Imagine a consultant who wins a first client at a café, signs the mission the same week, and sleeps easier because administrative worries vanish. This short story is familiar to many professionals in France who want freedom and safety.
Portage salarial blends independence with employee protections. You keep the power to set rates and find clients while a société handles invoicing, payroll, and social coverage. That frees you to focus on prestation and results.
In this relation, you sign a contrat with the company. The société invoices the entreprise or client, manages gestion of pay, and ensures chômage rights and health protection. Predictable salaire and mandatory financial guarantees add sécurité.
We support consultants in IT, engineering, HR, and digital who seek autonomy without losing social protection. Read on to see how this service maps fees, obligations, and practical workflows so you can plan your next activité with confidence.
Table of Contents
Key Takeaways
- Keep client freedom while a société handles payroll and compliance.
- Sign a contrat with clear roles: you, the company, and the client.
- Benefit from protection: social coverage, unemployment rights, and payment guarantees.
- Ideal for consultants in IT, engineering, HR, training, and digital.
- Predictable salaire cycles reduce financial uncertainty.
- We guide setup, contracts, fees, and day-to-day gestion.
Start Here: Why Choose a Portage Salarial Service Today
Start quickly with a framework that secures your income and simplifies daily admin. This solution removes invoicing, chasing payments, payroll, and social contributions from your to‑do list. You keep time for client delivery and business growth.
Protection under the general system means healthcare, retirement contributions, unemployment eligibility (ARE), and professional liability cover arranged by the société. That combination offers real sécurité while you pursue independent emploi.
« A formal contract and predictable salaire cycles reduce cash‑flow risk compared with pure freelance work. »
- You retain control of mission choice, pricing, and conditions while the company handles compliance.
- Training and peer networks help you win higher‑value services and refresh skills.
- Fees are transparent and linked to the services you use, easing scale decisions.
| Benefit | What it covers | Who benefits |
|---|---|---|
| Administrative relief | Invoicing, payroll, taxes | Consultants, execs, graduates |
| Social protection | Healthcare, retirement, ARE | All salarié profiles |
| Rapid onboarding | Start after client agreement | Project‑based employment |
We guide you on metrics to watch—TJM, margin after frais, and minimums—in later sections so you can plan sustainably.
What Is Portage Salarial? A Clear Definition and Scope
Think of it as a formal bridge: the professional keeps commercial freedom while an employer company handles payroll, invoicing, and social protection. The arrangement is defined in French law (Article L1251-64) and rests on a three-party framework.
Tripartite relationship
This relation connects three actors: the société portage, the salarié porté, and the entreprise cliente. Each role is clear: the company employs, the client receives the prestation, and the consultant delivers the work.
How independence and protection combine
- Autonomy preserved: the salarié porté negotiates duration, scope, and price directly with the entreprise.
- Three-contract structure: an employment contrat with the company, a convention de portage for modalities, and a mission contrat for the client.
- Operational flow: the consultant submits a monthly CRA that triggers invoicing to the entreprise cliente and the payslip from the société portage.
This model secures legal and fiscal compliance for the travail while keeping consultant-level flexibility. It suits intellectual services in IT, engineering, HR, training, and digital marketing and helps you scale your activité with predictable income and coverage.
Legal Framework and Compliance Under the French Code du Travail
We operate within a defined legal framework that protects both consultants and client companies. Article L1251-64 in the Code du Travail formally defines portage salarial and links it to core employee protections.
Statute and collective agreement
The collective agreement IDCC 3219 provides the operational cadre. It sets minimum pay, classifications, and standard practices for the sector.
Contracts, timelines and limits
- Essential documents: a written employment contrat, a mission contrat, and a convention must be accurate and timely.
- Timelines: client agreements must be recorded within two business days.
- Durée: missions are capped at 36 months to avoid indefinite subcontracting.
Prohibitions and company obligations
Certain uses are forbidden: no replacing striking workers and no assignment of unsafe tasks. These rules protect individual rights and public order.
- The société must hold a financial guarantee to secure wages and comply with occupational health (médecine du travail).
- Clients can face penalties if they fail to respect contract conditions or safety obligations.
« These guardrails preserve your income and professional rights while clarifying risks for the entreprise. »
In short, the legal framework reduces ambiguity and increases sécurité for you. In the next sections we will unpack specific contract clauses and remuneration mechanics so you can act with confidence.
