How to Hire and Pay Remote Workers in France

Many remote companies are turning their attention to France. The country has one of the most lucrative employment markets in the world, with over half of 25 to 34-year-olds holding a college degree or equivalent.

The challenge is making the most of this opportunity. French employment laws are highly protective, setting strict requirements around contracts, payroll, and remote working conditions. It’s easy to overlook an important rule and cause compliance issues without the right local knowledge.

Our guide outlines all the steps you need to take to hire remote workers in France quickly and compliantly. We compare the different hiring models and break down the steps you must take to avoid unnecessary cost, risk, and delays.

Step 1. Define your workforce needs

Clarify exactly what roles you’re looking for from the French market. Understanding whether you require employees or independent contractors is essential for forming a hiring strategy.

Consider which roles will help you meet your business goals. If you’re only carrying out short-term assignments in France, for example, contractors may suit your plans best. But if you’re trying to enter the French market, you might need a stronger commitment from remote employees to get your project off the ground.

The choice matters because French labor law draws a sharp line between employees and contractors, and misclassifying workers can result in significant fines, back taxes, and interest. Particularly severe cases can fetch penalties of up to €100,000 and jail time according to the Code du Travail.

Here’s a simple comparison to break down your options:

Step 2. Consider whether to use an Employer of Record (EOR)

Hiring employees directly in France requires setting up and maintaining a local entity. This involves company registration with:

• Greffe du Tribunal de Commerce
• Direction Générale des Finances Publiques (DGFiP)
• Union de Recouvrement des cotisations de Sécurité Sociale et d’Allocations Familiales (URSSAF)

The entity setup process takes around two to three months, which makes it better suited to companies planning long-term operations or a permanent presence in France.

Businesses can skip the entity setup process by partnering with an Employer of Record (EOR) like Deel. An EOR hires workers in France on your behalf and handles employment contracts, tax withholding, and compliance with French law. Meanwhile, you maintain total control over your workforce and day-to-day operations.

Providers like Deel EOR enable employers to onboard workers in France in days rather than months, with predictable costs and built-in compliance support. We’re a popular choice for remote teams, first hires in France, or businesses that want flexibility while they assess long-term plans.

Step 3. Understand French employment law

Whether you hire through a French EOR or set up your own entity, learn the core compliance requirements, so you know what to expect. The following apply regardless of whether an employee works from the office or a location of their own choosing:

• Working hours: The legal workweek in France is 35 hours, though many industries operate on negotiated agreements allowing up to 39 hours with compensatory rest
• Overtime: Any work beyond the agreed standard hours is considered overtime and must be compensated at higher rates — 25% extra for the first eight hours and 50% extra for any additional time over that
• Minimum wage: France's national minimum wage, known as the Salaire Minimum Interprofessionnel de Croissance (SMIC), is adjusted annually. As of 2025, the gross monthly SMIC for a full-time employee is approximately €1,801.80
• Mandatory benefits: French employers must contribute to a comprehensive social security system covering health insurance, unemployment insurance, pensions, and family benefits
• Leave: Full-time employees are entitled to a minimum of 25 working days a year and sick leave after a three-day waiting period, partially covered by social security
• Termination: Terminating an employee in France requires just cause. Employers must usually provide written notice, conduct a formal meeting, and provide a severance package
• Right to request: Employees can request to work from home, and employers must approve unless they can provide a reasonable justification
• Collective bargaining agreements (CBAs): Many roles in France are covered by industry-specific CBAs (known as Convention Collective Nationale) that set stricter rules for employment than national law. It’s the employer’s responsibility to check and apply the correct terms

Step 4. Draft a compliant French contract

All remote employees in France must have a written employment contract, typically in French. The contract must reflect French employment laws and specify:

• Job title and responsibilities
• Full remuneration package
• Benefits
• Working hours
• Location (if required at any point for remote workers)
• Termination conditions

France recognizes two primary contract types:

• Contrat à Durée Indéterminée (CDI): Permanent, open-ended employment contracts. These are the default and most common
• Contrat à Durée Déterminée (CDD): Fixed-term contracts, allowed only for specific situations like temporary projects, seasonal work, or employee replacements. Note that CDDs have strict duration limits and renewal restrictions

Consult with a lawyer before presenting French employees with the contract. Alternatively, use an EOR with HR capabilities to generate CDIs and CDDs that comply with local employment laws. All you need to do is supply a few details about the role, and Deel sends you the finished agreement, translated into French if required, within minutes.

