards.
- Targets: 30% by March 2026, 40% by March 2029.
- Noncompliance can trigger corrective plans or penalties up to 1% of the wage bill.
Hiring information and fixed-to-permanent transparency
Decree 2023-1004 requires prompt, detailed hiring information. Fixed-term or temporary staff with 6+ months’ service can request lists of available indefinite roles within one month.
Tip: Audit wage data, align pay structures with equality indices, and update HRIS to track working hours, leave accruals and internal vacancies.
Immediate checklist for companies:
- Update policies for retirement options and parental leave interactions.
- Publish required indices and plan leadership succession.
- Adjust hiring packs to meet decree timelines and inform employees about access to vacancies.
- Record working hours, holiday accruals (including the 15-month sick-leave carryover), and wage data for audits.
Compliance checklists: practical steps for employers and employees
Start each compliance review with a clear checklist that ties actions to documentation and deadlines. Use short, dated tasks so both sides can prove steps taken during any inspection or dispute.
Employers: clear actions and required records
Employers must issue complete written employment contracts and deliver hiring information within the 7–30 day periods set by decree. Map the applicable CBA for each role and note it in files.
Employers must track working hours, apply overtime premiums, respect breaks and rest, and keep proof of payment on payslips or equivalents.
- Record accidents and report within two working days.
- Implement medical monitoring and reimburse eligible expenses for posted staff.
- Manage leave accruals, including the 2024 sick-leave carryover rules, and publish required equality indices where relevant.
- Maintain whistleblowing channels for firms of 50+ and train HR on confidentiality.
Employees: what to keep and how to act
Employees must keep copies of employment contracts, payslips, and notices. Verify hours, pay, and wage elements against employment contracts and report discrepancies in writing.
Employees must notify employers promptly of absences, provide medical certificates, and use internal grievance steps first. If needed, escalate and meet deadlines (for example, the 15‑day period to request dismissal reasons).
Quick checklist (this quarter):
| Area | Action | Who |
|---|---|---|
| Contracts | Check written terms and file signed copies | Employer / employees |
| Working time | Audit hours, overtime, and rest periods | Employer |
| Pay & leave | Verify payslips; reconcile leave balances (including sick-leave accrual) | Both |
| Safety & reporting | Update risk assessment; report accidents; keep medical records | Employer |
| Equality & channels | Publish indices; test whistleblowing process | Employer |
Tip: Run periodic audits to keep the company and employees aligned with french labour compliance and avoid surprises.
Conclusion
Knowing the essentials on contracts, time and leave reduces risk and speeds up daily operations.
French labour protections and recent reforms shape how work and employment run today. Keep policies updated and train teams so your company stays aligned with new rules.
Strong social dialogue and clear documentation save time and prevent disputes. Revisit the relevant sections when roles, schedules, or personal situations change.
Use training accounts, equality tools, and transparent hiring to build confident teams. Checklists in this guide give immediate steps and ongoing maintenance tasks.
Feedback and improvement matter: stay curious, update processes often, and you will protect rights, reduce risk, and support fair, productive workplaces in a practical way.
FAQ
What is the typical maximum working week and how does the 35-hour rule apply?
The legal reference working week is 35 hours for full-time employees, but companies can arrange longer hours through collective agreements, sector rules, or individual compensation. Daily and weekly caps still apply, and averages may be calculated over a reference period (commonly 12 weeks). Employers must track hours and pay overtime or grant compensatory rest when limits are exceeded.
Which types of contracts should I expect at hiring and what must be in writing?
Employers usually use permanent contracts (CDI) for ongoing roles and fixed-term contracts (CDD) for temporary needs. At hiring, employees must receive written confirmation of the main contract terms: job title, place of work, salary, working hours, trial period, and any collective agreement that covers the role.
How is overtime calculated and what are the alternatives to extra pay?
Overtime starts when hours exceed the contractual or legal threshold. It is often paid at a premium set by law or collective agreements. Employers can sometimes offer compensatory rest or use working time accounts to bank extra hours instead of immediate pay, subject to agreement and limits.
How much paid leave do employees accrue each year?
Employees generally accrue 2.5 days of paid leave per month worked, totaling five weeks per year. Carryover, special rules for certain sectors, and company agreements may adjust how leave is scheduled or paid out.
What protections exist for pregnant employees and new parents?
Pregnant employees have maternity leave with job protection and pay conditions under social insurance rules. Fathers and partners typically have statutory paternity or partner leave. Parental leave options exist to care for children, and dismissal is restricted during pregnancy and certain postpartum periods.
Who must comply with health and safety obligations and what are the basics?
Employers must assess workplace risks, provide training, organize prevention measures, and ensure medical follow-up. They must also notify and record workplace accidents within set deadlines and carry required insurance for occupational risks.
How do rules differ for posted workers versus local hires?
Posted workers retain employment under their home-country contract but must receive core protections and minimum conditions of the host state for pay, working hours, and certain benefits. Local hires are fully covered by domestic employment rules and sector agreements.
What are the rules for night work and Sunday work?
Night work has specific definitions, limits on duration, and often higher pay or compensatory rest. Sunday work is regulated: some sectors allow it by agreement, while others require specific authorizations or pay premiums and rest arrangements.
How are wages presented and what’s the difference between gross and net pay?
Payslips show gross salary (before contributions and taxes) and net pay (take-home pay after deductions). Employer and employee social contributions are listed, and collective agreements may provide additional allowances or overtime premiums.
What steps should employers take to comply with working time, pay, and contract obligations?
Employers must provide clear written contracts, monitor hours, pay correct wages and overtime, keep records, ensure health and safety measures, and follow collective agreements. Maintaining documentation and conducting regular audits helps meet compliance obligations.
How does sick leave affect holiday accrual and pay?
Sick leave can alter the timing of holidays; short sickness may not stop accrual, while long-term absences follow specific rules. Pay during sick leave depends on social insurance benefits and employer top-ups governed by collective agreements.
What rights do employees have when facing dismissal or redundancy?
Employers must have valid grounds for dismissal, follow notice periods, and respect procedural rules. Statutory severance applies in many cases. For collective redundancies, specific consultation and selection procedures apply, and employees can contest unfair dismissals before labor tribunals.
How do collective bargaining agreements affect individual contracts?
Collective agreements set minimum standards for pay, hours, and benefits in a sector or company. They supplement employment contracts; individual terms cannot undercut mandatory provisions of applicable collective agreements.
What protections exist against discrimination and how can complaints be made?
Employees are protected from discrimination and harassment on many grounds. Complaints can be raised internally, with social partners, or before labor inspectors and courts. Whistleblowing channels must guarantee confidentiality and protect the reporter from retaliation.
What are posting rules for cross-border workers and who pays travel or accommodation?
Posting rules require employers to respect minimum host-country conditions for posted staff, including minimum pay and working time. Professional expenses such as transport, meals, or accommodation may be covered according to sector rules or company policies.
Where can employers and employees check recent reform updates they must watch?
Official government websites, social security agencies, and reputable labor law advisories provide the latest reforms, including pension changes, hiring transparency obligations, and obligations on gender balance in management. Staying informed through advisers and sector federations is recommended.
