Imagine Claire, a consultant in Paris who won a major client overnight but hesitated to create a company. She wanted freedom to set her rates and keep client control, yet needed payroll, contracts, and legal cover.
We helped Claire move quickly into portage salarial. She kept autonomy on missions while the société handled payroll, compliance, and admin tasks.
In this model you remain salarié for social protection and work as an indépendant in practice. Management fees are taken as a share of invoiced revenue, typically a modest percentage. Our aim is to reduce legal risk and preserve your career continuity.
Who this is for: qualified consultants and freelancers in France who want independence without forming a company from scratch. We guide you through fit evaluation, income simulation, and a fast start once you have a mission.
Table of Contents
Key Takeaways
- You keep client control and pricing while gaining employee protections.
- Payroll, compliance, and core admin are managed for you as a service.
- Fees are a percentage of billed revenue; we help simulate net income.
- The model offers career continuity and practical legal sécurité in France.
- Ideal for consultants who want quick market entry without building a company.
Why portage salarial is the safest way to stay independent in France</h2>
For many consultants, the smartest route to independence avoids company formation altogether. You keep full control of client selection and pricing while a recognized provider handles billing and employer duties.
You operate as an independent pro and invoice through the hosting structure. This removes the upfront costs and formalities of creating an entreprise. Fees are taken from revenue, so there are no fixed charges to run a company.
Employee security with real autonomy on missions
Statut salarié gives you health, retirement, and unemployment coverage. At the same time, you keep decision power and there is no subordination link with the client during delivery.
Built for commercial momentum
Contracts are compliant, social declarations are managed correctly, and administrative mistakes are reduced. That means faster contracting, easier invoicing, and more time winning business.
« Clients often prefer clear, compliant contracts with a recognized provider rather than a new solo structure. »
This balance lets you test, validate, and scale a project with controlled risk — and it leads naturally to the clear three‑party roles between you, your client, and the hosting company.
- Operate independently without incorporation.
- Enjoy the safety net of the statut salarié.
- Focus on growth; we handle the back office.
Learn about real‑world successes and client preferences in our case studies: success stories.
How portage salarial works in practice in France</h2>
At the center of the system is a simple triangle: you as the consultant, the client company, and the hosting company that formalizes contracts and payroll.
The tripartite relationship made plain
You negotiate the scope, duration, deliverables, and price directly with the client, like a true independent.
The hosting firm signs the service contrat with the client and an employment contract (CDD or CDI) with you. That firm becomes the vendor of record and the employer of record.
From negotiation to pay: the operational flow
Sequence is straightforward: membership, service contract, employment contract, mission delivery, activity reporting, invoicing, collection, then payroll.
Timesheets or monthly activity reports feed invoicing. Once the client pays the hosting company, payroll and social charges are processed and you receive your salary.
Autonomy preserved during mission delivery
The legal employer is the hosting company, but the client does not exercise subordination while you perform the mission.
« You decide how to deliver the work; the model protects your autonomy while giving clients a clear, compliant contracting partner. »
This clean setup reassures clients, shortens signature cycles, and reduces commercial friction. Next, we explain what the hosting company does day‑to‑day to manage compliance and payroll.
What a société de portage salarial does for you</h2>
A dedicated société portage handles employment formalities so you can focus on clients and delivery.
Employer role: the société produces payroll, issues payslips, and makes social contributions. It completes hiring paperwork and statutory declarations so you avoid running a separate legal structure.
Hosting structure and compliance management
The hosting model lets you sell services under a compliant framework. The société portage is the legal employer and manages fiscal and social obligations. This reduces legal risk and speeds up contracting.
Administrative tasks handled end-to-end
We take care of invoicing, payment follow-up, tax declarations, and standard employment documents. These tâches administratives free you to grow revenue and serve clients.
Monthly activity account and transparency
You receive a clear compte showing revenue received, management fees, social charges, and your net salaire. That monthly activity account is your dashboard for cash flow and planning.
Risk containment: the société maintains compliance, issues mandatory insurance (RC Pro) for missions, and lowers the chance of costly errors. This solution fits qualified, autonomous professionals who find clients and set pricing.
Learn how to join a société and start with clear administrative gestion and support.
Who can become a salarié porté</h2>
A wide range of service professionals qualify to work under the hosted employee framework in France. This option suits experienced consultants and experts who want employee protections while keeping commercial control.
