I remember the day I left a steady job to consult across Europe — excitement mixed with a knot of worry about health, taxes, and pay. The French model called portage salarial gave me room to breathe. It blends independent consulting with employee protections so you can focus on clients, not paperwork.
Our approach frames your mission: you bring the client and the assignment. We provide the legal employment wrapper, payroll processing, and compliance guardrails. This means predictable pay, benefits, and less admin for the independent professional.
Why this matters: you keep autonomy in day-to-day work while gaining employee-level security and access to services like healthcare and unemployment coverage. US companies hiring talent in France also gain a compliant, low-risk route to engage experts.
Read more practical steps and onboarding guidance through our detailed guide on how to get started.
Table of Contents
Key Takeaways
- Portage salarial combines freelance freedom with employee protections.
- We handle payroll, compliance, and administrative tasks for you.
- The model delivers steady pay and access to statutory benefits.
- It’s a compliant option for US firms engaging French talent.
- Expect clear steps on contracts, costs, and onboarding on this page.
Why US Companies Use Portage Salarial to Engage Talent in France
US businesses often face steep legal and administrative hurdles when hiring talent in France. Strict labor rules, mandatory benefits, and the cost of setting up a local company can slow projects and raise risk.
Hire in France without setting up a local entity
You can engage experts quickly because an established legal employer handles formalities. This removes the need to form a local company and accelerates time to start.
Reduce administrative burden while staying compliant
We take on monthly payroll, tax filings, social contributions, benefits enrollment, and routine HR tasks. That lowers overhead and preserves your internal management bandwidth.
Offer a legally protected working model for independent professionals
This model protects both your business and the consultant. The arrangement gives clear employment status, documented pay, and statutory protections that reassure the client and improve retention.
- Fast hiring without entity setup
- Payroll and compliance handled as part of our services
- Reduced administrative tasks for your company
What Portage Salarial Is and How It Compares to an Employer of Record
When US firms hire in France, they often rely on a regulated umbrella model rather than the informal EOR concept used elsewhere.
Portage salarial is France’s formal alternative to the generic employer‑of‑record idea. It is defined by law and fits the expectations of french labour rules. In practice, an umbrella company employs the consultant while the consultant delivers services to your client.
Portage as a recognized alternative to EOR
The key difference is legal certainty. Many EOR arrangements used internationally lack a specific French status. The recognized model reduces ambiguity about employment rights and tax obligations.
The umbrella‑company model explained
You invoice through the umbrella company. The company pays you a salary, issues payslips, and handles contributions and benefits.
« This framework gives both parties clear protections and simplifies compliance. »
- Clarifies terminology for US readers.
- Aligns with the French legal framework and labour expectations.
- Prepares you for the tripartite relationship explained next.
If you are a consultant curious about options, see our note on portage for auto-entrepreneurs for practical steps.
How a Portage Salarial Relationship Works in Practice
In practice, three distinct parties share roles to keep projects smooth and compliant.
The tripartite structure
Three actors form the relationship:
- Client company: directs the mission and sets deliverables.
- Portage company: is the legal employer and handles payroll, taxes, and benefits.
- Ported employee: delivers the work and reports time and leave.
Who is employer vs. who manages the work
The portage firm holds the formal employment contract and ensures social charges are paid. This secures legal protections for the worker.
The client manages daily tasks, priorities, and performance. This lets you focus on delivery without the client running French payroll or human-resources management.
Monthly workflow and transparency
Each month you submit hours and any leave. The portage firm calculates salary, issues a payslip, and provides a clear cost breakdown.
« Transparent reporting of invoiced amounts to net pay builds trust and removes surprises. »
Tracking your activity account gives visibility into how revenue becomes net salary and contributions. You stay independent in your working relationships while we handle the employment layer professionally.
Contracts and the French Legal Framework You Need to Get Right
Clear, correctly ordered contracts form the backbone of any compliant engagement in France. The structure of documents and the right sequence protect both consultant and client.
The Portage Business Agreement as a mandatory step
The Portage Business Agreement (PA) is a legal requirement under the collective bargaining agreement. It must describe scope, duration, location, deliverables, and fees. These requirements ensure transparency before any employment relationship starts.
Sequencing: commercial agreement before employment
We cannot activate an employment contract until the PA or commercial agreement is signed. This order protects you and the client and secures legal certainty under the french labour framework.
CDI vs. CDD — which employment contract fits the mission?
CDI (open-ended) suits ongoing or long-term consultancy. CDD (fixed-term) fits time-limited projects. Operationally, CDI offers stability while CDD maps to clear end dates and deliverables.
Commercial contract essentials to avoid disputes
Include precise deliverables, acceptance criteria, reporting cadence, and invoicing and payment terms. These elements reduce ambiguity and support compliance with the collective bargaining agreement.