How portage salarial Works in Practice
A practical engagement starts with your commercial initiative: you prospect, pitch, and negotiate scope, duration, and price directly with the client to align value and outcomes.
Autonomy from prospecting to agreement
You remain the decision-maker. As a salarié or salarié porté you define deliverables and acceptance criteria with the entreprise cliente.
There is no subordination to the client, so you protect your consultant autonomy and pricing power.
The three contracts that secure the work
You sign a CDD or CDI as a contrat travail with the société. A mission contrat is issued to the client within two business days to be compliant.
The convention portage codifies reporting cadence, administrative rules, and how prestations are recorded.
Monthly workflow and roles
Each mois you submit a CRA. Client validation triggers invoicing and payroll gestion by the company.
Tip: set clear deliverables and keep regular status updates so CRA validation chaque mois is swift and disputes are minimized.
« A clear mission contract and steady pipeline protect income between engagements. »
Eligibility and Professional Requirements
Eligibility hinges on either formal qualifications or proven professional experience in your field. This keeps standards high while allowing experienced professionals a clear path to join the scheme.
Baseline academic or experience level
You need a Bac+2 or at least three years of sector experience to qualify. During onboarding, the société will request diplomas or proof of work to validate compliance and risk assessment.
Fields best suited and exclusions
This model targets prestations intellectuelles: consulting, IT, data, engineering, HR, and training. These areas rely on expertise as the main value.
Certain activities are excluded. Services to private individuals and regulated liberal professions are restricted for legal and ethical reasons.
Autonomy, positioning and professional growth
You must be able to exercer activité autonomously: prospect, qualify client needs, and negotiate mission terms. Clear positioning helps align your offre with market demand and mission scopes.
Formation and documented case studies strengthen your cadre of expertise and support higher rates. If you doubt eligibility, ask for a quick pre‑assessment to confirm fit and the required conditions.
« These entry rules protect quality and safety while enabling sustainable career growth. »
Contracts You Can Use: CDD and CDI
Selecting CDD or CDI shapes your cash flow, benefits, and flexibility on each mission. We explain the practical differences so you can pick the best fit for your situation.
Fixed-term contracts (CDD)
A CDD is tied to a specific client mission and may be precise or imprecise in term. It carries a minimum duration when stated and can be renewed twice.
The total durée cannot exceed 18 months. By mutual agreement, parties may defer the end by up to three months.
Open-ended contracts (CDI)
A CDI offers continuity but typically has unpaid inter-mission periods. The company holds a 10% reserve of the last mission base pay to smooth transitions.
Classifications (junior, senior, or forfait jours cadre) affect working time and benefits. Review classification and pay regularly as you progress.
Mandatory clauses, timelines and best practices
Every contrat must state rémunération, frais de gestion, frais professionnels policy, the 5% business acquisition premium, and applicable social/fiscal charges.
The signed contrat travail must be transmitted to the société and the entreprise within two business days. Early termination follows French labor rules for CDD; CDI allows broader exit options.
| Feature | CDD | CDI |
|---|---|---|
| Max durée | 18 months (including renewals) | Indefinite |
| Renewals / Reserve | Renew twice; term extension up to 3 months | 10% reserve from last mission pay |
| Inter-mission pay | Paid per mission | Often unpaid between missions |
| Required clauses | rémunération, frais de gestion, frais professionnels, 5% acquisition premium, social/fiscal charges | |
« Match contract type to your pipeline: use CDD for short, discrete missions and CDI when you have multi-client visibility. »
Compensation Model, Minimums, and Managing Fees
A transparent compensation model ensures you keep control of rates while the company handles payroll.
This amount combines base pay, a 5% business premium, 10% ICCP for paid leave, and either a 10% reserve (CDI) or 10% précarité (CDD). It protects continuity and legal minima.
Classification and expected minima
Junior, senior, and forfait jours affect minimums and delivery expectations. Juniors accept lower TJM and closer supervision. Seniors and forfait jours command higher minima and greater autonomy.
From client billing to net pay
Client invoices are first reduced by frais de gestion and social charges managed by the société.
Typical net salaire ends near 50% of client billing after these deductions. Plan your TJM with this split in mind.