Common eligible profiles
Typical métiers include consultants, subject-matter experts, trainers, interim managers, and qualified freelance service providers. Many are senior or cadre-level professionals who lead assignments.
Core eligibility rules
You need recognized qualifications (Bac+2) or at least three years of proven experience in the same sector. This ensures professional credibility and client trust.
Commercial autonomy requirement
Autonomie is essential: you must find clients, negotiate terms, and set prices yourself. The hosting firm does not supply missions; it manages contracts and payroll.
When the model is not suitable
Not a fit for regulated professions (lawyers, doctors), personal services to individuals, or buy-resell activities. If your activity mixes resale and services, we evaluate the cas by case before onboarding.
| Profile | Qualification | Autonomy | Fit |
|---|---|---|---|
| Consultant / Expert | Bac+2 or 3+ yrs exp | Prospects, negotiates, sets price | Good fit |
| Trainer / Interim manager | Sector experience required | Delivers independently | Good fit |
| Freelance service provider | Proven track record | Runs client relationships | Fit if no resale |
| Regulated professions | Licences required | Often restricted | Not fit |
Need clarity? We offer a fast qualification check to confirm eligibility and avoid delays. Learn more about becoming independent with the hosted model at becoming an independent with the hosted.
Contracts and legal framework you’ll use</h2>
Contracts set the rules: they protect you, reassure the client, and formalize a compliant relationship for the mission. A clear contrat is the document that opens access to employee protections while keeping your commercial freedom.
CDD for mission-based work
A cdd is written for a defined mission. It may be renewed up to two times, but total duration (renewals included) cannot exceed 18 months. The hosting firm must give you the contrat within two business days after agreement.
CDI when work is recurring
A cdi can cover recurring missions or several client entreprises. It gives permanence but note: periods without a billed prestation are not paid. This rule preserves commercial autonomy while keeping employment status.
What must appear in your contract
The contrat must state how remuneration is calculated, management fees and social charges, rules for reimbursable frais, and the reporting periodicity (at least monthly).
- Checklist: price method, fees deduction, expense policy, activity report timing, and identity of the financial guarantor.
« A clear contract is the foundation for salary security and compliant travail during your mission. »
We handle contract setup and will ensure the agreement meets legal requirements so you can focus on delivery and benefits.
Protection and benefits: the employee-level safety net</h2>
Safety and benefits can coexist with autonomy; the hosting solution reconnects you to social protection for mission-based work.
What you regain as a salarié: public healthcare coverage, retirement contributions, mutual insurance, and provident plans that protect income in case of illness.
Unemployment rights and France Travail
You can register with France Travail and keep rights calculated like a classic job. Under conditions, ARE benefits may be combined with revenues from an activity managed through the host. This helps during ramp-up periods.
Professional liability for client missions
RC Pro is essential when you deliver high-responsibility services to an entreprise. It covers claims related to mission work and reassures clients.
| Benefit | What it covers | Notes |
|---|---|---|
| Healthcare | Medical costs, reimbursements | Standard salarié contributions apply |
| Retirement | Pension contributions | Counts toward career rights |
| Unemployment (ARE) | Income support between missions | Can combine with activity if eligible |
« These protections depend on compliant contracts and correct declarations; the host formalizes that security. »
Note: these avantages are funded by management fees and social charges deducted from your billed revenue. We help make costs transparent so you understand net outcomes.
Fees and pricing transparency: frais de gestion explained</h2>
Understanding fees early saves you surprises when your invoices convert to pay. The frais de gestion is the portion of your invoiced revenue paid to the hosting company to operate the employment and admin framework.
Typical management fee range in France
Market practice usually places the management fee between roughly 5% and 15% of invoiced revenue (HT). Lower rates often reflect limited services; higher rates reflect deeper support and risk coverage.
What fees usually cover
- Payroll processing: payslips, salary payment, and social declarations.
- Accounting: invoicing, collection follow-up, and monthly activity accounts.
- Legal and compliance: contract checks, insurance setup, and statutory filings.
- HR operations: employment contracts, onboarding, and administrative support.
Red flags and what to check
Beware of ultra-low fees that are attractive at first but add many à la carte charges later.
« Check the activity account: a transparent provider shows fees, charges, and your net clearly. »
Compare total value, not just the headline percentage. Fees are only one step before social charges convert your chiffre d’affaires into net salary. Prioritize timely salary payments, clear expense rules, and responsive support when you choose a partner.
