Employee Benefits in France: Clear Guide for US Employers

Going across borders to find top talent is a great way to grow your business.

France offers a workforce of well-educated employees with a strong command of English. Breaking into the French labor market can seem intimidating. There are many regulations and employees are entitled to a range of benefits.

This guide will explain the main statutory employee benefits you’re required to offer your employees in France.

Fringe and supplemental benefits will also be covered, so you know exactly how to attract top talent in France.

💡Pay employees in France
with Wise Business

🔍 In this article:
Who Should Receive Employee Benefits in France? Types of Statutory Employee Benefits in France Additional Employee Benefits in France Discover Wise Business: The Easy Way to Pay Employees in France

Who Should Receive Employee Benefits in France?

Anybody living and working in France is entitled to receive statutory employee benefits.

Both full-time and part-time workers are eligible for these benefits. In some cases, part-time workers may receive these benefits pro rata.

Types of Statutory Employee Benefits in France

Here’s a deep dive into the different statutory benefits you need to provide to your employees in France.

Paid Vacation

Employees in France are entitled to a minimum of 5 weeks of paid vacation every year.¹

In addition to this, there are 11 public holidays in France which employees may take off:

• New Year's Day
• Easter Monday
• Labor Day
• Victory Day
• Ascension Day
• Pentecost Monday or Whit Monday
• Bastille Day
• Assumption Day
• All Saints' Day
• Armistice Day
• Christmas Day

Many companies in France offer all public holidays as paid days off, but this isn’t a legal requirement.²

🔍 Did you know?
Labor Day is the only statutory paid public holiday. If your employees work on Labor Day, they’re entitled to a 200% wage increase for the day worked.

Overtime Pay and RTT

The 30-day annual paid vacation is calculated based on the 35-hour working week. This is the standard working week in France.

If your employees work longer than 35 hours per week, they require compensation.

This can be done in the form of payment, ranging from between 25-50% more than their regular hourly wage.

However, the more common arrangement is known as RTT (Réduction du temps de travail), or Reduction of Working Time. This enables employees to work longer hours in exchange for more days off.

But keep in mind that there are still legal limits to overtime work. Specifically, employees can work for a maximum of 44 hours per week for up to 12 consecutive weeks. They can also work for a maximum of 10 hours per day and 48 hours in any working week.³

Sick Leave

Unlike in some countries, French labor law doesn’t include a minimum number of paid sick days an employee is entitled to. Instead, employees are eligible for a varying number of sick days, depending on a number of factors.

Sick leave is typically paid by social security health insurance, although in some cases the employer may contribute extra. This depends on the specific benefit package as well as the role, seniority and time worked at the company.

Employees can receive paid sick leave for up to 6 months if they meet one of these requirements:

• They worked for at least 150 hours during the 3 months before the leave began
• Their social security contributions are at least 1,015 times the legal hourly minimum wage in the past six months

If they remain sick after 6 months, they can extend their benefit payments for up to one year if:

• They worked for at least 600 hours in the previous 12 months before becoming sick
• They made social security contributions for a minimum of 12 months before becoming sick
• They received an income of at least 2,030 times the hourly minimum wage in the 12 months prior to becoming sick

During sick leave, social security health insurance will pay up to 50% of the employees basic daily wage, up to a maximum of €51.70 EUR per day. However, social security payouts kick in only after the fourth day of illness.

Employers will often cover the first 3 days of sick leave, though this is not required.

If the employee has worked for you for at least one year and provides a medical certificate within 48 hours of sick leave, they’ll receive 90% of their daily wages for the first 30 days of their illness. After this period, the payout will drop to 67% for a maximum of 6 months.²

Social Security Contributions

Employers in France are responsible for withholding social security contributions from their employees’ income.

Social security contributions cover a range of insurances, including:

• Health insurance
• Old-age pension
• Supplementary pension
• Unemployment insurance
• National housing assistance fund
• Family allowances
• Work accident insurance

In most cases, only the employer needs to contribute to these social security insurances. Unlike in other countries with a 50/50 equal contribution split between employee and employer, employees have to contribute relatively little in France.⁴

Maternity and Paternity Leave

If your employee becomes pregnant, they’re entitled to a minimum of 16 weeks paid leave, provided that they either:

• Made social security contributions for at least 10 months before childbirth
• Worked at least 150 hours during the 90 days before maternity leave began

They can take this leave 6 weeks before the due date, leaving them another 10 weeks postpartum.

During maternity leave, employees will receive the average of their income over the past three months before they took leave. This is capped to a maximum of €95.22 EUR per day.²

For multiple births, mothers can take up to 24 weeks off before the due date and 22 weeks off postpartum. And if the mother already has three children, maternity leave will be extended to 8 weeks before the birth and 18 weeks after.¹

In all cases, mothers can receive an extra 2 weeks before the due date and an extra 4 weeks postpartum if they experience illness during pregnancy.