Optimizing take-home pay
- Reimbursable frais professionnels (documented travel, tools) reduce taxable base and raise net pay.
- Use PEE/PERCO or similar plans to save and gain tax advantages.
- VAT rules on purchases and billing can improve margin depending on company policy.
« Set a TJM that covers fees, reserves, and growth; keep a rolling forecast to match pipeline and payroll. »
| Item | Value / Effect | Action |
|---|---|---|
| Minimum gross | 2,517.13 € | Ensure contracts meet this floor |
| Net outcome | ~50% of client billing | Calculate TJM accordingly |
| Optimization levers | Frais professionnels, PEE/PERCO, TVA | Document expenses; agree policy with société |
Practical tip: discuss frais gestion transparency and expense policy with your partner company, and build a simple monthly forecast to avoid cash‑flow shocks.
Social Protection, Retirement, and Insurance Coverage
As a consultant under this model, you keep autonomy while your social protections are managed.
Healthcare and retirement. You benefit from France’s sécurité sociale for medical care and statutory retirement contributions. Contributions build rights just like conventional emploi, giving long-term security as your missions succeed.
Unemployment benefits (ARE) and income mix
ARE eligibility remains possible while you receive income from missions. Official rules allow combining partial ARE with declared mission income under specific calculation methods.
Keep accurate monthly activity reports (CRA). Proper declarations help Pôle emploi calculate benefits and avoid payment delays.
Professional insurance and occupational health
Assurance responsabilité civile professionnelle is generally provided by the employing société. This covers damages that may arise during missions and protects both you and the client.
The company must also coordinate occupational health visits and ensure workplace compliance. Document mission environments and risks so insurance covers actual conditions.
Extra protection and planning. Many companies offer complementary health plans and optional top-up insurance. Review these options as revenue grows and tailor private retirement or savings plans to match your goals.
« You accumulate social rights like a salarié, while enjoying consultant freedom—this balance supports career stability. »
| Protection | What it covers | Action for you |
|---|---|---|
| Healthcare (sécurité sociale) | Medical care, reimbursements | Keep social number updated; verify contributions |
| Retirement (retraite) | Base pension rights, contributions recorded | Monitor contribution history; plan complementary savings |
| Unemployment (ARE) | Partial benefits possible with mission income | Submit CRA; declare income to Pôle emploi |
| Liability insurance | Assurance responsabilité civile professionnelle | Confirm policy limits; document mission risks |
Obligations and Roles: Société de Portage, Entreprise Cliente, and Salarié Porté
Each actor in the agreement carries specific duties that keep missions compliant and payments secure. Clear role allocation reduces disputes and preserves value for client, company, and consultant.
Société de portage — employer duties
The société de portage acts as the legal employer. It manages payroll, social contributions, and the mandatory financial guarantee that secures wages.
It must coordinate occupational health (médecine du travail) and ensure insurance coverage, including responsabilité civile professionnelle and responsabilité civile where required.
Entreprise cliente — operational duties
The entreprise cliente must ensure workplace safety, respect maximum mission durations, and formalize the contrat within two business days.
Clients should flag risks early so mitigation and documentation occur before work starts.
Salarié porté — consultant responsibilities
You win clients, set pricing, deliver to scope, and submit the monthly activity report (CRA). Timely CRA submission triggers invoicing and payroll gestion.
Keep clear records of deliverables and frais professionnels to preserve margins and simplify validation.
- Shared relation and communication: regular status updates keep delivery on track.
- Gestion processes: timesheets, invoicing, and expense validation ensure transparency for all parties.
« Defined obligations are safeguards: they protect income, reduce conflict, and maintain security across the relation. »
For more on employee rights and how these duties protect you, see our rights of the salarié.
Who Benefits Most from Portage Services
For anyone testing a concept or seeking steady income, the managed employer model offers low-risk entry to the market.
Aspiring entrepreneurs can validate an idea without creating a company and keep social protection while they sell services.
Experienced executives gain independence with salary-backed stability. This makes it easier to pursue premium missions while preserving a clear income record.
Retirees use the solution to supplement pensions and avoid complex administration. Young graduates build portfolios, access formation, and accelerate early careers.
Freelancers and micro-entrepreneurs get stronger protection and administrative relief, without artificial revenue caps. Job seekers can combine mission income with ARE under defined rules.
