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Welcome to France!

Looking to conquer the world of business without getting tangled up in international employment complexities? We got this.

No cultural barrier or legal obstacle will stand in your way with us in your corner. We tailor our services to fit your unique needs so you shine no matter where you operate in the world.

Why You're Here!

Creating a worldwide workforce is a continuous process that extends beyond a contract.

TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.

  • Hire compliantly in 150 countries
  • Provide customized service and benefits
  • Remove the risk from your organization
Worker Classifications

If a worker is employed under Agent de Maitrise status, their time will be counted in hours. However, if a Worker is higher level or executive status, their time will be tracked in full days.

Fixed-Term Contracts

Fixed-term contracts are permitted in certain circumstances. The maximum length is 36 months. 

Probationary Periods

Probationary periods are permitted in France. The probationary period for normal workers generally lasts 2 months. For supervisors and executive roles, they can last 3 months. Workers accumulate and may begin using PTO during their probationary period. However, the length of time off the worker takes is added to the end of their probationary period.


In France, Workers recognize 11 public holidays. No work should be completed on these holidays except where it is infeasible to stop working. Holidays are unpaid except for Labour Day, which falls on the first of May. If a Worker is required to work on Labor Day, they are entitled to 200% of their normal wage. Public holidays that fall on a weekend do not move to the next working day. 


Most Workers are entitled to at least 5 weeks of paid vacation per year accrued at a rate of 2.5 business days of leave per month of work. Unused vacation generally cannot be carried over from year to year.  If a worker exceeds 35 hours per week, they receive an additional day of vacation time per month.

Sick Leave

Workers should notify their managers and the Social Security Health System within 48 hours of needing to cease work due to illness. Workers are entitled to paid sick leave, during which the Social Security Health System pays the Worker a daily benefit. It is legally required only to make up the difference between that benefit and the Worker’s normal compensation. Workers are entitled to sick leave if they have worked at least 150 hours in the past three months and made social security contributions equivalent to 1,015 the minimum wage in the past six months.


Overtime is considered any time above 35 hours per week. The first eight overtime hours are paid at 125% the Worker’s normal rate. Each hour over that is paid at 150%. Workers must not exceed 10 hours in a day or an average of 44 hours over 12 consecutive weeks. A paid leave of absence is mandatory when overtime exceeds 220 hours per year. Additionally, Workers must receive a minimum of 11 hours rest between the end of one workday and the beginning of the next and may not work more than 6 days a week.


Except in cases of serious or gross misconduct, Workers must be given advanced written notice prior to terminations based on “real and serious” grounds. The Worker must be given five working days’ notice of a meeting wherein the reasons for the dismissal must be explained and the Worker given an opportunity to explain. No later than the third working day after the meeting, the Worker must be notified of the decision. Workers may be entitled to severance. Client agrees to provide Contractor with the information and time necessary to abide by local law in terminating Workers.


Workers may resign at any time, in writing.

Mandatory Employer Costs


How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR. 

Screen shot of the orders page in StaffingNation


Unleash global talent with our hassle-free payrolling and staffing services.

Tap into global talent effortlessly. As the employer of record, we handle liability, governance, and compliance. Say goodbye to administrative burdens. Contact us now.