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France is a transcontinental nation with territories and regions in the Americas, as well as the Atlantic, Pacific, and Indian Oceans. Its metropolitan area stretches from the Rhine to the Atlantic Ocean, as well as from the Mediterranean Sea to the English Channel and the North Sea; its overseas territories include French Guiana in South America, Saint Pierre and Miquelon in the North Atlantic, the French West Indies, and numerous islands in Oceania and the Indian Ocean. France has the world's biggest exclusive economic zone due to its many coastline areas. France has borders with Belgium, Luxembourg, Germany, Switzerland, Monaco, Italy, Andorra, and Spain in Europe, as well as the Netherlands, Suriname, and Brazil in the Americas through French Guiana and Saint Martin. Its eighteen integral areas (five of which are abroad) have a total area of 643,801 km2 (248,573 sq mi) and have a population of nearly 67 million people (as of May 2021). France is a unitary semi-presidential republic, with Paris as its capital and primary cultural and economic center; other significant cities include Marseille, Lyon, Toulouse, Lille, Bordeaux, and Nice.
Metropolitan France has been inhabited since the Palaeolithic age and was occupied by Celtic tribes known as Gauls during the Iron Age. In 51 BC, Rome acquired the region, resulting in a unique Gallo-Roman civilization that created the groundwork for the French language. The Germanic Franks established the Kingdom of Francia, which became the Carolingian Empire's core. The empire was partitioned by the Treaty of Verdun in 843, with West Francia becoming the Kingdom of France in 987. France was a strong but largely decentralized feudal state in the High Middle Ages. Philip II effectively consolidated royal authority and overcame his competitors in order to treble the extent of the crown territories; by the conclusion of his reign, France had emerged as Europe's most powerful kingdom. From the mid-14th through the mid-15th centuries, France was engulfed in a series of dynastic battles including England, known collectively as the Hundred Years' War, and as a consequence, a unique French identity formed. The French Renaissance witnessed the flourishing of art and culture, the struggle with the House of Habsburg, and the formation of a worldwide colonial empire that would become the world's second-largest by the twentieth century. Religious civil conflicts between Catholics and Huguenots dominated the second half of the 16th century, severely weakening the realm. Following the Thirty Years' War, France re-emerged as Europe's dominating power in the 17th century under Louis XIV. Inadequate economic strategies, inequitable taxation, and recurrent battles (particularly a loss in the Seven Years' War and expensive participation in the American War of Independence) placed the kingdom in a dangerous economic position by the end of the 18th century. This sparked the French Revolution of 1789, which toppled the Ancien RĂ©gime and resulted in the Declaration of the Rights of Man, which still embodies the nation's beliefs today.
Napoleon Bonaparte led France to its political and military apex in the early nineteenth century, subjugating most of continental Europe and creating the First French Empire. The French Revolutionary and Napoleonic Wars affected European and global history. The fall of the empire marked the beginning of a period of relative decline for France, which saw a chaotic succession of rulers until the establishment of the French Third Republic during the Franco-Prussian War in 1870. Following decades witnessed the Belle Époque, an era of optimism, artistic and scientific growth, and economic success. France was a key participant in World War I, emerging victorious at a considerable human and economic cost. It was one of the Allied powers during World War II, but it was quickly seized by the Axis in 1940. Following independence in 1944, the short-lived Fourth Republic was created, only to be disbanded during the Algerian War. Charles de Gaulle established the present Fifth Republic in 1958. Algeria and the bulk of French colonies gained independence in the 1960s, while the majority maintained strong economic and military links with France.
France maintains its centuries-old position as a worldwide center of art, science, and philosophy. It is the world's biggest tourist attraction, with over 89 million international visitors in 2018. It has the fifth-highest number of UNESCO World Heritage Sites. France is a developed nation with the world's seventh-largest economy by nominal GDP and ninth-largest by PPP; it ranks fourth in terms of aggregate household wealth. In worldwide rankings of education, health care, life expectancy, and human development, France ranks well. It is still a major player in global affairs, as one of the five permanent members of the United Nations Security Council and a state with nuclear weapons. France is a founder and leading member of the European Union and the Eurozone, as well as a prominent member of the Group of Seven, NATO, the Organization for Economic Cooperation and Development (OECD), and La Francophonie.
Employees are entitled to 5 weeks of paid leave after the first month of probation.
France recognizes eleven public holidays.
An employee must have worked at least 150 hours in the previous three months or 90 days prior to the leaving, or have contributed based on wages of at least 1,015 times the legal hourly minimum wage in the previous six months.
After a three-day waiting period, the insured receives a premium of 50% of his or her regular earnings.
The number of births determines the duration of maternity leave:
A single birth reduces a mother's infant count to one or two: 16-week duration (6 before birth, and 10 after)
Birth of a single infant, taking the mother's total number of children to three or more: 26-week duration (8 before birth, 18 after)
Twins was born after a 34-week gestation period (12 weeks before, 22 weeks after) *
For triplets or more, the gestation period is 46 weeks (24 weeks before, 22 weeks after)
Whether the woman was sick during the pregnancy, she is entitled to two extra weeks before delivery and four extra weeks following delivery.