- Support services: coaching, proposal help, and access to client networks increase win rates.
- Credibility: regular payslips ease rental and bank loan applications.
« Match your activité niche to market demand to maximise mission flow and rates. »
Overall, this solution adapts across sectors and suits varied profils — from junior to senior, creators to salariés — while keeping growth simple and scalable. Learn more on le blog du portage salarial.
Eligible and Ineligible Activities
Not every professional activity fits the managed-employer model; eligibility depends on the intellectual nature of the work. The scheme favors B2B assignments that deliver expertise, analysis, and advisory outcomes.
Typical eligible domains
- Consulting and strategy missions
- IT development, data science, and cybersecurity
- Engineering design and technical advisory
- HR consulting and training
- Digital marketing, UX, and web projects
What makes a prestation eligible
Eligible prestations usually produce intellectual outputs: reports, analysis, designs, training modules, or software artifacts.
They are not manual labour or simple commercial sales. Documenting deliverables helps show alignment with the Code du Travail and the collective agreement.
Clear exclusions
Services to private individuals (services à la personne) and regulated liberal professions are excluded for legal reasons.
Examples: lawyers, doctors, architects, and statutory accountants cannot operate under this model. When in doubt, salariés portés should verify borderline cases with their advisor before signing any mission.
« Most B2B knowledge-based activities fit well; the entreprise cliente gains specialised skills without payroll complexity. »
We recommend building a short case library to evidence your intellectual track record and to prove you can legally and confidently exercer activité under the stated conditions.
International Portage: Working with Foreign Clients
Delivering a mission abroad need not break your French social protection. Under a proper détachement, you keep social rights such as sécurité sociale, unemployment and retirement coverage while working for foreign entreprises.
How détachement preserves coverage
Détachement lets the employer-of-record declare you to French authorities so contributions continue. The arrangement must be formalised before departure to avoid gaps in protection.
Practical compliance steps
- Agree mission durée and scope in writing with the client and the company that employs you.
- Have the portage company prepare détachement forms, A1 certificates (when relevant), and tax declarations.
- Confirm local work permits and health rules to avoid dual liabilities.
Insurance, billing and logistics
Assurance should cover liability and travel risks while aligning with your French employer’s policy. Clarify which insurer applies on-site.
| Topic | Key action | Why it matters |
|---|---|---|
| Social coverage | Obtain A1 or proof of affiliation | Maintains sécurité sociale and pension contributions |
| Insurance | Verify RCP and travel insurance limits | Protects you and the entreprise during the mission |
| Billing | Set currency, VAT, and payment terms up front | Prevents invoicing disputes and cash flow delays |
| Operational plan | Agree expenses, remote work rules, and local times | Simplifies validation and CRA approval |
« The employer-of-record handles payroll in France so you can focus on delivery and client relations. »
We recommend cultural and legal briefings before departure. Typical use cases include EU projects, remote SaaS consulting, and on-site engineering audits executed under international portage arrangements.
Choosing the Right Société de Portage
Choosing the right employer company shapes both your net pay and day-to-day peace of mind. Start with clear questions about fees, guarantees, and the practical tools they provide. A quick comparison will show how different companies affect your income and risk.
Frais de gestion transparency and expense policy
Ask for an itemised sample invoice and a payslip simulation. Compare frais gestion structures, hidden surcharges, and VAT treatment so you know your true net.
Verify how frais professionnels are reimbursed and whether PEE/PERCO options exist. These elements change your after-tax outcome.
Financial solidity, guarantees, and affiliations
Check the mandatory guarantee that secures salary payments and the company’s balance sheet strength. Confirm affiliation with recognised unions and adherence to the collective cadre.
Also verify the scope and limits of assurance, including assurance responsabilité civile and civile professionnelle for your activity.
Tools, training, and an active consultant network
Evaluate services: proposal support, legal counsel, payroll accuracy, and client credit control. Look for tools for time tracking, invoicing, expense submission, and simple analytics to ease gestion.
