We know the moment you first consider leaving a traditional job feels both freeing and uncertain. You want autonomy over clients and delivery, but you also want safety and clear rules. This guide speaks to that mix of hope and caution.
In plain terms, portage salarial lets a professional keep independent control while a third-party société handles payroll, contracts, and compliance. That means you act like a consultant or salarié without forming a company from scratch.
Read this as a buyer’s guide: we will show what to compare, what to verify, and what to expect before you sign. Expect a clear look at fees, net pay, payroll security, social protection, insurance, legal obligations, and eligibility.
This guide is for consultants, experts, trainers, and managers seeking stability. It is less relevant for very low-rate work or activities that do not qualify. We promise transparent advice and will point out common traps where offers sound too good to be true.
Table of Contents
Key Takeaways
- You keep client control while a société manages admin and pay.
- Compare fees, net pay, and social protection before signing.
- Check eligibility and legal obligations tied to your activity.
- Watch for hidden conditions in overly attractive offers.
- This is ideal for mid-rate consultants, trainers, and managers.
- We aim to be clear, practical, and protective of your interests.
Why portage salarial is gaining traction in France right now
Today more professionals choose a hybrid model that mixes autonomy with employee-level protections. The macro trend is simple: specialists want to keep commercial control of missions while preserving social cover and predictable administration.
Freelance freedom with employee-level safeguards
ITG’s phrase—“the security of an employee, the freedom of an independent”—captures the appeal. Full social coverage and simplified payroll lower everyday risk.
“We see experienced consultants move fast into independent work when admin and protections are handled by experts.”
Who searches and why it signals purchase intent
Typical searchers include experienced consultants, managers between roles, former employees testing independence, and professionals on international assignments. They usually already have leads, a rate, or a mission.
- Why now: career shifts, market tests, or to avoid creating a company.
- Risk reduction: payroll, contracts, and compliance are managed by the provider.
- Outcome: fast, compliant startup and clearer net income forecasting.
By the end of this guide we will help you frame the right questions to ask a provider and estimate your net income. For a deeper look at benefits and how to start, see unlock the advantages of portage salarial.
What portage salarial is and how the tripartite relationship works
The tripartite model splits roles clearly so each party knows responsibilities and financial flows.
The three actors:
- Consultant (salarié porté) — delivers the mission and sets methods and schedule.
- Entreprise cliente — buys the service and pays the commercial invoice.
- Société portage — hires the consultant, issues payslips, and manages declarations.
The consultant and operational autonomy
As a salarié porté, you are an employee of the société portage but you keep control over how you deliver work.
No client subordination means the client cannot dictate your internal organization or execution methods.
How entreprises clientes see the arrangement
Clients buy a clearly defined service and receive an invoice from the portage company.
This limits HR and legal complexity for the buyer compared with direct hiring.
The société de portage role
The société acts as employer, administrator, and risk buffer. It signs the employment contract, issues invoices, and handles payroll and tax declarations.
Expect the portage company to protect you from payment and compliance risks, not to find your missions.
| Who signs | Who pays | Who delivers | Primary responsibility |
|---|---|---|---|
| Client ↔ Société portage (commercial contract) | Client pays société | Consultant (salarié porté) | Service delivery and quality |
| Consultant ↔ Société portage (employment agreement) | Société pays salary and contributions | Consultant organizes methods | Payroll, declarations, legal compliance |
How portage salarial works step by step, from mission to paycheck
We walk you through each step—from securing a client to seeing the first salary credit—so you know what to expect and when.
Finding and negotiating a mission directly with clients
You negotiate scope, price, and duration directly with clients, as in classic consulting. This preserves commercial control and clarifies deliverables before any contract is signed.
Tip: Agree written terms (scope, rate, and payment schedule) before onboarding so invoicing is straightforward.
Signing the membership agreement and rapid setup
Once a mission is identified, you sign a membership agreement with the provider. This convention sets operating rules, fee structure, expense policy, and support services.
Many providers, including ITG, can complete setup in under 24 hours after the mission is formalized.
Contracts in place: service contract plus employment contract
The company signs a commercial service contract with the client and an employment contract (CDI or CDD) with you. Both are essential: one secures the commercial link, the other secures social protection and payroll.
Invoicing, collections, and converting revenue into monthly salary
After delivery, the provider issues an invoice to the client and manages collection. Long client payment terms may delay your pay if no pre-financing is offered.
Management fees and social contributions are deducted from turnover before net pay. The versement salaire appears once funds clear or when advance arrangements exist.