« Correct documents, correct sequence, and clear mission definitions are the foundation of compliance. »
| Document | Key elements | When used |
|---|---|---|
| Portage Business Agreement (PA) | Scope, duration, location, deliverables, payment | Mandatory before employment |
| Employment contract | CDI or CDD terms, salary, rights | Issued after PA is signed |
| Commercial contract | Acceptance criteria, reporting, invoicing | Defines mission and payment timing |
We guide you through these requirements and handle documentation so setup is clean from day one. For a detailed definition, see our guide on portage salarial definition.
Benefits for Freelancers and Consultants Who Want Employee-Level Security
Moving from independent risk to employee-level safety keeps your consulting freedom while adding real protections. This option gives you clear employment status, formal payslips, and access to statutory rights that are hard to reproduce as a solo business.
What employee status means day to day
Paid time off, documented contracts, and legal protections are included. You keep control of clients and timing, but you gain the routine that supports stability.
Social coverage, health, and pension
Mandatory contributions fund social security, health insurance, and pension accrual. Over time these contributions build entitlement to care and retirement benefits.
Unemployment and income protection
In certain terminations you may qualify for unemployment support. Additional measures, such as liability insurance and prevoyance, protect income during illness or gaps between missions.
Payroll and tax management handled for you
We take over payroll processing, tax withholding, and compliance. This management removes administrative burden and reduces filing errors so you focus on delivery.
| Feature | What it covers | When it pays out |
|---|---|---|
| Benefits | PTO, payslips, statutory protections | During employment |
| Social security & health insurance | Medical access, pension credits | Immediately after registration |
| Unemployment | Eligibility after certain terminations | After contract end and approval |
| Financial reserve | Portion of turnover set aside (e.g., ~10%) | Paid during no-work periods or at end |
| Payroll management | Tax withholding, payslips, contributions | Monthly processing |
Benefits for Businesses Hiring Through Portage
Outsourcing payroll and benefits to a trusted employer lets your business focus on outcomes, not filings. This approach reduces the administrative burden and speeds the time to engage external talent in France.
Payroll, taxes, and benefits administration handled by the portage company
We run payroll calculations, tax filings, mandatory contributions, and benefits enrollment so your team does not need to build local HR processes. Monthly payslips and clear reports are delivered to the company, removing routine overhead.
Lower risk of worker misclassification and reclassification claims
Structured employment lowers compliance exposure. When the legal employer takes responsibility for contracts and social charges, the risk of reclassification claims against your business is reduced.
Fast access to specialized expertise for project-based work
You gain quick access to vetted professionals for transformations, interim roles, or short projects without forming a French entity. The employer handles employment management and termination procedures while you keep project direction.
- Speed to engage talent and reduced operational friction for your business
- Payroll and benefits moved off your company’s plate with formal documentation
- Protective structure for both the worker and the client
Ready to act: learn more about our France services or review accounting obligations to see how this model aligns with your project needs and compliance plans.
What Types of Work Qualify for Portage Salarial
This model fits assignments that rely on professional expertise and deliverables rather than physical tasks.
We find the best fit in knowledge‑based roles where scope and outcomes are clear. Examples include IT engineering, marketing strategy, editorial work, graphic design, and other specialised consulting services.
Why these roles qualify
Qualified, intellectual services map directly to measurable outputs. That clarity helps meet legal requirements and simplifies monthly reporting for the worker and the employer.
What is excluded and why
Certain manual or regulated activities create labour and regulatory conflicts. These include medical roles, hairdressing, artisan trades, cleaning, gardening, and babysitting.
- Manual trades and on‑site labour
- Medical and regulated professional activities
- Personal care or domestic services
We validate eligibility upfront as part of our compliance checks. This protective step prevents later disputes or contract invalidation and saves you time before engagement.
Eligibility and Setup Requirements for Starting Today
To begin immediately, we first confirm legal eligibility and mission fit with care. Starting today means a fast, structured onboarding once we verify you can work in France and the assignment meets legal requirements.
Confirming the professional can legally work in France
Before any employment layer is activated, we validate right-to-work status. This includes identity checks, visa or permit verification, and confirming that the work aligns with local rules.
Client-ready onboarding: documents, mission definition, and compliance checks
We guide you through a short set of tasks with care: collecting ID, bank details, and insurance information. We also ensure the mission scope and fee structure match the model’s requirements.
- What you provide: mission inputs, operational contacts, and client acceptance criteria.
- What we handle: compliance checks, contract drafting, and activation of employment and payroll.
- Result: a clean commercial agreement so clients are ready and payments flow without delay.
For a detailed legal checklist and regulations that guide these steps, see our compliance guide on regulatory requirements in France.