When an infant is born or adopted, male employers are entitled to three days off. They will have the right to 11 days of parental leave (18 days where there are multiple births or adoptions), which must be taken within four months of the birth or adoption.
Employees who have served for at least a year prior to the birth of their child (or who have welcomed a child no older than 16 years into their household with the intention of adoption) are eligible to take maternity leave or work part-time. This right lasts until the infant is three (unless the child was between the ages of three and sixteen when they arrived, in which case the adoptive parent will take a year off from the date of arrival).
Employees' work contracts are suspended while they take maternity leave, and the company is not obligated to compensate them. Employees, on the other hand, could be eligible for some social security benefits.
When an infant is ill, parents are entitled to extra leave, which normally lasts between three and five days, depending on the child's age and the number of children the parents have. However, whether the infant is diagnosed with a critical disease or injury, or is involved in an accident that necessitates constant parental involvement or constraining treatment, the parents will take a three-year leave of 310 days.
In France, it is illegal to dismiss someone for violating COVID-19.
Although there is no specific labor regulation governing resignation, it may be made verbally or in writing; however, it is recommended to provide written notice. Although no specific period of notice exists, notice should always be given. The notice time is determined by contract, agreement, or profession-specific practices.
Employers and employees agree on termination criteria for permanent employment contracts when they mutually terminate.
Economic dismissal is a term that refers to employment losses caused by economic or technological advancements.
A preliminary dismissal interview must be scheduled for individual dismissals. Within two days to one month of the employee's termination, the employee must get a letter of dismissal.
There will be a one-month notice period for service between six months and two years. There will be a two-month notice period for service of more than two years. There will be a three-month notice period if the employee is an executive.
The probation period for blue-collar employees and clerks is 2 months. For technicians and supervisors, the probation period is three months. For managers, probation period lasts for four months.
Severance compensation is calculated based on which payment will result in the most desirable outcome. The following are some severance compensation options: Monthly average of the last 12 months of employment; monthly average of all months preceding dismissal; or 1/3 of the last three months' total income earned.
The standard workweek is 35 hours, with a weekly maximum of 48 hours, and an average of no more than 44 hours over a 12-week period. Contractual or collective bargaining agreements may allow for an increase in the 12-week average to 46 hours per week. The working day cannot exceed ten hours, although a contract or collective bargaining agreement may allow for an extension to twelve hours. Certain executives and white collar employees are exempt from these restrictions. While the majority of other employees may be required to work more than 35 hours per week, they must be compensated for the additional hours, which is typically done through additional vacation time.
In practice, due to the mid-day break, the standard French workday is actually longer than in many other countries, typically beginning between 8:00 and 9:00 AM and ending at 6:00 PM or later, with an hour-long or longer break between roughly 12:30 and 2:00 PM.
Employees must take a minimum of 35 consecutive hours of rest over a seven-day period.
Overtime is limited to 220 hours per year, and the workweek is limited to 48 hours, including overtime, which is compensated on a percentage of income basis. A collective bargaining agreement may establish a higher or lower rate of overtime.
Night work is defined as work performed between the hours of 9 p.m. and 6 a.m. Night work hours are determined by collective bargaining, but cannot exceed eight hours in a 24-hour period or 40 hours on average over a 12-week period.
Outside of standard office hours, employees in France have the "right to disconnect," which includes not checking, answering, or sending emails.
The monthly minimum wage is 1,554.58 EUR, which equates to 10.25 EUR per hour.
The French health-care system is largely funded by the government's national health insurance, and the country is regarded as having one of the best overall health-care systems in the world.
In general, the government reimburses patients 70% of their health-care costs, and 100% in the case of expensive or long-term illnesses. All residents are required to have health insurance, and the premiums are deducted automatically from employees' pay.
Employers must provide private health insurance to employees beginning January 1, 2016, in addition to the French Social Security healthcare reimbursements. The amounts are determined by the applicable collective bargaining agreement for each branch (CBA).
Prior to 2018, all PEO, consulting, and technology firms were subject to the SYNTEC CBA. This has since been replaced by the portage salarial CBA, under which the employer is responsible for 50% (or €23.50) of the base coverage of €47 per month in 2017 and the employee is responsible for the remaining 50%.
The cost includes coverage for dependent children, but not coverage for an unemployed spouse or partner.
Employees can add higher levels of coverage and/or coverage for their spouse/partner for a monthly fee of up to €77, which will be deducted from their net pay (the additional cost is solely the employee's responsibility).
Employees may refuse coverage if they were employed by the organization prior to January 1, 2016, if they are already covered by their spouse's mandatory coverage and can provide proof of this yearly, or if they are under a fixed-term employment contract for a period of no more than 12 months.