Buyer’s checklist: from first call to first payslip
- Confirm mission scope, rate, and payment terms with the client.
- Sign the membership agreement with the provider.
- Provider signs the service contract with the client and an employment contract with you.
- Provider issues invoices and follows up collections.
- Provider converts collected revenue into monthly salaire after deductions and issues payslip.
Pricing and take-home pay: fees, charges, and what you actually keep
Before signing, professionals should know exactly how billed revenue converts into monthly salary.
What you pay for: the company handles administrative gestion, payroll, declarations, and employee protections. You also fund standard social charges that secure health, retirement, and unemployment cover.
Frais de gestion benchmarks
Management fees typically sit between 5% and 15% of your chiffre d’affaires. Lower tiers often cover basic invoicing and payslip production.
Higher tiers can include pre-financing, unpaid invoice recovery, training, and online tools—services ABC Portage lists as common inclusions.
From billed to net
Expect net salaire to be roughly half of the billed chiffre in many cases. ITG reports that take-home pay is often ~50% after management fees and social contributions.
Good expense rules and savings tools can improve your rémunération without raising gross costs.
Hidden extras and buyer checklist
- Watch for refactured administrative lines and RC Pro add-ons charged per invoice.
- Check whether pre-financing or recovery is included or billed separately.
- Compare like-for-like: same TJM, billed days, and expense assumptions to compare net salaire and services.
Payroll reliability and cash flow: when and how the versement salaire is secured
A reliable pay rhythm reduces uncertainty and protects your household budget. Knowing when the salary lands each month makes planning possible even if clients pay on long terms.
Advance pay and pre-financing
Some sociétés offer pre-financing so you receive a salary before the client pays. Eligibility often depends on the client profile, the signed service contract, and the provider’s financing policy.
Protection and invoice recovery
Reputable firms run reminders, formal collection steps, and legal recovery when needed. Certain providers absorb short-term risk; others pass late payments through as a temporary delay in your salaire.
Financial strength signals to check
- Request proof of the financial guarantee required by regulators.
- Ask for a documented payment calendar showing payment by month.
- Check the provider’s track record on early-month advances and recovery success.
Strong payroll security is more than comfort: it provides long-term sécurité and helps you plan investments and savings. Get the pay schedule and financing conditions in writing before you start any mission.
| Service | Who advances | Typical timing | Buyer check |
|---|---|---|---|
| Pre-financing salary | Société | Early month (before 5th for some providers) | Written eligibility and fees |
| Invoice collection | Société | 30–90 days depending on client | Collection policy and track record |
| Guaranteed cover | Insurer / guarantee fund | Applied on unresolved debts | Proof of guarantee and scope |
Social protection in portage: security sociale, unemployment, retirement, and more
Understanding how health, retirement, and unemployment cover work together helps you judge real value beyond net pay.
Health coverage is handled via sécurité sociale contributions. As a salarié of the hosting company, you are affiliated and receive the same basic medical protection as other employees in France.
Retirement contributions are paid into standard regimes and supplementary plans. These contributions build your pension rights and appear on your payslip as part of regular declarations.
Unemployment rights follow employment rules: because you contribute through the employer, you can be eligible for unemployment benefits under the general conditions set by authorities.
Mutuelle, prévoyance and added protections
Many providers offer a complementary mutuelle and prévoyance. These plans reduce out-of-pocket costs for health events and provide income replacement for long-term illness.
Coverage levels vary. Some include strong mutual plans and additional assurance packages; others make them optional. Compare offers and ask for certificates of affiliation.
Why this matters compared with freelance alternatives
Unlike classic freelancers, salariés portés benefit from employer declarations and consolidated rights. That simplifies claims, retirement accrual, and access to unemployment.
Higher deductions can be justified when they secure verifiable protections and reliable versement of salaire. Ask providers for a clear benefits summary and proof of affiliation before you sign.
- Ask for: a benefits summary, mutuelle terms, and affiliation proofs.
- Check: unemployment contribution status and pension points credited.
- Compare: what is included, optional, or billable extra across providers.
Responsabilité civile professionnelle: what your insurance should cover
Professional liability is the single contract detail that often decides whether a mission runs smoothly or turns into a dispute. In consulting terms, responsabilité civile professionnelle covers errors, omissions, missed deadlines, poor advice, and data-handling mistakes that lead a client to claim damages.
How it works in practice: Many société portage include RC in their offering, but limits, deductibles, and exclusions vary. Some providers list RC as a separate cost line, so check billing details before you sign.
