Simplify global expansion into France with Jackson and Frank's effortless hiring solution.

Streamline your international hiring in the France with our expert support.

We understand the complexities of navigating local laws, intricate tax systems, and global payroll management. Our comprehensive solution, encompassing over 150 countries, ensures a smooth and efficient experience for your international expansion.

Benefit from our expedited onboarding process, averaging just 2 days in the France.

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Optimizing Workforce Operations: Streamlined Employee Management in France

Revolutionize your employee onboarding, payment, and management strategy in France effortlessly. Traditionally, establishing a local presence demanded a physical office, registered address, and a local bank account—a process intertwined with navigating the complexities of regional benefits, payroll intricacies, tax regulations, and HR laws, often extending over months.

Enter a new era of efficiency. Streamline and expedite your hiring process in France with a solution designed for speed, ease, and compliance. Experience a paradigm shift as we automate tax document collection, payroll procedures, benefits administration, and more. For your existing workforce, entrust us with the end-to-end management of your payroll operations. Redefine your employee management journey in France without compromising on speed or precision.

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Empower Your Team with Swift, Localized Benefits in France!

Effortlessly manage tailored employee perks through our intuitive online dashboard. Elevate your benefits game, all in a matter of minutes.

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Our comprehensive guide to streamlining the hiring process at Jackson and Frank in France.

Explore the tabs below to gain in-depth insights into the process of hiring an employee at Jackson and Frank in France.

Leave Policy
Statutory time off
Additional Info
Maternity Leave

In France, expecting mothers who are employed enjoy the right to take maternity leave in accordance with French labor laws. The duration of maternity leave extends up to 16 weeks, providing significant support for mothers during this crucial time. This leave is typically paid, covering a portion of the employee's salary during the absence. There is a mandatory leave period, and in the case of multiple births, additional leave may be provided to ensure adequate support.

Employers in France cover the costs of time off for antenatal appointments, demonstrating a commitment to supporting expecting mothers throughout their pregnancy journey. Maternity leave can commence 4-6 weeks before the anticipated childbirth date, offering flexibility for mothers to prepare for this life-changing event. Furthermore, the option to extend maternity leave is available, accommodating situations where the female employee remains unable to work due to pregnancy or childbirth. These provisions align with both local regulations and the commitment to fostering a supportive and inclusive workplace for all employees.

Paternity Leave

In France, the partner of an employee who has recently become a parent is entitled to paid leave equivalent to their weekly working hours (5 working days in the case of full-time employment). This paid leave should be utilized within the initial four weeks following childbirth. Additionally, the employee has the right to take "short absence leave" for the actual birth itself.

The employer covers the expenses of birth leave. In the first six months post-birth, there is an extra leave period of 5 weeks for full-time employees ("additional birth leave"). This particular leave is unpaid by the employer. An employee opting for this additional leave qualifies for state benefits, comprising 70% of their last earned salary (capped at 70% of the maximum daily wage), provided by the French social security system.

Parental Leave

In addition to maternal and paternal leave, parents in France with children under the age of 8 have the right to parental leave, calculated at 26 times their weekly working hours for each child. The initial 9 weeks are remunerated, while the subsequent 17 weeks are unpaid. The scheduling of this leave is negotiable and can be distributed over the 8-year period. Parents are entitled to take parental leave for each child.

The initial 9 weeks of parental leave are funded by the government at 70% of the regular salary, capped at 70% of the maximum daily wage. The timing of this leave is flexible, but the total hours must correspond to the employee's full working week. Paid parental leave is applicable only until the child reaches one year of age. Employers have the option to apply for an allowance for the paid parental leave of their employees through the French social security system.

Sick Leave

Employers in France are mandated to provide sick employees with their salary for a duration of 2 years. The wage payment comprises 70% of the last earned salary, ensuring it does not surpass the maximum daily wage. In the first year, the payment includes at least the statutory minimum wage. Typically, employment contracts stipulate that the employer will cover either 70% or 100% of the employee's full salary (uncapped) for the first year of illness and 70% of the employee's salary (with the option for capping) during the second year of illness. Compliance with French labor laws and individual employment contracts is crucial to implementing these provisions effectively.

Termination Requirements

Terminating employment in France is subject to specific regulations and contractual terms. The off-boarding process is typically managed by the employer in collaboration with key stakeholders, addressing any applicable fees and following prescribed procedures for various termination cases.