Your income in portage: from chiffre d’affaires to salaire net</h2>
From invoice to bank: the chain that converts your chiffre d’affaires into salaire net is simple to follow. We outline each step so you can forecast monthly outcomes and set rates with confidence.
How billed revenue becomes payroll
Your client pays the hosting firm for services. First, the firm deducts management frais from the invoiced chiffre d’affaires.
Next, employer and employee charges are calculated on the remaining base. Those social charges fund health, retirement, and unemployment protections.
After statutory deductions and any reimbursed professional expenses, the remaining amount is processed into payroll and paid as your salaire.
Typical net benchmark and what changes it
As a rule of thumb, many consultants see a net salaire near 50% of their billed chiffre d’affaires.
Variation depends on your daily rate, billed days per mois, declared expenses, and the level of covered benefits. Higher management frais or generous benefit packages lower immediate net but increase protection.
Minimum pay rules and monthly security
The collective agreement provides a floor: minimum gross monthly totals and mechanisms such as a CDI reserve (often around 10%) to smooth gaps between missions.
Classification and mission cadence affect monthly pay. Regular billing months result in steadier revenus; gaps reduce net unless reserve mechanisms apply.
Expense policy and legal optimization levers
Professional expenses may be reimbursed or handled as deductible items when supported by receipts. Proper documentation is essential.
Optimization levers used legally in market practice include employer-sponsored savings plans, meal vouchers, and documented business expenses. These can improve net salaire without evading charges.
« Run a simulation before signing: test different TJM and billed days to see realistic monthly net outcomes. »
| Step | What is deducted | Example | Result |
|---|---|---|---|
| Invoiced amount (chiffre d’affaires) | — | €10,000/month | Starting revenue |
| Management frais | Service fee 8% | €800 | €9,200 remaining |
| Social charges | Employer + employee charges ~40–45% | ~€4,100 | Base for payroll calculation |
| Net salaire paid | After taxes, expenses, and withholdings | ≈€4,600 (≈50% benchmark) | Salaire net |
We recommend using a simulation tool to test scenarios by mois. That gives a clear view of net revenus, expected frais, and reserve needs so you can price assignments accurately.
Fast onboarding and smooth operations for your missions</h2>
A confirmed mission triggers a fast setup so you keep momentum with the client and begin work quickly.
How quickly you can start once you have a client mission
In many cases, paperwork can be prepared within hours and the start date set within 24 hours. This speed prevents lost opportunities and reassures the entreprise that hiring external experts is low friction.
Contract setup: membership agreement, service contract, employment contract
The process relies on three clear documents: a membership agreement with our firm, the service contrat signed with the client, and your employment contract (CDD or CDI).
- Membership agreement: defines our services and fee structure.
- Service contrat: records mission scope, dates, and pricing with the entreprise.
- Employment contract: enables payroll and social protections so you receive salary for the travail performed.
What we need to get started
Provide the mission scope, start and end dates, daily rate or overall fee, and any expense rules agreed with the client. We complete contracts and verify billing details to avoid delays.
Ongoing reporting and month-to-month routine
You submit activity updates at least once per mois. Timely reports keep invoicing accurate and ensure payroll is processed on time.
« Clear paperwork reduces procurement friction and makes external talent engagement easier for client entreprises. »
When missions pause, regular reporting and planning help manage cash flow and prepare for the next assignment. Less time on admin means more time delivering and growing your pipeline as consultants.
Support beyond admin: coaching, training, and network effects</h2>
Beyond payroll, targeted support helps you sharpen skills, win higher‑fee assignments, and reduce risk. Good accompagnement turns administrative convenience into real commercial advantage for consultants.
Skills-building and training rights
Formation access is a key benefit: CPF, skills assessments, and VAE pathways may be available depending on your profile. These options strengthen your compétences and justify higher daily rates.
Dedicated advisor support
Every consultant gains a named advisor who answers contract, expense, and reporting questions quickly. This practical accompagnement reduces errors and saves time on compliance.
Community and network opportunities
A strong réseau brings referrals, partners, and event leads. Many sociétés run peer sessions, workshops, and demo days that help you meet clients and collaborators.
