Article
9 min read
How to Hire Using an Employer of Record in France (2025 Edition)
Employer of record

Author
Ellie Merryweather
Last Update
June 30, 2025

Table of Contents
What is a French Employer of Record?
Top reasons to use an Employer of Record in France
How to hire Employees in France: Step-by-step guide
Employment compliance tasks an EOR manages in France
How much does it cost to hire through an Employer of Record in France?
Which EOR should you choose for France?
Is Deel Employer of Record a Strong Choice for Hiring in France?
Hire employees in France confidently with Deel EOR
Key takeaways
- Setting up a French entity to hire local talent can take months and could cost up to €42,000 in legal, tax, and payroll setup.
- A French Employer of Record covers social security, taxes, contracts, and data protection under French labor laws, ensuring full compliance without the headache.
- Deel EOR owns its French entity for full control, supports hiring in 150+ countries, delivers transparent pricing, real-time compliance monitoring, and has top G2 ratings.
France sits at the strategic crossroads of Europe. A deep talent pool, world-class engineering schools, and generous R&D tax credits make the country irresistible for growth-minded companies. Yet that upside comes bundled with some of the most intricate labor regulations on the planet. From mandatory written contracts to social security contribution rates, a single compliance slip can derail an expansion plan.
That’s why more global businesses are choosing to partner with an employer of record in France. Instead of wrestling with entity creation, monthly DSN filings, or complex dismissal formalities under French employment laws, you plug into a local expert that acts as the legal employer of your workers in France. Deel EOR wraps every statutory obligation—payroll tax, health insurance, pensions, and even IP protection—into one transparent platform, letting you focus on product and customers.
What is a French Employer of Record?
A French Employer of Record (EOR) is a licensed local entity that acts as the legal employer for your French employees. You still direct day-to-day work, set compensation, and integrate the employee into your culture, but the EOR:
- Signs the employment contract in its own name
- Registers and pays social security contributions to URSSAF, AGIRC-ARRCO, and other required bodies
- Runs PAYE withholding and submits the monthly DSN file, as required by French labor laws
- Maintains statutory insurance, health & safety policies, and personnel files
- Assumes joint liability for any breaches of French employment laws
Because the EOR sits between you and French regulators, the legal burden and compliance risk shift off your balance sheet. Deel pairs that liability buffer with automated workflows, drafting compliant contracts in minutes and flagging risks through its Compliance Hub, so you always stay ahead of changing laws and regulations.
Continuous Compliance™
Top reasons to use an Employer of Record in France
Hiring employees in France through an EOR unlocks speed and certainty in a jurisdiction where red tape and French labor code intricacies can slow teams to a crawl.
Avoid significant social-charge errors: Employer social security contributions swing from 25% to 42% depending on pay band and collective bargaining agreements. Deel calculates the exact rate every month.
Skip the entity setup marathon: Incorporating a SARL to set up a local entity takes 8–12 weeks and legal fees around €10,000. EOR onboarding happens in days.
Guarantee contract compliance: Written fixed-term contracts or permanent contracts with all mandatory clauses (job title, grade, probation) are legally required on day 1. Deel’s template builder bakes those clauses in automatically.
Master DSN and PAYE reporting: Missing a monthly DSN can trigger penalties per employee per filing. Deel’s payroll engine files on schedule.
Smooth terminations and notice periods: French dismissal rules demand a scripted process and statutory severance—missteps cost months of salary. Deel guides every step, including notice periods and required letters.
Shield against misclassification: Recent Court of Cassation rulings have requalified independent contractors as employees, producing six-figure back payments. An EOR eliminates this misclassification risk.
One-click statutory benefits: Supplementary health insurance (‘mutuelle’) is mandatory for French employees. Deel bundles a compliant plan and lets you add perks like meal vouchers within the platform.
Deel Employer of Record
How to hire Employees in France: Step-by-step guide
Use this 8-step checklist to move from a headcount plan to a fully compliant French employee, without the need to set up a local entity.
1. Choose an EOR with a wholly-owned French entity
Start by selecting an EOR that owns, not merely partners with, a French entity. Direct ownership means tighter control over compliance with French employment laws, faster issue resolution, and no subcontracting risks. Deel operates its own French SARL, so your French employees sign contracts under a stable, audited entity.
Tip: Ask for the EOR’s K-bis extract—a public document proving registration—to confirm ownership.
