當地勞動法決定了您在法國僱用和招募人才的方式。 該國的就業法規涵蓋了從反歧視規則到背景調查的方方面面。集體談判協議（CBA）為員工提供額外保護，同時也增加了您需要遵守的額外規定。
法國的招募策略
招聘策略包括使用非歧視的招聘廣告和面試流程，以法語為廣告角色，根據通用數據保障條例處理候選人數據，提供書面僱傭合約，以及遵循集體勞動協議。
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.
製作招聘廣告的最佳做法包括：
- 說明公司名稱、職稱和位置。
- 包括申請說明和截止日期。
- 要清楚知道該職務是全職、兼職、長期或臨時性的。
避免使用可能被視為歧視性的語言。
在法國招聘時的法律考量
When hiring employees in France, you must work within strict legal frameworks that protect candidates' rights and ensure fairness.
法國非歧視法
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
- 性別、性別認同或性取向
- 年齡
- 家庭狀況或懷孕
- 外貌
- 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
法國背景查核
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.
詢問候選人之前的薪水可能會引發歧視指控。 根據歐盟薪資透明指令（ 2023 / 970 ） ，雇主在招募過程中不能詢問候選人的薪資狀況。
如何在法國招聘
法國的僱傭合約
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.
法國僱傭合同的核心條款包括：
- 職稱和職責
- 工作地點
- 開始日期
- 合約類型
- 試用期
- 以歐元計算的賠償（歐元）
- 工作時間
- 帶薪休假
- 通知期
- 參考適用的 集體勞動協議
僱傭合約必須符合或超過法律和相關 CBA 設定的最低標準，該標準通常詳細說明某些福利和薪酬結構。
法國的就業法規
在法國僱用員工時，雇主必須確保新員工在開始工作前擁有正確的工作和居留許可。這一點對於非歐洲經濟區和非瑞士國民尤其重要。
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.
獲取有關法國就業法的即時指導
在新的國家招募時， G-P Gia™可提供值得信賴的即時合規指導。 取得專家審核的答案，解答您的所有疑問，節省寶貴時間，讓您可以專注於招募合適的人才。Gia 還提供對僱傭合約的即時、跨司法管轄區的合規性檢查——無需再等待數天才能獲得法律諮詢或支付昂貴的計費工時費。
在法國新員工入職
法國員工入職的最佳做法包括：
- 檢討僱傭合約及公司政策
- 向關鍵團隊成員和工作流程介紹新員工
- 提供必要的工具和系統存取
- 明確列出對角色的期望和績效指標
在法國招聘僱員：替代解決方案
透過與法國名義主合作，公司無需設立當地法律實體即可在新國家引進人才。 這降低了全球僱用的複雜性、成本和時間，使在法國僱用員工變得更加容易。雇主確保遵守法國法律，同時實現快速且合規的僱用。
在法國招聘和僱用獨立承包商
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.
與獨立承包商合作可為您提供靈活性和成本控制，因此您可以隨著業務需求的變化，擴展或縮小團隊。
獨立承包商是自僱人士，並且與您的工資單完全分開。
通過 G-P 聘請法國的獨立承包商
G-P Contractor ™簡化了承包商的僱用和付款。 我們的承包商服務可確保合規性，並降低在法國等司法管轄區被錯誤分類的風險。
與 G-P 合作，集中您的全球人手，讓您放心，並加速您在法國的成長。
通過 G-P 在法國建立您的團隊
G-P名義僱主讓建立全球團隊變得輕鬆——無需設立實體或花費時間聘請人力資源、法律和稅務方面的顧問和當地專家。 透過G-P ，您可以獲得簡單的工作流程、整合和由人工智慧驅動的功能，從而改變您招募、管理和支付全球團隊的方式。
預約演示，了解我們如何協助您隨時隨地招募和入職任何人。