Step-by-Step: How to Start a Portage Engagement with Our Services
A clear, stepwise checklist helps you move from a client conversation to your first payslip without stress. Below we lay out the simple actions so you know who does what and when.
Agree rates and mission scope with your client
First, you and the end client set deliverables, timeline, and the day rate. Clear terms avoid disputes and speed invoicing.
We validate suitability and issue the employment contract
We check activity eligibility and right-to-work status. After validation, we issue the employment contract in the legally required order.
We execute the commercial agreement and activate payroll
We sign the Portage Business Agreement with the client, then activate payroll. Client payments flow to our company and we process monthly payroll.
Ongoing management: expenses, reporting, and payments
Monthly you submit time and expenses. We handle payment runs, deductions, and provide transparent reporting so you follow activity, fees, and net pay.
| Step | Who acts | Outcome |
|---|---|---|
| Rate & scope | You & client | Signed mission terms |
| Eligibility check | We | Validation & employment contract |
| Commercial activation | We & client | Contractual mission live |
| Monthly processing | We | Payroll, reporting, payments |
Duration Limits, Renewals, and How to Stay Compliant Over Time
A single assignment cannot run indefinitely; the rules cap continuous engagement to protect all parties.
The 36-month maximum rule sets a firm limit: one mission with the same scope and the same client cannot exceed 36 months (three years). This limit is part of the collective framework that governs project-based employment.
In operational terms, that means you cannot keep the same assignment, under the same scope, with the same client beyond three years without changing the legal conditions. Plan resourcing and succession to avoid accidental non-compliance.
Redefine the mission scope
One compliant path is to change the mission’s scope and responsibilities. Draft a new commercial agreement that clearly defines new deliverables and timelines.
When scope changes materially, the relationship is considered a new mission and the 36-month clock restarts.
Switch the contracting entity
Another compliant option is to contract with a different legal entity within the same corporate group. If the client is a separate company on paper, the engagement may be treated as a distinct contract.
This approach must be genuine and documented to meet compliance checks.
« Proactive timeline monitoring prevents unexpected breaches and protects continuity for both the consultant and the client. »
How we help: we monitor mission timelines, alert you before limits approach, and guide the client and professional through compliant renewals. Staying aligned with the legal framework preserves payment flows and legal certainty for the relationship.
| Issue | Compliant solution | Operational effect |
|---|---|---|
| 36-month limit | Stop or renew via new agreement | Resets the mission timeline |
| Same scope, same client | Change scope or change contracting entity | Maintains continuity without breaching rules |
| Late detection | Proactive monitoring by employer | Avoids payment interruption and legal risk |
Costs, Fees, and Financial Transparency
Understanding the real cost of working through an employment wrapper helps you price projects with confidence.
Typical management fees and what they cover
Typical management fees range from 7–10% of processed invoices. These fees cover admin, contract management, and required insurance.
Mandatory contributions, insurance, and main cost drivers
Beyond fees, the key cost drivers are mandatory contributions and payroll-related charges tied to employee status.
- Contributions: social charges that fund health and pension benefits.
- Insurance: liability and income protection included in the package.
- These elements together explain why headline rates differ from net salary.
Transparent reporting: payslips, charges, and activity account visibility
Each month you receive payslips and a detailed breakdown that shows fees, contributions, expenses, and net pay.
The activity account gives a running record of invoices, fees deducted, and your available remuneration. This visibility supports fair comparisons and audit readiness.
| Item | Typical share | What you get |
|---|---|---|
| Management fees | 7–10% | Admin, compliance, insurance |
| Contributions | Variable | Health, pension, social security |
| Net salary | Remainder | Payslip and monthly transfer |
« Clear cost breakdowns let you budget with confidence and compare company offers on equal terms. »
Conclusion
In short, portage salarial lets independent professionals keep control while gaining employee protections. It is a regulated French solution that delivers employment rights, social security, health insurance, and clearer pathways to unemployment support when eligible.
For freelancers: you retain client relationships and benefit from payslips, statutory coverage, and administrative support.
For US companies: this model removes the need for a local entity, lowers administrative burden, and provides a compliant route to hire under French labour expectations.
Correct terms, the right contract sequence, and active compliance monitoring are essential. If you want careful guidance, our expertise helps set up services, run payroll, and keep the relationship compliant. Learn more about what is portage salarial in France and contact us to discuss your mission, rates, and onboarding timeline.
FAQ
What is portage salarial and how does it secure my freelance activity?
Portage salarial is a French umbrella-company model that lets an independent professional provide services to clients while holding employee status. The umbrella company issues invoices, handles payroll, and pays social contributions, giving you statutory protections such as paid leave, social security, and pension accrual—while you keep control of your rates and client relationships.
Why would a U.S. company use this arrangement to hire talent in France?