2. Book a demo and verify social proof
Schedule a live platform tour. Look for native French payroll modules, DSN integration, and digital signature support. Check case studies and client testimonials for EOR services in Germany. Scan reviews on G2 and Trustpilot, where Deel EOR holds a 4.8/5 average.
Tip: During the demo, request a view of Deel’s Compliance Hub alerts to see how regulatory updates and changes to laws and regulations surface in real time.
3. Request a transparent quote
A France EOR quote should show three figures: gross salary, statutory employer costs (broken down by scheme), and the EOR management fee. Deel presents social security contributions line-by-line (URSSAF, unemployment, pension, health, work-accident insurance) so finance teams can forecast cash burn precisely.
4. Submit a 12–24-month hiring plan
Share projected headcount, job families, and salary ranges. This allows the EOR to anticipate collective bargaining agreement coverage, occupational medical checks, and any branch-specific training levies.
Tip: Update your plan quarterly to reflect hiring or regulatory changes.
5. Create the employment contract in the platform
Inside the platform, fill out a guided form: role, probation length (max four months for most roles; Source: Labor Code L1221-19), working hours, and IP assignment clause. Deel’s contract generator auto-pulls the correct collective bargaining agreement and inserts mandatory clauses, including the “right to disconnect” policy required since 2017.
Tip: Activate the optional bilingual template (French-English) to avoid misunderstandings during signature.
6. Confirm the candidate's right to work
Upload a copy of the candidate’s EU ID card, passport, or residence permit. Deel Immigration validates permits against Préfecture rules and can sponsor visas if needed.
Tip: For foreign hires, start the visa process at least eight weeks before the desired start date to align with OFII processing times.
7. Run the onboarding workflow
Employees enter bank details, emergency contacts, and select benefit options—mutuelle health insurance, meal vouchers, transport allowance—directly in Deel. The platform triggers the required occupational health appointment and sends GDPR privacy notices for e-signature.
Tip: Enable Deel IT to ship a pre-configured laptop anywhere in France, complying with remote-work equipment obligations.
8. Maintain ongoing compliance with French labor laws
Regulations shift fast, from minimum wage bumps to new DSN data blocks. Deel’s Compliance Hub monitors changes, alerts you, and updates payroll rules automatically. Monthly downloadable audit packs back up every deduction and filing.
Tip: Schedule a quarterly review with your dedicated EOR manager to fine-tune statutory benefits, bonuses, and profit-sharing plans before year-end.
Employment compliance tasks an EOR manages in France
Below is an overview of core 2025 obligations an EOR handles, ensuring your hiring in France meets all legal and regulatory requirements:
Category | Key Requirements (2025) |
---|---|
Statutory Employer Costs | Employer social security contributions cover healthcare, family benefits, unemployment insurance, retirement (AGIRC-ARRCO), accident insurance, and supplementary pension. Rates vary by salary bracket and scheme, up to 50+%. |
Employment Contracts & Probation Rules | A written contrat de travail is compulsory by day 1 and must cite job title, working hours, remuneration, work location, applicable collective bargaining agreement, and probation length. Fixed term contracts and probation (“période d’essai”) are capped by law. |
Pay and Working Hours | Legal workweek is 35 hours; overtime kicks in thereafter at +25% pay for the first 8 hours and +50% beyond. Daily maximum is 10 hours and weekly max 48 hours (44 hours averaged over 12 weeks). Minimum wage (SMIC) is €30,804 gross annually. |
Payroll & PAYE Compliance | Employers must withhold income tax under PAS (prélèvement à la source) and submit the DSN electronic file by the 5th or 15th of the following month depending on headcount. Payslips must detail each contribution and remaining annual leave balance; records must be kept 5 years. GDPR applies to payroll data. |
Vacation and Public Holiday Allowances | Minimum entitlement is 25 days, accrued at a rate of 2.08 days per month of work. Vacation continues to accrue regardless of time taken off due to sickness. Employees are entitled to 11 national public holidays, plus 2 regional holidays in Alsace and Moselle. |
Income Taxes | 2025 progressive rates range from 0% to 45% across five brackets. Employers remit withheld tax simultaneously with social charges via the DSN. |