- Targeted training modules to boost niche compétences
- Skills assessment and VAE paths for formal recognition
- Advisor help for day‑to‑day operational questions
Position support as a differentiator: better formation, clearer accompagnement, and a wider réseau usually mean steadier missions and higher TJM. Discover our training offer and speak with us to see what the société includes or offers as an option.
Portage salarial for client companies in France</h2>
Enterprises increasingly seek a single contractual partner that handles invoicing and employment obligations while consultants keep full autonomy during delivery.
Why entreprises use this model to secure external talent
Speed and flexibility: an entreprise can onboard skilled consultants fast, without expanding headcount or launching temporary contracts.
Clear commercial scope: the société acting as provider standardizes terms, so procurement and project managers get predictable timelines and budgets.
Reduced administrative load and improved compliance
The hosting company manages declarations, payroll, and statutory filings. That reduces administrative burden for HR and legal teams.
Traceability: secure records and a central document space help risk teams monitor engagements and avoid informal freelance ambiguity.
Clear contracting between the client and the portage firm
Clients sign a service contract with the société; invoices, insurance, and employment documentation flow through one vendor while the consultant delivers work independently.
« This structure protects both sides: the entreprise gains flexibility; the consultant retains autonomy with employee protections. »
If your company wants a standardized process to engage independent experts, contact us to discuss a compliant.
International missions and cross-border projects</h2>
Delivering projects across borders requires clear rules so your French protection stays intact. International portage lets you serve foreign clients while keeping employment-based coverage in France when conditions allow.
How international portage supports assignments while keeping French protection
What it means: you invoice through a French hosting structure and retain healthcare, retirement, and broader sécurité tied to French declarations.
We coordinate contracts, social declarations, and insurance so your mission expands without losing protections.
Typical scenarios: working from France or being temporarily abroad
Common cases include:
- Working remotely from France for an international client.
- Traveling temporarily to a client site abroad for a defined mission.
Both require tailored contracts and administrative alignment. A strong partner manages cross-border payroll implications and VAT or withholding questions.
« Clear invoices and a professional contracting counterparty boost client confidence on international projets. »
| Scenario | Key admin focus | Client benefit |
|---|---|---|
| Work from France for foreign client | French declarations, VAT rules | Simple, compliant invoices |
| Temporary assignment abroad | Duration limits, local rules, permits | Legal clarity and reduced risk |
| Hybrid projet delivery | Mixed taxation and expense policy | Transparent budgeting |
Plan early: country rules and mission length affect the path. We advise prudent cash-flow planning and client diversification to manage cross-border risks.
Risk management and compliance: staying secure as an independent</h2>
Independent consultants face two constant risks: income volatility between missions and over‑reliance on one client. Recognizing these risks is the first step to keeping your career and cash flow secure.
Income gaps between missions and how to plan for them
In a CDI, periods without prestations are not paid. Build a simple runway: set a monthly billing target, forecast billed days, and keep a cash buffer equal to three months of personal expenses.
Practical tactics: run monthly simulations, set aside a reserve from each paid invoice, and use predictable billing assumptions to avoid surprises at the fin of a mission.
Avoiding dependence on a single client
Relying on one client reduces negotiation power and increases revenue risk. Diversify by keeping at least two active prospects and limiting any single client to a defined percentage of your annual revenue.
Contract strategy: negotiate staggered end dates, clear scope change clauses, and short renewal windows so you retain flexibility between missions.
How the firm supports legal and safety obligations during the mission
The hosting company handles employer duties like occupational health checks and correct declarations. The client remains responsible for on‑site working conditions and safety during mission execution.
We provide compliant contracts, timely social declarations, and guidance for cas such as delayed payments, scope creep, or long extensions.
« Our approach: prevent risk with forecasting, reduce exposure by diversifying clients, and resolve issues fast with clear contract rules. »
- If payments delay: document, notify the firm, and pause new work until invoicing is cleared.
- For scope changes: agree on written amendments and update invoicing terms immediately.
- For long extensions: re‑evaluate rate and obligation mix before accepting to preserve sécurité and fair travail conditions.
Choosing a provider matters: risk management quality depends on the solidity and processes of your chosen firm. For compliant resources and declarations, see our guidance on legal and payroll checklist.
How to choose the right société de portage</h2>
A strong société protects salary payment timelines and simplifies your admin work. Pick a firm that shows clear financial guarantees and a transparent fee policy. This reduces stress if a client delays payment or disputes an invoice.
