Expanding your business into a new country means you need a dedicated team of high-quality employees to help build it up. Once you decide to expand to France, the next big step is dipping into the talent pool. However, it’s equally as vital to meet all France employment compliance laws to save money and keep your company from a potential shutdown. Here is everything you need to know about hiring and employment compliance in France.
How to Hire French Employees
Hiring employees in France can be difficult because litigation and collective bargaining agreements (CBAs) are common. The best way to employ and onboard a new worker is through a strong, written employment contract. Agreeing to an air-tight employment contract, as well as keeping employee payslips and documents, could save you from legal trouble in the future.
The employment contract and offer letter should include:
- Compensation and bonuses in Euros
- Termination requirements
- Job description
Since CBAs are common in France, make sure what you are offering your employees either meets or exceeds those agreements. They typically cover everything from working conditions to employee benefits, so ensuring your employment contract matches any benefits listed in the CBA is essential.
France Employment Compliance
As an employer, France employment compliance states you must give employees an itemized payslip that includes their gross salary, net salary, social security contributions, complementary pensions, and unemployment insurance. Keeping these payslips for your records can also help you avoid any litigation in the case of termination.
Most businesses opt to pay their employees once a month, but there is no legal obligation to do so. You can compensate your employees daily, weekly, bi-weekly, quarterly, or annually. Small or independent businesses can pay workers with cash or a check. However, larger companies with a subsidiary in France may find that using electronic payments is easier for a larger number of employees.
How to Onboard Employees
There is no one specific way to onboard employees in France, but you can make your employee’s first day and week more comfortable in several ways. After you hire an employee in France, go over the employment contract with them before or during their first day. You can also discuss any other documents such as an employee code of conduct or additional job expectations. Prepare to travel back and forth to France during this time, or station an employee at your subsidiary office to help new employees.
Benefits of France Hiring Outsourcing
Choosing to outsource your France hiring with Globalization Partners can bring numerous benefits. First, we’ll recruit top talent for your company that will help you build your subsidiary. We’ll also handle everything from payroll to HR concerns, so you can focus on running your business. As the Employer of Record, we’ll place the liability of France employment compliance on our shoulders instead of yours.
Why Globalization Partners?
We’ll help you grow your business and stay compliant while doing it. Contact us today to learn more.