Expenses, Allowances, and Bonuses | Meal vouchers up to €7.18 employer share are tax-free; transport pass reimbursement at 50% is mandatory. Reimbursements require supporting receipts and appear on the DSN. |
Statutory Benefits & Pension Requirements | Health insurance is obligatory, with employer paying at least 50% of the premium. Pension (AGIRC-ARRCO) contributions at 4.72% employer on Tranche 1 and 12.95% on Tranche 2 wages; additional 8.13% social charges fund state pension. |
Maternity, Paternity, Parental, & Adoption Leave | Maternity leave: 16 weeks paid at 100% up to the social-security ceiling, extended for multiples. Paternity/second-parent leave: 3 company-paid days at birth, followed by 4 social security funded days. Adoption leave: 10 weeks. Parental leave up to 18 months full-time or 3 years part-time, unpaid, but with CAF allowance. |
Sick Leave, Bereavement Leave, and Carer’s Leave | Up to 180 days sick leave, either unpaid or funded by social security/the employer depending on tenure and length of illness. Bereavement: 3 days for close family; 5 days for child loss. Carer’s leave: 3 months, renewable once. Adoption leave: varies depending on the number of children and parents. |
Terminations/Dismissals, Redundancy, Severance, and Resignations | Terminations in France are complex. Employer must hold a pre-dismissal meeting, send a registered letter stating grounds, and respect notice periods (1–3 months). Statutory severance equals 1⁄4 month salary per year for the first 10 years, then 1⁄3 month thereafter – but it is common for parties to negotiate severance packages above this minimum. Severance is always required unless the termination is due to misconduct. Redundancies may trigger works-council consultation and job-saving plan. |
Health & Safety | Employers must conduct risk assessments, draft the DUERP, and organize medical checks. Remote workers must receive ergonomic guidance and cost reimbursement. |
Misclassification Risk | The risk of mislassification in France is high, with a 2020 Uber judgment resulting in heavy fines and boosting scrutiny. Independent contractors requalified as employees face back-pay of social taxes, annual leave, and damages. |
Data & IP Protection | GDPR governs employee data; DPO appointment likely necessary for >250 staff, but not automatic. Data exports require SCCs. By default, creations made during normal duties vest in the employer. Deel’s IP Guard assigns ownership and archives NDAs. |
How much does it cost to hire through an Employer of Record in France?
EOR pricing in France combines three levers:
- Employee gross salary
- Statutory employer costs—social security contributions, unemployment, pension, accident insurance
- EOR management fee—Deel charges a flat monthly amount that includes payroll, compliance, and local support
Because the EOR already maintains the entity, you skip notary fees, share capital deposits, and recurring accounting retainers. Below is an illustrative comparison:
Factor | Your Own France Entity | Deel EOR |
---|---|---|
One-off setup costs (registration, notary, capital deposit) | €42,017 | €0 |
Ongoing annual costs (accounting, audits, legal counsel) | €42,307 | Included |
EOR annual management fee (per worker) | N/A | €6,127 / Worker |
Liability for fines & audits | Company bears 100% | Transferred to Deel |
Time to first hire | 2-3 months | 2 business days |
Estimated total annual cost | €84,324 | €6,127 |
With Deel you lock in a predictable, all-inclusive fee for hiring employees in France and never worry about hidden surcharges for off-cycle payrolls or contract amendments.
Compare costs before you expand
Check out our guide: EOR vs. Entity Costs: What’s More Affordable?
Which EOR should you choose for France?
Choosing the right employer of record in France determines whether your expansion becomes a growth engine or a compliance headache. Evaluate each provider against these four pillars:
- Entity ownership: Prefer EORs that own and operate their French entity. This eliminates third-party gaps and speeds up issue resolution. Deel meets this bar and publishes its K-bis for transparency.
- Compliance expertise: Look for in-house French legal and payroll teams, DSN integration, and ongoing monitoring. Deel’s Compliance Hub and quarterly audits keep you ahead of every decree or minimum wage increase.
- Platform breadth: Beyond payroll, you need background checks, equipment logistics, equity, and performance management. Deel offers modules like Deel Immigration for visas, IT for devices, and Engage for talent development—all under one login.
- Global coverage: Today you need France; tomorrow, maybe Spain or Japan. Deel supports employees and contractors in 150+ countries, so you scale without switching providers.