Financial strength and salary payment security
Verify the financial guarantee amount the société holds. A large guarantee means higher salary security when collections lag.
Example: Some market leaders provide multi‑million euro guarantees that support payroll continuity even during disputes.
Service level, responsiveness, and account tools
Test the firm’s client portal and reporting tools. Fast responses and a clear activity account help you meet invoicing and payroll deadlines.
Industry credibility and certifications
Look for PEPS membership and recognized certifications such as ISO 9001 or CSR ratings. These are independent signals of process quality and ethics.
ABC Portage (founded 2004) cites ISO 9001 and a Silver EcoVadis rating in 2025 as trust signals.
Offer quality indicators
Prefer sociétés that include or offer: salary prefinancing, invoice recovery, legal support, and training. These services matter when problems occur.
« Ask for a full fee breakdown and proof of the financial guarantee before you sign. »
Buyer’s checklist
- Verified financial guarantee and payroll references.
- Transparent management fees and no hidden charges.
- Responsive advisor and a usable activity account.
- PEPS membership or equivalent certification.
- Optional services: prefinancing, legal aid, invoice recovery, training.
| Criterion | Why it matters | What to ask for | Red flag |
|---|---|---|---|
| Financial guarantee | Secures salary if client delays | Amount and insurer name | No proof or vague figures |
| Fee transparency | Protects take‑home pay | Full fee table and extras | Ultra‑low headline fee, many extras |
| Tools & support | Speeds invoicing and payroll | Demo of portal and SLA | Slow responses, manual reporting |
| Credibility signals | Shows process maturity | PEPS membership, ISO or CSR proof | No verifiable certifications |
Before you commit, request a personalized simulation and a side‑by‑side service comparison based on your TJM and expected billed days. Also, find a société that meets these checks so you start with confidence.
Conclusion</h2>
The hosted employee model gives you freelance freedom with the legal security of an employee.
You operate as a salarié porté in a clear tripartite setup: you find clients and set prices, the host handles contracts, payroll and compliance. Monthly activity reporting keeps everything transparent.
Remember the practical numbers: management frais typically sit between about 5% and 15%, and many consultants see a net salaire near a 50% benchmark after social charges and deductions.
Legal guardrails matter: CDDs cap at 18 months and a CDI does not pay for non‑billed periods. Plan to diversify clients and keep a reserve for gaps.
Next step: run a salary simulation and speak with an advisor to confirm eligibility as a salarié porté and choose the right partner for clear gestion and payroll security.
FAQ
What is the concept behind portage salarial and how does it protect an independent professional?
The system lets an independent professional deliver client missions while being employed by a hosting company. You keep commercial autonomy — you find clients and set prices — while the company handles payroll, taxes, and social protection. This combination gives access to healthcare, retirement contributions, unemployment cover, and employer-side compliance, reducing legal and administrative risk.
How does the tripartite relationship work in practice?
Three parties are involved: you (the consultant), the client company, and the hosting firm. You negotiate the mission and price with the client. The client signs a service contract with the hosting company, which invoices the client and pays you a net salary after management fees and social charges. The hosting firm manages payroll, legal compliance, and administrative formalities.
Can I remain fully autonomous while being employed by a hosting company?
Yes. You keep responsibility for prospecting, setting rates, and delivering the service. The hosting company must not exercise direct supervision that creates subordination. That preserves your independent status for commercial actions while granting employee protections for social security.
Who is eligible to become a salarié porté?
Typical profiles include consultants, trainers, interim managers, and qualified freelancers. Eligibility usually requires a bachelor’s degree (Bac+2) or three years of relevant professional experience. Regulated professions and direct personal services or simple buy-resell activities may be excluded.
What contracts will I sign when joining a hosting company?
You usually sign a membership agreement with the hosting firm, a service contract between the firm and your client, and an employment contract (CDD or CDI) with the hosting firm. The employment contract specifies mission duration, fees, and conditions such as renewal rules and caps for fixed-term contracts.
How do CDD and CDI differ in this model?
A CDD (fixed-term) is linked to a specific mission, subject to renewal limits and usually capped in total duration for a single assignment. A CDI (open-ended) can cover ongoing collaboration with multiple clients; however, non-billed periods are typically unpaid unless otherwise negotiated.
What must appear in my contract with the hosting company?
