In France, the probationary period varies depending on the type of contract.  For a fixed-term employment contract (CDD), the probationary period does not exceed two weeks; for an indefinite-term employment contract (CDI), the probationary period can be up to six months (usually two to four months).

France has stipulated 14 national holidays：

* The table shows the main national holidays and some state-level holidays in 2024. However, public offices in and outside Delhi do not enjoy all of these holidays. The latest specific holiday times are subject to official announcements, and this article is for reference only.

1.Standard Working Hours:

✦ According to legal provisions, the standard weekly working hours are 35 hours, with an upper limit of 48 hours. Moreover, on average, no more than 44 hours per week can be worked within a period of 12 weeks.

2.Rest Time:

✦ Daily rest time: Employees are entitled to at least 20 minutes of rest time on working days, usually after working for more than 6 hours.

✦ Weekend rest: Most employees are entitled to at least one day off per week, usually on Sunday.

3.Night - shift Hours:

✦ It generally refers to the working hours between 9 p.m. and 6 a.m. Some industries or companies may have different definitions.

✦ Basic Compensation: The salary for night - shift work usually has a 10% - 30% increase based on the normal wage. For example, if the normal wage is 11.27 euros per hour, the night - shift wage may be between 12.40 euros and 14.67 euros

✦ Special Compensation: Some industries may provide higher compensation for night shifts, depending on collective agreements or company policies.

4.Overtime Hours:

✦ Overtime requirements: If the overtime hours per week exceed 35 hours, employees are entitled to overtime pay.

✦ Overtime Compensation Rate: The specific rate of overtime pay usually depends on the applicable Collective Bargaining Agreement (CBA). Overtime pay is at least 110% of the worker's hourly wage.

✦ If no Collective Bargaining Agreement (CBA) applies to the workers, they will be entitled to:

    A. For 36 to 43 hours per week, they will receive 125% of their hourly wage.

    B. For 44 - 48 hours per week, it's 150% of their hourly wage.

These regulations are designed to ensure the legitimate rights and interests of employees and maintain the order of the labor market.

✦ In addition to the standard working hour calculation mechanism, French employers and employees can also choose a flexible working hour calculation mechanism called "forfait-jour" (commonly known as the "218 rule"). That is, the total number of working days shall not exceed 218 days per year.

    A. The benefits of this rule are as follows: Employees are not subject to the statutory weekly working hours (35 hours), and there is no restriction on the maximum and minimum daily and weekly working hours. Employers and employees can flexibly adjust working hours as long as the total number of working days does not exceed 218 days per year.

    B. If the working hours exceed 218 days, the employee can claim at least 10% of the salary as compensation.

If you need to further understand which rule applies to your recruitment and employment in France, you are welcome to call us for consultation at any time!

1.Annual leave policy:

✦ Applicable situation: All full-time employees are entitled to annual leave. Employees enjoy 25 days of annual leave benefits per year.

✦ Number of vacation days: For employees who have been employed for less than one year, the number of annual leave days will be calculated proportionally, about 2.083 days per month.

✦ Regional differences: Annual leave is applicable nationwide, but some industries or companies may offer additional holidays.

✦ Other situations: Employees can apply for annual leave after working for one year and need to notify the employer in advance.

2.Sick leave policy:

✦ Applicable situation: Employees can apply for sick leave when they are unable to work due to illness or injury.

✦ Number of vacation days: There is no fixed number of sick leave days. Usually, it is determined according to the doctor's advice and medical certificate (at least a sick leave certificate for more than 3 days).

✦ Regional differences: Applicable in all regions, but the compensation standard may vary depending on the region and employer.

✦ Other situations: During sick leave, employees can receive partial wage compensation, usually paid by social security institutions.

3.Maternity leave policy:

✦ Applicable Scenarios: The leave that female employees are entitled to during pregnancy and childbirth.

✦ Number of vacation days: The length of maternity leave depends on the number of children in the family and the number of fetuses in pregnancy. As long as the employee has paid social security for 10 months and has worked for 1/3 of the time from the beginning of pregnancy to before delivery, she can enjoy full-pay maternity leave paid by social security.

✦ Regional differences: Applicable nationwide. Specific details and compensation standards may vary depending on the region.

✦ Other situations: Please ensure that the pregnancy certificate is submitted to the employment management department and CAF within the first 14 weeks of pregnancy so as to smoothly enjoy relevant rights and interests.

French labor laws provide employees with various types of vacations to protect the basic rights and interests of employees. Different types of vacations have different applicable situations, vacation days, and regional differences. Employees should follow relevant regulations and communicate with employers in advance when applying for vacations.

The income tax rate and personal allowance in France are updated annually. According to the latest French fiscal act in 2024, the five levels of the personal tax rate table and the relevant thresholds (such as family allowance, pension allowance, business expenses, etc.) have all been increased. In addition, the upper limit of the income bracket in the default tax rate table of the withholding tax at source (PAS) for personal income tax has also been adjusted accordingly. This withholding rate will become the default withholding tax rate from September 2025. The following is a summary of the 2024 French personal income tax threshold and payment tax rate:

* In France, the individual income tax rate varies from 0% to 45%. For single individuals, a surcharge of 3% is imposed on the portion of income exceeding 250,000 euros (EUR). For married couples, the income portion exceeding 500,000 euros is subject to a surcharge. For unmarried couples, when the income exceeds 500,000 euros, and for married couples, when the income exceeds 1 million euros, a surcharge of 4% is applicable.

* The above are the latest personal income tax data. It should be noted that the applicable standards and tax rates may change according to the updates of the French tax law. It is recommended that you check the official website of the country at any time or contact us to obtain the latest data.

The social security system in France is extremely complex and covers numerous items. The payment is mainly made through contributions or taxes. The contribution ratio varies according to factors such as company size, industry, tax status, and is also influenced by various employer and individual factors such as employee's gender, age, position, and salary.

* The above rates are for reference only. The actual contribution ratios and limits may vary depending on the industry, enterprise size and individual agreements.

1.Notice Period:

✦ According to French law, employers generally need to give prior notice when dismissing employees, and the length of the notice period depends on the length of time the employee has worked for the company. The following are the specific provisions of the notice period:

* It should be specially noted that the specific length of the notice period is clearly defined according to the applicable collective bargaining agreement (CBA), employment contract or the regular practice of the relevant company or even profession. It must be noted here that the specific dismissal and notice period regulations may vary due to many factors such as personal circumstances, work contracts, company policies and applicable laws and regulations.

2.Compensation:

✦ Compensation: The calculation of compensation is based on the employee's basic salary and does not include other parts such as allowances. The basic salary usually refers to the employee's fixed monthly or hourly wage.

✦ Calculation Standards:

The calculation of severance pay is usually based on the following dimensions:

a. Length of service: Severance pay is usually proportional to the employee's length of service in the company. If the length of service is no more than 10 years, for each year of work, the compensation is 1/4 of the employee's monthly salary; if it exceeds 10 years, for each year of work, the compensation is 1/3 of the employee's monthly salary.

b. Monthly salary calculation: Severance pay is usually calculated based on the employee's monthly salary. It should be noted that when calculating, the average monthly salary of the employee is usually used, including basic salary and other fixed allowances.