在法国，地方劳动法决定了你如何招聘和招募人才。国家/地区的劳动法规涵盖了从反歧视规定到背景调查等方方面面。 集体谈判协议（CBA）为员工提供额外保护，同时也增加了您需要遵守的额外规定。
法国的招聘战略
招聘策略包括使用非歧视性的招聘广告和面试流程、用法语发布职位、根据《通用数据保护条例》处理候选人数据、提供书面雇佣合约以及遵守集体劳资谈判协议。
Popular job boards and recruitment platforms include France Travail, Indeed France, LinkedIn, APEC, HelloWork/RegionsJob, Welcome to the Jungle, Cadremploi, Meteojob, Monster France, and Le Bon Coin Emploi.
起草招聘广告的最佳做法包括：
- 注明公司名称、职务和地点。
- 包括申请说明和截止日期。
- 明确职位是全职、兼职、长期还是临时的。
避免使用可能被视为歧视性的语言。
在法国招聘时的法律注意事项
When hiring employees in France, you must work within strict legal frameworks that protect candidates' rights and ensure fairness.
法国非歧视法
France enforces anti-discrimination laws under Article L1132-1 of the French Labor Code. The article prohibits employment discrimination based on protected grounds such as origin, sex, sexual orientation, gender identity, age, pregnancy, religion, health status, disability, political opinions, and trade union activity. Job advertisements and interview questions must directly relate to the job requirements and can’t be based on protected characteristics, such as:
- Origin, or actual or supposed membership or non-membership of an ethnic group, nation, or alleged race
- 性别、性别认同或性取向
- 年龄
- 家庭状况或怀孕
- 外表
- Health condition, disability, loss of autonomy, or genetic characteristics
- Political opinions, trade union or mutualist activities, or exercise of an elective mandate
- 宗教信仰
- 居住地
- Bank domiciliation
- Vulnerability due to an apparent or known economic situation
- Family name
- Morals / lifestyle
法国的背景调查
Background checks are strictly regulated when hiring employees in France. You can only ask for information that assesses the candidate’s ability to perform the proposed job or their professional skills. The information must have a direct and necessary link to the role or assessment of professional aptitude, in line with Article L1221-6 of the French Labor Code and GDPR requirements.
Employers can ask for proof of qualifications and contact references, but they should obtain the candidate’s prior explicit consent before contacting previous employers. Reference checks should be transparent, job-related, and limited to necessary information.
Employers can’t get criminal records directly from authorities. For roles where it’s legally required — for example, in childcare or security — ask the candidate to request and voluntarily provide their own Bulletin n°3. This limited extract from the French criminal record (casier judiciaire) lists only the most serious convictions and certain active prohibitions or disqualifications.
询问候选人之前的薪水可能会引发歧视指控。 根据欧盟薪酬透明指令（ 2023 / 970 ） ，雇主在招聘过程中不能询问候选人的薪酬情况。
如何在法国招聘
法国的雇佣合约
A written offer (offre d'emploi) or promise of employment (promesse unilatérale de contrat de travail) can be legally binding if accepted and sufficiently precise. This is especially likely where it sets core terms, such as compensation, role, benefits, and start date. The employer must honor these terms once the candidate accepts them.
A written contract is needed for fixed-term (contrat à durée déterminée, or CDD) and part-time roles. A standard full-time, indefinite-term contract (contrat à durée indéterminée, or CDI) can generally be verbal, but written terms are recommended and may be required for specific clauses or arrangements., but we recommend writing it in French, as well as in a language that the employee understands if they don’t speak French.
法国雇佣合约的核心条款包括：
- 职务和职责
- 工作地点
- 开始日期
- 合同类型
- 试用期
- 以欧元 (EUR) 为单位的薪酬
- 工作时间
- 带薪休假
- 通知期
- 参考适用的集体劳资谈判协议
雇佣合约必须达到或超过法律和相关集体劳资谈判协议规定的最低标准，后者通常详细说明某些福利和工资结构。
法国的就业法规
在法国雇佣员工时，雇主必须确保新员工在开始工作前拥有正确的工作和居留许可。这一点对于非欧洲经济区和非瑞士国民尤其重要。
The déclaration préalable à l'embauche (DPAE) is a mandatory, pre-employment declaration that is filed with France’s social security authority — with the Unions de Recouvrement des Cotisations de Sécurité Sociale et d’Allocations Familiales (URSSAF), or with the Mutualité Sociale Agricole (MSA) for agricultural workers. This declaration registers the employee with social security. It must be done no earlier than eight days before employment and before the employee starts work. Not filing the DPAE before the employee starts work can lead to an administrative fine and URSSAF reassessment. If treated as travail dissimulé, it can also trigger criminal penalties, including fines and possible imprisonment.
即时获取有关法国就业法的指导
在新的国家招聘时， G-P Gia™可提供值得信赖的即时合规指导。 获取专家审核的答案，解答您的所有疑问，节省宝贵时间，让您可以专注于招聘合适的人才。Gia 还提供对雇佣合同的实时、跨司法管辖区的合规性检查——无需再等待数天才能获得法律咨询或支付昂贵的计费工时费。
在法国新员工入职
法国员工入职的最佳实践包括：
- 审查雇佣合同和公司政策
- 向关键团队成员和工作流程介绍潜在的新雇员
- 提供必要的工具和系统访问权限
- 明确提出对角色的期望和绩效衡量标准
在法国招聘员工：另一种解决方案
通过与法国专业雇主合作，公司无需设立当地法律实体即可在新国家引进人才。 这降低了全球雇佣的复杂性、成本和时间，使在法国雇用员工变得更加容易。专业雇主确保遵守法国法律，同时实现快速、合规的招聘。
在法国招聘和雇用独立合同工
Hiring independent contractors in France is a flexible alternative to traditional employment. Using independent contractors, called travailleurs indépendants or auto-entrepreneurs, gives you access to specialized skills and expertise for specific projects or periods, without the long-term commitments that come with full-time employees.
与独立承包商合作可以为您提供灵活性和成本控制，因此您可以随着业务需求的变化扩大或缩小团队规模。
独立合同工是自雇人士，与您的工资完全分开。
使用G-P在法国招聘独立承包商
G-P Contractor ™简化了合同工的招聘和支付。 我们的承包商服务可确保合规性，并降低在法国等司法管辖区被错误分类的风险。
与 G-P 合作，集中您的全球劳动力，让您高枕无忧，并加速您在法国的发展。
使用 G-P 在法国组建您的团队
G-P专业雇主让组建全球团队变得轻松——无需设立实体，也无需花费时间聘请人力资源、法律和税务方面的顾问和当地专家。 借助G-P ，您可以获得简单的工作流程、集成和人工智能驱动的功能，从而改变您招募、管理和支付全球团队的方式。
预约演示，了解我们如何帮助您在任何地方招聘和入职任何人员。