Contracts should clearly state your billing rate, the management fee percentage, expense reimbursement rules, payment terms, and the presence of a financial guarantor or guarantee mechanism ensuring salary payment in case of defaults.
What do management fees (frais de gestion) typically cover?
Fees cover legal compliance, accounting, payroll processing, HR administration, invoice management, and back-office services. They vary by provider and usually represent a percentage of your invoiced revenue. Transparent providers list precisely what is included to avoid hidden charges.
How much do management fees usually range in France?
Management fees commonly range as a percentage of your invoiced revenue. Exact figures vary depending on services offered, scale, and additional benefits such as training or legal assistance. Beware of unusually low fees that may exclude essential services or add hidden costs.
How does my billed revenue become net salary?
The hosting company first deducts management fees from the invoiced amount, then applies employer and employee social contributions. What remains becomes gross salary, then net pay after income tax and personal contributions. Monthly statements show revenue, fees, social charges, and final net salary.
What is a typical net outcome and what influences it?
Net salary depends on your billed amount, the management fee rate, the mix of employer/employee contributions, and any reimbursable expenses. Industry benchmarks exist, but variation comes from activity volume, sector rates, and eligible expense policies that can improve net take-home pay.
Are there minimum pay rules under the collective agreement?
Yes. The collective agreement for the sector defines minimum guarantees, salary calculation rules, and employment protections. A reputable hosting company follows these rules and ensures minimum payout thresholds where applicable.
Which expenses can be reimbursed and how do they affect net pay?
Reimbursable expenses typically include travel, client-related costs, and approved business expenses. Properly documented expenses can reduce taxable base and increase your effective net. Each hosting company has a defined expense policy; review it before signing to maximize allowable reimbursements.
How quickly can I start once I have a client mission?
Onboarding speed varies but can be fast if contracts and client documents are ready. A membership agreement and the service contract between client and hosting company must be signed, after which invoicing and payroll setup follow. In many cases you can begin work within days to a few weeks.
How often must I report activity to the hosting company?
You typically report activity at least monthly. This includes mission status, timesheets or deliverables where relevant, and expense claims. Regular reporting ensures correct invoicing, timely payroll, and accurate account tracking.
What social protections do I receive as an employee through a hosting company?
You gain access to healthcare contributions, retirement accrual, complementary health (mutuelle) options, provident coverage, and unemployment insurance when eligible. These protections mirror those of traditional employment and reduce personal exposure compared with solo freelance status.
How does unemployment insurance and registration with France Travail work?
When your employment contract ends under qualifying conditions, you may be eligible for unemployment benefits. The hosting firm contributes to relevant schemes, and you should register with France Travail to access jobseeker benefits where applicable.
Is professional liability insurance included for client missions?
Many hosting companies either provide or require professional liability coverage to protect against claims arising from mission delivery. Confirm the policy limits and scope with the provider to ensure it covers your activities and client requirements.
Can I work on international assignments while remaining protected?
International assignments are possible but require specific arrangements. The hosting company assesses social security rules, taxation, and temporary posting regulations to maintain French protection. Scenarios differ if you work from France versus being abroad temporarily, so plan with your advisor.
How does the hosting company help manage legal and safety obligations during missions?
The firm provides compliance support, verifies contract terms, manages invoicing, and ensures workplace safety and legal obligations are met. This reduces your administrative burden and helps you focus on mission delivery with reduced legal exposure.
What risks should I manage as a salarié porté?
Common risks include income gaps between missions, over-reliance on a single client, and unclear contractual terms. Plan for financial buffers, diversify your client base, and use a provider that offers contract review, debt recovery assistance, and professional guidance.
How do I choose the right hosting company?
Evaluate financial strength and the presence of a financial guarantee to secure salary payments. Assess service level, responsiveness, reporting tools, and industry credibility such as PEPS membership or recognized certifications. Look for value-added services: training, legal advice, and unpaid invoice recovery.
Do hosting companies provide coaching, training, or networking?
Many firms offer professional development, training rights management, dedicated advisors, and community events to help you grow skills and client pipelines. These services add tangible value beyond administration and support career development.
How transparent should fee and activity statements be?
Statements must be detailed and issued regularly, showing invoiced revenue, management fees, social charges, reimbursed expenses, and net salary. Transparency allows you to track performance, tax obligations, and optimize income streams.
