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If you are interested in hiring a remote team in France, or even just individual remote employees in France, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers France payroll solutions. As a France payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in France. We are confident Rivermate’s payroll solutions France will help you grow as a business—because now, you won’t have to worry about your payroll solutions France. We take care of everything payroll!
With Rivermate, you can run France payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
Once you've decided on your preferred payroll method, you'll need to collect some personal information from each of your employees, such as their full name, pension information, phone number, and other details. You'll also need their INSEE code, which is both their national identification number and their social security number.
Before you can officially hire and add an employee to your payroll, you must provide a written employment contract that details the job. Because litigation is common in France, a solid employment contract can save you money in the long run. Include the employee's salary and bonuses, contract duration, trial period, and notice period if possible.
France has a progressive tax system that is based on the income of each "part" of a household. Each adult contributes one part. Children are also counted as parts; the first two children of an employee equal 0.5, and each additional child equals one whole part. Employers do not need to be concerned about income tax returns because employees handle them directly. You will pay your employees a net salary before taxes.
Employers are required to contribute to social security at a rate of about 45% of the employee's gross salary. Social security, unemployment, a pension plan, life and disability insurance, and health care coverage are the five components of mandatory coverage. Employers must also pay a corporate income tax of 26.5% or 27.5% (2021), though small or new businesses may qualify for a lower rate. In 2022, the CIT rate will be reduced to 25%.
Companies that wish to expand their operations globally have four different payroll options in France. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in France. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. France payroll outsourcing: Outsourcing your payroll to an Employer of Record in France, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
It is the obligation of the employer to ensure that all payroll-related transactions are properly documented and recorded. All salaries and compensation payments must adhere to the local minimum wage as well as other applicable laws and regulations.
Rivermate's payroll services in France can assist you in staying in compliance with the country's ever-changing payroll rules. We provide an all-inclusive solution that covers everything from compliance and reporting to salary payments.)
Companies that have a business presence in France have different ways of managing payroll. However, most of the options you have for running payroll in France are either expensive or require establishing a subsidiary in France. The cheapest, most efficient, and most reliable payroll processing system in France is by outsourcing payroll to Employers of Record (EOR) in France. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in France. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in France. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in France.
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.
The monthly minimum wage is 1,554.58 EUR, which equates to 10.25 EUR per hour.
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.
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.