Buyer checklist — verify before you commit:
- Activities covered (IT, training, finance, HR) and explicit exclusions.
- Geographic scope: France only or international missions included.
- Claim process and insurer contact, including response times.
- Policy limits and deductibles relative to typical client exposure.
- Ask for an insurance certificate and a short policy summary confirming your mission is covered.
Request documentation early. Confirming assurance responsabilité civiledefends you and reassures the client, and it signals professional seriousness in portage salarial. For a focused guide on policy details, see assurance responsabilité civile.
Legal and operational obligations of a société de portage salarial
Transparency and documented procedures are the backbone of any reliable provider. A compliant société must formalize each relationship, manage employer duties, and deliver clear activity records so you can trace billed revenue to net salary.
Mandatory formalization
- Membership convention and a written commercial service contract with the client.
- An employment contract (CDD or CDI) with the consultant and mission amendments for each new assignment.
- Certificates of RC Pro and any insurance that covers the mission scope.
Administrative gestion
The provider handles social and tax declarations, registrations with social bodies, and unemployment affiliation. These actions protect your employee rights and ensure legal compliance.
Compte d’activité (activity account)
A complete compte must show billed amounts, received payments, management fees and social deductions, plus the resulting net salaire. If a société cannot produce this tracking, treat it as a red flag.
For a detailed checklist on provider duties and formal evidence, consult our guide to legal obligations.
| Obligation | Who signs / issues | Why it matters |
|---|---|---|
| Commercial service contract | Société and client | Secures the mission and payment terms |
| Employment contract (CDD/CDI) | Société and consultant | Provides social protection and payroll legal basis |
| Compte d’activité | Société (monthly report) | Shows billing, gestion fees, deductions, and net salaire |
| Social & tax declarations | Société (employer duties) | Ensures affiliation and rights (health, retirement, chômage) |
Eligibility checklist: who portage salarial is designed for (and who it’s not)
Before you compare providers, confirm whether your work and qualifications meet common eligibility rules. This saves time and prevents surprises during onboarding.
Best-fit profiles
Qualified consultants delivering intellectual services
We recommend this model for experienced consultants who sell knowledge, not goods. Typical thresholds include a Bac+2 or three years’ proven experience.
Common examples of eligible activities
- IT and digital: developers, data analysts, SEO/SEA specialists.
- Training and coaching: classroom or online trainers, executive coaches.
- HR, finance and management consulting: expertise delivered directly to entreprises.
When it’s not allowed
Excluded activities include regulated professions (lawyers, doctors, architects, accountants), personal services, and buy-resell business models. These do not match the employer–employee legal framework behind the scheme.
| Question | Yes — proceed | No — rethink |
|---|---|---|
| Do you deliver intellectual services to a client? | Yes — you may be eligible | No — likely ineligible |
| Do you have proven experience or qualifications? | Yes — common requirement | No — check with provider |
| Is your activity regulated or reselling goods? | No — proceed | Yes — not allowed |
Final tip: Validate eligibility with the provider for hybrid roles or international missions before signing any agreement.
CDI vs CDD in portage: what changes for income stability and constraints
Your contract type directly affects pay predictability and what happens in months without billed work.
How choice shapes planning: A CDD ties employment to a specific mission and end date. A CDI gives continuous employee status but does not guarantee pay when you have no billed mission.
CDD duration limits and mission-based structure
In practice, a CDD used in this context is mission-linked and must respect maximum durations. ABC Portage notes a common legal limit of 18 months for CDD validity in these setups.
This model offers clearer income for the mission period, but planning must include the contract end date and exit terms.
CDI realities between missions: no revenue, no salary—and how reserve mechanisms help
With a CDI you remain a salarié of the company. That gives continuity of status and social protection.
Important: ITG explains that if there is no revenue from clients in certain mois, there is typically no salaire paid for those months.
To reduce gaps, providers may offer reserve mechanisms. Part of your billed turnover is placed into a reserve to smooth income between missions.
Verify how the reserve is funded, accessible, and reported on your payslip before you accept an agreement.
What “minimum pay” rules aim to guarantee in practice
The collective framework includes minimum pay rules to protect the salarié. These rules aim to set a floor for remunération when conditions apply.
What it does: It provides a safety buffer in defined cases and clarifies employer obligations.