Quality training and an active network can help you move from junior to senior missions faster. Prefer companies that offer trial simulations so you can compare net outcomes before signing.
| Check | Why it matters | What to ask |
|---|---|---|
| Frais gestion | Impacts net pay | Sample invoice & payslip |
| Guarantee | Protects salary | Proof of financial guarantee |
| Insurance | Covers professional risk | Limits for responsabilité civile |
| Tools & training | Saves time, builds skills | Demo access & training calendar |
« Compare net simulations and test tools — the right société portage pays for itself in time saved and risk avoided. »
Getting Started: From First Client to Your First Payroll
Define the service, the outcome, and the price in plain terms. Start by articulating your value proposition, target market, and realistic price points so negotiations begin from a clear position.
Qualify the offer and sign the right contracts
Negotiate scope and terms with the entreprise cliente, then formalize the relation by signing the appropriate contrat (CDD or CDI) and the mission agreement. The contrat travail and the convention portage document working methods, reporting cadence, and compliance requirements.
Monthly workflow: CRA, invoicing, and payroll
Each mois you submit a CRA for client validation. That validation triggers the company to invoice the client, process payroll, and produce your monthly compte d’activité.
- Monthly account shows client inflows, frais de gestion, reimbursed frais professionnels, contributions, and net outcomes.
- Set internal reminders for month-end reporting and expense cutoffs to avoid delays.
- Follow up on billing milestones to protect cash flow and speed the first payroll.
We support you by reviewing statements, suggesting optimisation, and maintaining a feedback loop with clients to improve services and upsell when appropriate. With this clear process, your first payroll should arrive smoothly and on schedule.
« Clear offers and disciplined monthly reporting turn a signed mission into reliable pay and predictable gestion. »
Limits and Considerations to Keep in Mind
Before you commit, weigh practical limits that shape income and compliance in the managed-employer model. Clear planning prevents surprises in net pay and legal exposure.
TJM, fees and margin pressure
Target a minimum TJM near €300 to meet statutory salary floors and keep margins after frais and social charges. Fees often range 5–10% and reduce the base billed to clients.
Factor in frais gestion, employer contributions, and reserved amounts (paid leave or CDI reserve) when you set rates.
Scope, duration and income continuity
Only intellectual activities in the legal cadre are eligible; mission durée caps exist to avoid misuse. CDI inter-mission periods are typically unpaid, so maintain a reserve.
- Diversify clients to smooth revenue and avoid dependency on one contract.
- Track utilization and average daily rate to spot trends and adjust pricing.
- Use documented frais professionnels smartly to protect margin on necessary expenses.
Practical risk management
Mitigate long payment terms with clear contract clauses: payment deadlines, penalties, and partial advances.
We recommend a rolling runway of several months and quarterly reviews with your advisor to refine rates, contracts, and delivery scope.
« Plan TJM and reserves first; contractual clarity and a diversified client base make independent work sustainable. »
Compliance and Penalties: Staying on the Right Side of the Code
Compliance ensures your missions run smoothly and shields you from fines and disputes. Follow clear procedures so work remains lawful and predictable for all parties.
Entreprise cliente obligations are strict: the commercial contrat must be formalised within two business days and the arrangement used only for eligible cases. Clients must also guarantee a safe workplace and avoid assigning dangerous tasks.
Client-side penalties and safety
Missing, late, or non-compliant contracts attract a €3,750 fine. For repeat offences, fines may rise to €7,500.
Unsafe assignments or misuse of the model can trigger the same sanctions and additional legal consequences.
Company-side duties and guarantees
The société portage must hold a financial guarantee, manage payroll and taxes accurately, and coordinate occupational health. Serious breaches can lead to fines or further sanctions.
Keep records: CRA, signed contrats, and invoices prove compliance in case of audit. Validate mission scope and on-site conditions before accepting work, and insert acceptance criteria and safety clauses into the contrat.
« Most compliance issues are preventable with timely paperwork and simple safety checks. »
If a client requests non-compliant work, refuse politely, reframe the mission to lawful tasks, and escalate to your company contact. We recommend periodic compliance reviews with your société portage to stay aligned with the Code du Travail and protect both you and your clients.
Conclusion
To conclude, this framework lets you grow a consulting activity with employer-grade safeguards and clear contracts. It secures income, preserves your freedom to choose clients, and keeps social coverage like sécurité sociale active for the salarié porté.
Choose an entreprise portage that shows transparent frais gestion, solid guarantees, and practical tools from its société. That clarity protects margins and simplifies monthly payroll and invoicing.
Take the next step: qualify your offer, engage clients, and set your first compliant mission. We can help verify eligibility, map an onboarding plan, and advise on net outcomes so you can exercer activité with confidence.