  • Process Management: Employers coordinate off-boarding with stakeholders, addressing associated fees.
  • Valid Reasons: Termination must be based on valid reasons, such as redundancy, underperformance, or other recognized grounds.
  • Grounds for Termination: Acceptable reasons include economic reasons, personal incapacity, or misconduct.
  • Complex Procedures: Unilateral termination without proper cause or employee consent is generally restricted.
  • Preferred Mutual Consent: Seeking mutual agreement is often recommended to ensure compliance and avoid legal complications.

In France, employers can terminate employment contracts for valid reasons, such as economic constraints, personal incapacity, or misconduct, following proper procedures. Termination processes are complex, often requiring mutual agreement to comply with labor laws and prevent unilateral actions without employee consent.

Notice Period

In France, notice periods are a crucial aspect of termination, providing employees and employers with time to adjust to the impending termination. The duration of notice periods varies based on the employee's length of service and can range from one to three months.

Notice periods are determined as follows:
  • Less than 6 months of service: 1 month's notice
  • Between 6 months and 2 years of service: 1 to 2 months' notice
  • Over 2 years of service: 2 to 3 months' notice
Severance for Employees

In France, severance payments may be negotiated as part of the termination agreement, typically ranging from one to several months of salary, depending on various factors. The statutory severance pay in case of a court-ordered termination is approximately one-third of the gross monthly salary per year worked.

To navigate the complexities of terminations and manage potential financial risks, our company implements a Severance Accrual for all employment agreements in France. This calculation aligns with prevailing statutory entitlements and local best practices, ensuring a fair and compliant process. Unused amounts in cases of employee resignation or absence of severance entitlement are duly returned to the employer.

Paid Time Off

In France, the legal minimum number of vacation days for an employee is typically 25 working days per year. This entitlement is based on a standard 5-day workweek. However, some employers may offer additional days, and the actual allowance can vary based on employment contracts, industry norms, and company policies.

Public Holidays

France observes several public holidays throughout the year.

The main public holidays include:
  • New Year's Day (Jour de l'An)
  • Easter Monday (Lundi de PĂąques)
  • Labor Day (FĂȘte du Travail) - May 1st
  • Victory in Europe Day (FĂȘte de la Victoire 1945) - May 8th
  • Ascension Day (L'Ascension)
  • Whit Monday (Lundi de PentecĂŽte)
  • Bastille Day (FĂȘte Nationale) - July 14th
  • Assumption of Mary (L'Assomption) - August 15th
  • All Saints' Day (La Toussaint) - November 1st
  • Armistice Day (L'Armistice) - November 11th
  • Christmas Day (NoĂ«l) - December 25th
  • St. Stephen's Day (La Saint-Étienne) - December 26th (in some regions)

Facilitating a swift onboarding process, the onboarding at Jackson and Frank in France is designed to be completed within 2 business days upon the client's acceptance of the Statement of Work (SOW).

Salary Requirements:

In France, Jackson and Frank incorporates the holiday allowance into the annual salary structure. This implies that the employee's annual compensation on the Jackson and Frank platform includes both the annual base salary and the holiday allowance.

It is essential to accurately compute the employee's annual salary by factoring in both the base salary and the 8% holiday allowance. The holiday allowance is billed monthly as an employer cost, distinctly separate from the regular salary.

Employment Contract Details

In France, an English-only version of the employment agreement is generally accepted and widely practiced; there is no strict requirement for a French version.

An employment contract in France should encompass the following key elements:
  • Name
  • Start date
  • Length of the employment
  • Job description
  • Termination conditions

It is a recommended and common practice in France to initially offer fixed-term employment contracts to assess the compatibility of the working relationship before transitioning to a permanent arrangement. While consecutive fixed-term contracts are allowed in France, there are regulations specifying the cumulative duration limit. It is crucial to ensure compliance with French labor laws when drafting employment contracts.

Probation Period

In France, probationary periods are permissible but subject to specific regulations. For indefinite-term employment agreements, the probationary period can extend up to 4 months. However, for fixed-term contracts of less than 6 months, no probationary period is allowed.

It's essential to align with French labor laws and regulations when implementing probationary periods in employment agreements to ensure legal compliance.

Assist your team in obtaining a France working visa with Jackson and Frank.

Enable remote work from France effortlessly with Jackson and Frank, managing the entire visa process in-house.

Simplify the visa acquisition process for your team in France with Jackson and Frank, ensuring seamless facilitation of remote work opportunities.

With Jackson and Frank's comprehensive support, navigating the visa application process for your team in France becomes a hassle-free experience, allowing for smooth and efficient remote work arrangements.

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