What it does not do: It does not create unlimited income guarantees if there is no billed mission. Always ask for a written scenario showing two missions with a gap and how salary and reserve behave.
| Feature | CDD | CDI |
|---|---|---|
| Mission link | Yes — fixed duration (often ≤18 mois) | No — continuous employer relation |
| Pay when no client revenue | No — salary tied to mission billing | Typically no — unless reserve or advance applies |
| Reserve & minimum pay | Depends on provider policy | Often includes reserve options and collective minimum rules |
- Buyer tip: Request a written example showing salary, reserve use, and payslip entries across two missions with a gap.
Optimizing remuneration with frais professionnels and employee savings tools
Using approved expense rules and employee savings tools, a consultant can preserve gross revenue while increasing take-home pay.
Optimization is not gaming the system. It is applying legal mechanisms to improve revenus and protect your household budget.
Expense policies matter: define what qualifies, what receipts are required, and the approval workflow. Correctly declared frais professionnels reduce taxable base and can raise net rémunération.
Common levers that lift net pay
- PEE / PERCO-style employee savings plans that convert part of turnover into tax-efficient savings.
- Meal vouchers and holiday vouchers that increase net revenus without raising gross salary.
- CESU-type benefits when relevant for household services tied to your activity.
Run a realistic simulation
Start from a hypothetical TJM and expected billed days (conservative: 12–18 days/month). Deduct management fees and projected social charges, then apply allowed frais and savings allocations to see the new net.
Always ask for written rules: expense gestion, approval timing, and how each item appears on the payslip. Compare providers on net résultat after benefits, not only on headline fees.
| Levers | Effect on net | Documentation needed |
|---|---|---|
| PEE / PERCO | Medium — deferred taxes, long-term gains | Plan agreement, contribution proof |
| Meal & holiday vouchers | Small — immediate monthly benefit | Voucher policy, distribution schedule |
| CESU & expense refunds | Variable — depends on eligibility | Receipts, mission link, approval |
For practical steps and examples on managing your revenus in this framework, see our guide on managing your revenus in portage salarial. Transparency and clear policies make optimization both safe and effective.
How to choose a société de portage salarial that fits your goals
Choosing the right employer-service partner shapes your daily work and long-term security. Start by mapping your priorities: fee level, required services, and your tolerance for risk.
Fees vs value: Very low fees can hide limited support or extra charges. Compare total cost, not just the headline rate, and ask for a full pricing sheet that shows frais gestion, advances, and recovery fees.
Service depth: Look for training, legal support, tender assistance, tracking tools, and community events. These services turn admin tasks into real accompagnement for consultants.
- Reactivity: require a dedicated advisor, defined response times, and an escalation path.
- Reputation: prefer firms with long records — e.g., companies formed in the early market years (ABC Portage, 2004) — and ISO 9001 or similar certification.
- Ethics & compliance: verify PEPS membership and sustainability ratings like EcoVadis Silver 2025 as trust signals.
Buyer checklist: ask to choisir société portage by testing sample payslips, contract clauses, and documented assurance and security policies before you commit.
Decision framework before you sign: compare offers like a buyer
Treat the selection process as hiring an employer-partner. You are buying ongoing gestion and assurance that directly affect monthly salaire and long-term sécurité.
Key questions to ask advisors
- What does the insurance (assurance) cover? Ask for policy limits and exclusions.
- What financial guarantees or advance pay mechanisms exist? (ITG stresses clear guarantee rules.)
- How are social deductions calculated and shown on the payslip? (ABC Portage insists on this.)
- Which contract clauses shift risk back to you?
What to request in writing
Obtain a full pricing sheet showing frais gestion and any refactured frais. Ask for expense rules and a clear pay schedule.
How to test transparency
Request a sample payslip and a full billed → deductions → gross → net walkthrough with assumptions.
Run three scenarios: on-time payment, late client payment, and a month with expenses. Compare results across firms.
| Check | What to receive | Red flag |
|---|---|---|
| Insurance | Certificate and policy summary | Vague coverage or refusal |
| Payment & guarantees | Written advance rules and timing | No proof of guarantee or unclear advance terms |
| Fees & payslip | Detailed pricing sheet and sample payslip | Inconsistent deduction explanations |
Buyer posture: demand documentation, test scenarios, and keep a shortlist of firms that answer clearly and fast. For more implementation tips, read our guide on the keys to success.
Conclusion
Choose a partner that turns billed revenue into predictable monthly pay without taking your clients.
In short, portage salarial offers a clear path to work independently while keeping employee protections. It often delivers fast setup and a balance between freedom and sécurité.
Before you sign: verify management fees, payroll reliability, financial guarantees, RC Pro coverage, and request all documents in writing.