The corporate tax, or impot sur les societes (IS), is a general yearly tax that applies to all profits generated in France by companies and other organizations. It affects about one-third of French businesses. For all of their operations, the standard rate is 33.3 percent. The net revenues from corporate tax in 2016 amounted to €29.9 billion. The difference between gross profit and costs and deductible expenditures equals taxable income. The gap between sales and expenses results in gross operating profit. In addition to the gross operational profit, all other revenue or gains are usually taxable: rental income, interest, deposits, and bonds. Long Term Capital Gains are taxed at a lower rate for a fixed period of years. Since 2012, a tax credit of 7% of total salary expenses has been subtracted from the gross tax payable.
For an income below, €9,700, the tax rate us 0.
For an income from €9,711 to €26,818, the tax rate is 14%.
For an income from €26,818 to €71,898, the tax rate is 30%.
For an income from €71,898 to €152,260, the tax rate is 41%.
For an income beyond €152,260, the tax rate is 45%.
The VAT (French: taxe sur la valeur ajoutée, TVA) is a general consumption tax levied on products and services sold in France. It is a proportionate tax on production collected by businesses and eventually funded entirely by the end buyer, i.e. the consumer, since it is included into the price of products or services.
The standard rate is currently set at 20%. There are two discounted rates: 10% for books, hotel stays, local public transit, and restaurant meals, and 5.5 percent for most groceries. Only prescription medicines insured by Social Security are subject to a 2.1 percent surcharge. In 2013, the net income from VAT was €141.2 billion.
In France, there are two types of visas: a short stay visa (visa de court séjour), which is required for visits of 90 days or less, and a convention d'accueil, for which the employer applies to the French Ministry of Labour, the DIRECCTE (Direction régionale des entreprises, de la concurrence et de la consommation, du travail et de l'emploi), and the authorization is then sent to the French embassy.
A work permit is not required if the employee is from the EU/EEA or Switzerland.
A long-term work visa (visa de long séjour) also serves as a residency permit. The work contract is sent to the French Ministry of Labour's local division for approval. Once authorized, it is sent to the Office Francais de l'Immigration et de l'Intégration (OFII) for secondary review. Once authorized, the contract is submitted immediately to the French embassy in the employee's home country. After 18 months on a long-stay residence permit, applications to bring family members to France may be submitted.
Furthermore, applications for a four-year renewable visa for a passeport talent can be made, which is aimed at executives, independent professionals, or employee-level people with the potential to make a significant contribution to the French economy, particularly in intellectual, scientific, cultural, sporting, or humanitarian fields.
In France, employment contracts are typically for an indeterminate period of time, while there are a variety of alternative forms that are employed in special circumstances. must be written and Several forms of employment contracts, particularly fixed-term contracts, must always be in writing, and although a written contract is not always needed, it is nearly always advised. All written contracts should be in French, and any employee who does not speak French should be provided with a copy in their native language. There is no standard form for an indefinite duration contract since it is not particularly needed to be in writing, but it must contain certain terms and conditions.
A probation term must be indicated in the employment contract if the employee will be subject to one. Different regulations governing probationary periods may be included in collective bargaining agreements.
While indefinite-term contracts are the most common and favored kind of contract, employers may also use fixed-term contracts, part-time contracts, temporary contracts, or apprenticeship contracts as necessary, or follow a collective bargaining agreement.
Contracts for a certain period of time must always be in writing.
There is no set length for assignments. This is usually indicated in the employment contract for fixed-term employments.
Euro (EUR)
Because of its position and involvement in several European organizations, France is an economic powerhouse in Western Europe. The government also encourages international investment, giving the country an attractive location for growth. France boasts a stable and contemporary business environment that is ideal for startups and other companies trying to build a name for themselves.
Several criteria, such as the industry or kind of firm you intend to create, should be considered throughout the France subsidiary creation procedure. Do you have any key commercial deals or relationships? Have you thought about the nationality of the people you wish to hire? Before you begin the setup procedure, you must answer all of these questions.
In France, the most frequent kind of subsidiary is a private limited liability business known as a SARL (société à responsabilité limitée). To form a private LLC, you must first:
1. Examine the availability of your company's name.
2. Open a business bank account.
3. Open a physical office in France.
4. Select an auditor.
5. Publish the incorporation of your French subsidiary in the official publication.
5. Fill out tax forms, social security forms, and insurance forms for your business.
6. Commercial Court will stamp your company's books.
When planning to establish up your subsidiary in France, you must adhere to a number of French subsidiary legislation, including different French accounting and tax requirements. If your firm is located outside of the European Union (EU), the withholding tax on profits is 25%, but you may be able to receive lesser taxes due to double tax treaties signed by France.
You will require the following items, according to French subsidiary laws:
1. The subsidiary must be formed by at least two persons or corporate organisations.
2. A minimum share capital of one euro is required.
3. A manager who is a French resident or from the European Economic Area (EEA).
4. There can be no more than 100 stockholders.