Discover how Revolut streamlined employee relocation with Deel EOR
Entering new markets and expanding globally is critical to its mission and something that sets Revolut apart. In order to maintain its fast pace of growth, Revolut identified Deel as a partner that could help them find the right people—new joiners and worker relocation—for its new markets. Revolut chose Deel Immigration, Deel EOR, and Deel Contractors because of Deel's global presence, hands-on support, and ability to keep up their speed.
“Thanks to Deel, we get to hire local talent in any country where we want to expand long before we set up the entity there. Effectively, this gives us a head start.” -- Luka Besling, HR Manager at Revolut.
Since working with Deel, Revolut has created 450+ contracts for onboarding EOR employees across 16+ countries.
Is Deel Employer of Record a Strong Choice for Hiring in France?
Deel is a top-rated Employer of Record (EOR) for hiring in France, making it easy to tap into French talent while sidestepping the pain of setting up a local entity and navigating tricky French employment laws. As a G2 leader with the highest user satisfaction and the largest market presence, Deel’s wholly-owned French entity ensures your new hires are onboarded quickly and compliantly. You get all the benefits of a local employer, without the costly, months-long process of starting your own company.
- G2 leader: Rated best EOR by real users for satisfaction and market reach
- Global scale: Hire and pay employees in 150+ countries, including France
- Wholly-owned French entity: Direct compliance, fewer risks, no third-party gaps
- Rapid onboarding: Start in days instead of weeks for entity setup
- Transparent, flat pricing: No hidden fees—see all statutory costs up front
- Automated compliance: Deel handles social security contributions, DSN filings, and tax withholding
- Contract accuracy: France-compliant contracts with mandatory clauses and CBA coverage
- One-click statutory benefits: Health insurance, pensions, and perks bundled in
- Data & IP protection: GDPR-ready platform, IP assignment built-in
- Proven support: French legal and payroll experts on call, plus real-time compliance alerts
With Deel, you gain speed, certainty, and peace of mind in France—so you can focus on growth, not red tape.
Hire employees in France confidently with Deel EOR
With transparent pricing, you’ll always know your total cost per hire, including all statutory French employer charges, social security contributions, and required statutory benefits. Don’t let France’s regulatory maze or high social costs slow you down—discover why global companies trust Deel to scale their teams safely and quickly.
Book a Deel demo today to see how fast and easy compliant hiring in France can be. Deel’s platform lets you onboard employees in days, not months, and shields you from complex French payroll, tax, and labor rules—no need to set up a local entity or worry about costly missteps.
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FAQs
How fast can I hire an employee in France using Deel’s EOR?
You can typically onboard new employees in France within 3–5 business days after contract details are finalized and documents are submitted.
Do employees need a French bank account to get paid?
No, Deel can pay employees to their local or international bank accounts, but a French IBAN may speed up processing and reduce fees.
What type of contract does Deel use in France?
Deel issues France-compliant written employment contracts, including all mandatory clauses and collective bargaining agreement (CBA) references. Fixed term contracts and permanent contracts are available as required.
Does Deel handle French tax withholding and payroll filings?
Yes, Deel withholds income tax at source and files the monthly DSN payroll report, ensuring full PAYE compliance and alignment with French labor code.
Are statutory benefits like health insurance and pension included?
Absolutely—Deel enrolls employees in mandatory health insurance (‘mutuelle’) and pension schemes (AGIRC-ARRCO), with all employer contributions managed.
What is the standard probation period for French employees?
Probation (“période d’essai”) is capped at 2–4 months depending on role and can be renewed once if the collective bargaining agreement allows.
How does Deel handle annual leave and sick leave?
Deel tracks vacation accrual (minimum 5 weeks annual leave) and manages sick pay per French law, including the waiting period and any CBA top-ups.
Who owns employee-created IP in France?
By default, IP created during normal duties belongs to the employer; Deel’s contracts include clear IP assignment to protect your business.
What happens if I need to terminate an employee?
Deel guides you through France’s strict dismissal process, including notice periods, severance, and required documentation, minimizing legal risk.
Can I see all employer costs before hiring?
Yes, Deel’s transparent pricing breaks down gross salary, all statutory employer contributions, and the flat EOR fee—no surprises.

About the author
Ellie Merryweather is a content marketing manager with a decade of experience in tech, leadership, startups, and the creative industries. A long-time remote worker, she's passionate about WFH productivity hacks and fostering company culture across globally distributed teams.