Remember: you stay responsible for finding missions and keeping client relationships, even as a société portage handles admin and payslips.
Final step: run your own numbers (TJM, billed days, expenses), shortlist 2–3 sociétés, ask for a sample breakdown, and pick the one that best balances net pay and protection so you can focus on delivering value.
FAQ
What is portage salarial and how does the tripartite relationship work?
Portage salarial is a work arrangement that combines independent client acquisition with employee status. Three parties are involved: you as the consultant (salarié porté) who finds and performs missions, the entreprise cliente that receives the service under a commercial contract, and the société de portage that invoices the client, receives payment, handles administrative formalities, pays your salary, and provides social protection and insurance.
Who typically chooses this model and why is it gaining traction in France?
Experienced consultants, freelancers switching to more security, and professionals offering intellectual services (IT, digital, training, HR, finance, management, coaching) choose this model for the mix of autonomy and employee-level safeguards. It’s growing because it reduces administrative burden, provides social coverage, and makes contracting with companies simpler and safer.
How do I start a mission and receive my salary?
You negotiate and sign the service agreement directly with the client. Then you sign a membership agreement and an employment contract with the société de portage. The company invoices the client, collects payment, deducts fees, social charges, and any agreed expenses, and converts the remainder into a monthly salary that is paid to you.
What fees should I expect and how much will I keep?
Management fees typically range from about 5% to 15% of invoiced revenue and cover administration, payroll, and some services. After social charges and taxes, take-home pay commonly represents roughly half of billed amounts, though exact net depends on your TJM, billed days, and expense handling.
What are frais professionnels and how can they affect my net income?
Frais professionnels are reimbursable business expenses (travel, equipment, training) that can be excluded from taxable salary if properly documented. Using allowed expense policies, employee savings plans, and vouchers can increase net income without inflating gross salary. Verify the company’s rules before you sign.
Can the société de portage advance salary before the client pays?
Many companies offer advance-pay or pre-financing options to secure your cash flow. Options and fees vary, so check contract terms, limits, and the company’s guarantee mechanisms to protect salary payments in case of late or unpaid client invoices.
What insurance and protections does the société de portage provide?
A reputable company includes responsabilité civile professionnelle (professional liability) and often broader employer-related insurance. Before signing, verify the RC Pro scope, cover limits, exclusions, and whether additional insurance is needed for specific missions.
Are social protections like health, retirement, and unemployment covered?
Yes. As an employee of the société de portage you gain health contributions, retirement rights, and potential unemployment coverage aligned with standard employment rules. Exact levels depend on gross salary and contributions; review payslip details for specifics.
What legal documents are required for each mission?
Each mission typically requires a commercial service contract between the société de portage and the client, and an employment contract (CDI or CDD) with you. Mission amendments or attachments detail objectives, duration, rate, and work conditions.
How are invoices, bookkeeping, and payroll tracked?
The société de portage handles invoicing and collections, records payments, applies fees and social charges, and issues detailed payslips. You should receive a clear account showing billed amounts, deductions, reimbursed expenses, and net salary to ensure transparency.
What’s the difference between CDI and CDD for a salarié porté?
A CDD ties employment to a fixed-term mission; legal duration limits apply. A CDI offers ongoing employment between missions but salary depends on billed activity—no revenue often means no salary unless reserve mechanisms exist. Understand minimum-pay rules and how the company manages idle periods.
Which profiles are best suited for this arrangement and which are excluded?
Best-fit profiles are qualified consultants delivering intellectual services (IT, digital, training, HR, finance, management, coaching). Regulated professions, personal services, or pure buy-resell activities may be restricted or excluded—check eligibility with the provider.
How do I choose the right société de portage?
Compare fees versus services: low rates can hide limits. Evaluate service depth (legal support, training, tender assistance), responsiveness (dedicated advisor, SLA), reputation and longevity, and ethical signals like industry memberships or certifications. Request a full pricing sheet and sample payslip.
What questions should I ask before signing?
Ask about RC Pro coverage and limits, advance-pay options, full fee schedule, expense reimbursement rules, pay schedule, sample payslip, and guarantee mechanisms for unpaid client invoices. Get all commitments in writing for transparency.
How can I simulate expected income from a given TJM?
Run a realistic simulation: multiply your daily rate (TJM) by projected billed days, subtract management fees, social charges, and taxes, then add reimbursable expenses. Ask the provider for an end-to-end revenue-to-salary breakdown to validate assumptions.