Fathers are entitled to 3 days of mandatory leave after childbirth, fully paid by their employer. After this, they can take 25 days extra leave paid by their social security. In the case of multiple births, this is increased to 32 days.

During the leave period funded by social security, fathers can receive a maximum of €95.22 EUR per day.²

Pension Plans

Employers and employees both contribute to the state’s old-age pension scheme through social security contributions. However, companies are also required to provide a supplementary pension scheme.

The issuing body of the pension varies depending on your industry. Some examples include:

• Ircantec
• AGIRC (Association Générale des Institutions de Retraite des Cadres)
• ARRCO or (Association pour le Régime de Retraite Complémentaire des Salariés)¹

Life and Disability Insurance

Employers are required to cover the cost of life, short-term and long-term disability insurance for their employees, known as prévoyance.

For short-term disability insurance, employees will receive 50% of their average income from the previous 3 months. If they can’t work for more than 31 days and have 3 or more dependent children, they can receive up to 67% of the previous salary.

For employees to claim long-term disability insurance, they need to:

• Be younger than retirement age
• Have lost at least 2/3 of their earning capacity as a result of the disability
• Have at least 12 months of coverage before the disability started
• Have a minimum of 600 hours of employment in the last 12 months before the disability started⁵

Additional Employee Benefits in France to Attract Talent

If you have employees in France, it’s essential to ensure that you provide them with their basic statutory benefits. This keeps you compliant with local labor laws.

But if you want to attract top talent and retain your employees, you’ll need to offer more than the bare legal minimum. This is where supplemental and fringe benefits are key to attracting top employees.

Here’s an overview of the top additional benefits you can offer your French employees.

13th Month Pay

One way to attract and retain top talent is to offer a 13th month pay bonus.

This bonus is equivalent to an extra month’s worth of salary. You can choose when to issue this bonus. Some companies may issue it around Christmas, at the end of the year, while others may issue half of the bonus halfway through the year and the other half at the end.

Just keep in mind that 13th month pay is subject to tax.

Meal Vouchers

Offering to pay for your employees’ lunch is a great way to boost morale.

This can be done either through meal vouchers or with a prepaid debit card.

If your company doesn’t have a canteen, this is a good work-around to keep employees happy.

Transportation Stipend

Covering the cost of your employees’ commute is another easy way to attract top talent. By law, employers must cover at least 50% of the employees’ travel cost.²

You can up your offering by covering the entire cost.

You could either give them a monthly stipend or reimburse them the cost of their commute at the end of each month.

This could cover the cost of train tickets, gasoline or taxi fees.

Private Health Insurance

The French social security system includes a health insurance fund. This means that as long as you’ve made contributions, you’ll be covered for medical expenses.

However, not all costs are covered under the public health insurance scheme.

This is where employers can step in to cover the additional medical costs. This private health insurance is known as Mutuelle. By law, employers are required to pay at least half of the Mutuelle.³ But many top employers will cover the entire cost.

Employers can also offer extended coverage to their employees’ family to attract top talent.

Profit Sharing

A profit sharing scheme is another top way to get employees involved in your company. It can boost their productivity and loyalty to your company.

Depending on the industry and the number of employees you have, some form of profit sharing plan is required in certain cases.

Gym Membership

Offering your employees access to gym facilities can help keep them healthy and productive.

You can either offer your own office gym or reimburse them for the cost of a membership.

Work From Home

Work from home arrangements are becoming more popular in France.

These hybrid working models allow employees a certain number of days per week in which they can work from home. This saves them time on the commute, allows them to enjoy parts of the day with their family and boosts overall productivity.

Discover Wise Business: The Easy and Low-Cost Way to Pay Employees in France

With the world becoming evermore borderless, hiring international talent is key to growing your business. But the process of paying employees abroad can seem difficult and put businesses off.

That’s where a Wise Business account can help. Wise is not a bank, but a Money Services Business (MSB) provider and a smart alternative to banks.

With a Wise Business account, you can hold more than 40 currencies, all in one place. When paying your employees in France, your money will be exchanged at the mid-market rate, saving you on hidden fees. What’s more, if your employee also has a Wise account, then it's free to send the same currency from one Wise Account to another.

For a one-time fee, you can also upgrade your account to get local account details for major currencies, so you can pay and get paid like a local.

If you have a range of international employees or contractors across multiple countries, Wise also has you covered. Using Wise’s batch payment tool, you can pay up to 1,000 employees in a single click, in different currencies.

get started with Wise Business 🚀

You can open a Wise Business account online, and there are no monthly subscription fees, or minimum balance requirements. This makes Wise a stress-free option for paying employees abroad.

---

Sources:

1. Employee Benefits France: 10+ Benefits to Offer Your Team
2. Employee Leave Entitlement in France | Boundless EOR
3. France Employee Benefits: Everything You Need To Know | Remote
4. Payroll in France
5. Employee Benefits in France: A Guide to Mandatory and Common Benefits

All sources checked April 2024.