U.S. companies use this model to access French expertise quickly without creating a local legal entity. It reduces administrative burden and legal exposure, ensures compliance with French labour rules, and provides a clear, legally protected framework for short- or medium-term engagements.
How does this compare to an Employer of Record (EOR)?
Both solutions manage payroll and compliance, but France’s umbrella model is a recognized domestic alternative focused on individual professionals. An EOR often hires staff on a local payroll for a foreign employer; the umbrella model specifically preserves consultant autonomy while granting employee protections through the portage company.
Who are the parties in the tripartite relationship and who is the employer?
The three parties are the client company that receives the service, the umbrella company that employs and pays the professional, and the consultant who delivers the work. The umbrella company is the legal employer and manages employment obligations, while the client directs daily tasks and supervises mission delivery.
What contractual documents are required to start an engagement?
You need a business agreement with the umbrella company (mandatory under French rules), an employment contract (CDI or CDD depending on duration and conditions), and a commercial contract or statement of work defining scope, deliverables, location, and payment terms.
What are the key differences between CDI and CDD in this model?
A CDI (permanent contract) offers open-ended employment with full protections. A CDD (fixed-term) is used for time-limited missions and must respect strict French rules on duration and renewal. Choice depends on mission length and the legal justification for fixed-term work.
How are payroll, taxes, and social contributions handled?
The umbrella company calculates and withholds income tax and mandatory social contributions, pays employer-side charges, issues payslips, and remits contributions to social security, health insurance, and pension schemes. This simplifies tax and payroll obligations for the consultant and the client.
What benefits and protections does an independent consultant gain?
You retain commercial freedom while receiving employee-level protections: paid time off, statutory health coverage, retirement contributions, and access to unemployment insurance where eligible. The umbrella company also applies professional liability insurance and supports administrative compliance.
Can a consultant claim unemployment after a mission ends?
Eligibility depends on prior contributions, contract type, and the reason for job end. Because social contributions are paid by the umbrella company, many consultants can qualify for unemployment benefits if they meet French Pôle emploi criteria.
Which roles are best suited to this working model?
Intellectual and project-based services fit best: IT development, marketing, editorial work, design, consulting, and other specialist missions. Activities that require a registered business licence or on-site regulated services may be excluded.
How do you confirm a professional can legally work in France?
The umbrella company verifies right-to-work documents, residency or visa status, and any professional licences required for the activity before signing agreements. This onboarding step is essential for legal compliance.
What is the typical monthly workflow for time tracking and invoicing?
Consultants submit timesheets or deliverable reports, the client validates them, the umbrella company issues invoices to the client, collects payment, and runs payroll—producing payslips and a clear breakdown of gross fee, management fees, and social charges.
How long can a single mission last under French rules?
A mission is generally limited to 36 months under the current framework. If a project must continue, the relationship can be adjusted by changing mission scope or contracting through a different client entity to remain compliant.
What fees should I expect from the umbrella company?
Management fees vary but typically cover invoicing, payroll, insurance, legal compliance, and administrative support. You should also expect mandatory employer and employee contributions, which are the main cost drivers affecting your net income.
How transparent is the reporting on costs and payslips?
Reputable umbrella companies provide detailed payslips and activity accounts showing gross invoiced amounts, management fees, social charges, and net pay. Transparent reporting helps you understand charges and manage your pricing with clients.
What happens to reserves and final settlements at contract end?
Financial reserve rules require that a portion of billed amounts can be held to secure end-of-contract obligations and paid leave. At engagement end, the umbrella company settles outstanding pay, accrued leave, and social contributions according to law.
How quickly can we start an engagement using your services?
Once mission terms and client rates are agreed, we validate suitability, collect onboarding documents, sign the employment and commercial agreements, and activate payroll. Typical activation time depends on document completeness but can be rapid for well-prepared files.
How do you reduce the client’s risk of misclassification or requalification claims?
Using the umbrella-company employment route, the legal employer handles employment obligations, which lowers the client’s exposure to misclassification. Proper contracts, clear mission definitions, and compliance with collective agreements further reduce requalification risk.
Are there activities that cannot be handled through this model?
Yes. Regulated trades, activities requiring a commercial registration (RCS) or specific licences, and certain on-site service categories may be excluded. We assess each mission to confirm eligibility before onboarding.
What documentation does a client need to provide for onboarding?
Clients typically provide a mission brief, billing details, purchase order or contract confirmation, and any specific compliance requirements. The consultant supplies identity, diploma or licence proofs if required, and banking details for compensation.
How do you handle cross-border VAT, withholding, and international billing?
The umbrella company advises on VAT rules, reverse charge mechanisms for intra-EU services, and any applicable withholding tax. We issue compliant invoices and ensure tax and social rules are applied correctly for cross-border engagements.