Step 5. Set up French payroll and benefits

French employers must withhold income tax, social security contributions, and unemployment insurance from employee wages, then remit these amounts to the appropriate agencies on strict schedules.

Since 2019, France has operated a pay-as-you-earn income tax system known as Prélèvement à la Source. Employers must withhold income tax from employee salaries each month based on rates provided by the French tax authority.

Here are the rates the government has published for 2025:

Social security requires both employer and employee contributions:

• Employer contributions: 45% of gross salary on average, covering health insurance, pensions, unemployment, and family benefits.
• Employee contributions: Approximately 20–25% of gross salary, deducted from wages.

Employers must submit monthly or quarterly declarations detailing all salary payments and contributions to URSSAF. Late or incorrect filings result in penalties and interest.

Managing French payroll manually is costly and time-consuming for most foreign employers. If you invest in an EOR with global payroll capabilities, the service can handle wages, withholdings, and mandatory contributions instead. Top providers like Deel have powerful automation that can ensure timely payments while keeping you compliant with French tax laws.

Step 6. Onboard and manage French remote workers effectively

Once compliance and payroll are in place, focus on creating a smooth onboarding experience. This helps integrate remote French workers into your team and cast a great first impression of your business.

• Stay on top of paperwork: Collect all the forms you need from new hires and get electronic signatures before they start using an HR platform like Deel
• Arrange welcome meetings: Conduct virtual onboarding sessions to introduce them to your team, tools, and workflows
• Send all the necessary IT equipment: Ensure workers have access to software, communication platforms, and resources from day one with solutions like Deel IT
• Clarify expectations: French employees value structure and clarity, so set clear goals, timelines, and performance metrics early. Regular check-ins and feedback loops help remote workers feel connected and supported
• Build async processes: Time zone differences between France and other regions are often minimal, making real-time collaboration feasible. Use video conferencing, project management tools, and messaging platforms to maintain visibility and team cohesion
• Respect French work-life balance norms: Avoid scheduling meetings or sending urgent requests during evenings or weekends. French labor law includes a "right to disconnect," protecting employees from being expected to respond to work communications outside working hours
• Invest in growth: Implement regular performance reviews and provide opportunities for professional development. French employees often appreciate structured career progression and investment in skills training

Step 7. Stay ahead of regulatory updates and compliance issues

Hiring remote workers in France is not a one-time setup. It requires ongoing attention to regulatory changes, compliance audits, and risk management.

French employment law frequently changes, with updates to minimum wage, social contributions, and labor protections. Stay informed through your EOR provider, which should proactively communicate regulatory changes and adjust contracts and payroll accordingly.

Deel EOR also sends relevant updates through our Compliance Hub. Everything is in plain language and includes an explanation of what exactly any changes mean for your business setup.

Hire and pay remote French workers without the complexity

France offers you access to a highly skilled workforce, but strict employment laws can slow you down. The right hiring model enables you to move faster while staying compliant.

Deel EOR is the partner you want by your side when navigating French employment law. Our service lets you hire remote workers within days instead of investing time into setting up your own local entity. Where remote workers are concerned, we provide the expertise you need to maintain compliance with every requirement.

With Deel EOR, you also get access to:

• Contract localization
• Worker classification
• Local payroll and tax administration
• Benefits administration
• Ongoing compliance monitoring
• On-demand expertise

Ready to hire in France? Book a call with the Deel team to explore how we can support compliant hiring and payroll for your remote workforce.