French Employment Law Experts for International Companies

No, but it must follow strict procedures. French law requires a "real and serious cause" (cause réelle et sérieuse) for any dismissal. With proper legal guidance, you can terminate employment for personal misconduct, professional inadequacy, or economic reasons. The key is following the correct procedure — which is where we come in.

The cost depends on several factors: seniority, salary, the reason for termination, and whether it's negotiated (rupture conventionnelle) or unilateral. Statutory severance is at least 1/4 of a month's salary per year of seniority. In practice, negotiated exits range from 1 to 6 months of salary. We help you calculate the exact cost and minimize exposure.

Yes, if you have 11 or more employees for 12 consecutive months, you must organize CSE elections. The CSE (Comité Social et Économique) is the mandatory employee representative body in France. We guide you through the election process and help you manage CSE relations effectively.

The standard legal working time in France is 35 hours per week. Hours worked beyond 35 are overtime and must be compensated (typically +25% for the first 8 hours, +50% thereafter). However, many arrangements exist: forfait jours (lump-sum day agreements) for managers, annualization, and collective agreements. We help you set up the right framework.

URSSAF (the French social security collection agency) conducts routine audits of employers to verify correct payment of social contributions. Audits typically cover the last 3 years. Inspectors review payroll, benefits, expenses, and contractor arrangements. Errors can lead to significant reassessments. We represent you during the entire audit process and challenge unfounded claims.

Yes, but with strict conditions. French non-compete clauses must be limited in scope (geographic area, duration, and activity), justified by legitimate business interests, and — crucially — include financial compensation to the departing employee (typically 30-50% of their salary during the restriction period). Without proper compensation, the clause is void. We draft enforceable clauses tailored to your situation.

Employer social contributions in France typically represent 40-45% on top of the gross salary. This covers health insurance, retirement, unemployment, family allowances, and workplace accident insurance. The exact rate depends on your industry, collective agreement, and applicable exemptions. We help you optimize your contribution structure within legal boundaries.