If you seek stability and autonomy, use this lawful route to scale services while keeping control as a salarié. Request a quick consultation to confirm fit and start your next phase with real sécurité and protection.
FAQ
What is portage salarial and how does it protect my career?
Portage salarial is a work arrangement that combines professional independence with employee protections. You operate as a consultant or expert while an employment company handles contracts, payroll, social contributions, and administrative risks. This structure gives you access to unemployment insurance, social security, and retirement contributions, while preserving commercial autonomy.
Who are the three parties involved in this tripartite relationship?
The three parties are the employment company (société de portage), the carried employee (salarié porté), and the client company (entreprise cliente). The employment company is the formal employer, the carried employee provides the service, and the client commissions the mission.
Which contracts are required for each mission?
Three contracts are typically used: the employment contract between you and the employment company (CDD or CDI), the convention that sets the operational terms with the employment company, and the mission contract between the employment company and the client. These documents define duration, remuneration, and responsibilities.
What legal framework governs this activity in France?
Portage salarial is regulated under the French Labor Code (including Article L1251-64) and a dedicated collective agreement (IDCC 3219). These rules set eligibility, employee protections, required clauses, and limits on contract duration and use.
Who is eligible to work under this regime?
Eligible professionals usually hold at least a Bac+2 or demonstrate three years of relevant experience. The model is best suited to intellectual services—consulting, IT, engineering, training, and similar fields—while some regulated or personal-care activities remain excluded.
Can I work internationally and keep French social protection?
Yes, international missions are possible. When you’re detached to another country under the right conditions, you can often retain French social protection via appropriate postings and certificates. Always check cross-border rules and insurance coverage beforehand.
How is monthly workflow managed from activity reporting to payroll?
Each month you submit an activity report (CRA) detailing hours or deliverables. The employment company validates the CRA, issues invoices to the client, collects payments, then processes payroll after accounting for social charges, management fees, and reimbursable expenses.
What fees and deductions should I expect?
From client billing you must cover social contributions, the employment company’s management fees, and VAT when applicable. Management fees vary by provider and policy on reimbursable expenses, and final net pay typically ranges depending on gross thresholds and classification (junior, senior, forfait jours).
How can I optimize my net remuneration?
Optimization levers include declaring legitimate professional expenses, using employee savings plans (PEE/PERCO) where offered, and structuring your TJM (daily rate) to account for social charges and fees. Consult the employment company to maximize tax- and cost-efficient options.
What social protections and insurances are provided?
You benefit from French social security contributions, retirement contributions, and unemployment insurance when eligible. The employment company also typically requires professional liability insurance (assurance responsabilité civile professionnelle) to cover claims connected to your services.
What obligations does the employment company have?
The employment company must act as the legal employer: process payroll, withhold contributions, provide workplace health oversight (médecine du travail), uphold the financial guarantee for client payments, and ensure compliance with labor law and the collective agreement.
What are the client company’s responsibilities?
The client must ensure safe working conditions, respect limits on mission duration, and sign the mission contract within required timelines. Failing to formalize contracts or misusing the arrangement can lead to penalties.
What responsibilities fall on the carried employee?
You remain responsible for business development, pricing your services, delivering mission tasks, and submitting monthly activity reports. You must respect professional rules and the scope of activities agreed with the client and employment company.
Are there limits on contract durations and renewals?
Fixed-term options exist (CDD) with limits—typically up to 18 months depending on conditions—and CDIs provide continuity with inter-mission provisions. Rules cover renewals, early termination, and mandatory contractual clauses like remuneration, management fees, and expense handling.
Which activities are excluded or restricted?
Activities involving personal home services, certain regulated liberal professions, and tasks forbidden by the collective agreement are excluded. Always verify whether your specific activity is permitted before signing.
How do I choose the right employment company?
Evaluate management fee transparency, policy on reimbursable expenses, financial solvency, guarantees, union or professional affiliations, and the quality of tools and training offered. A strong network and active support services help ensure long-term security.
What compliance risks and penalties should I be aware of?
Noncompliance can lead to client-side fines for missing contracts or unsafe conditions, and employer-side obligations for unpaid contributions or lack of guarantees. Working with a reputable employment company reduces these legal and financial risks.
