How to hire remote employees in


So you’ve found some great talent in France, but maybe a little less sure how you’re supposed to go about hiring them? You’re in the right place. In the next few minutes, you’ll learn how to hire remote talent in France, quickly, without wading into months and thousands of dollars of legal red tape.

Country snapshot

Euro (EUR)

What to know before you hire in 


Hiring abroad is notoriously difficult: New labor laws, entities, a lot of words you’d rather not hear again. But we’ve got good news—it doesn’t need to be that way. Below, we’ll break down your two main options for hiring in France (and the one we prefer).

If you want to successfully hire in 


, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 


. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 


 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 


Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 



It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 


 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

Can be less risky than hiring employees

Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 



If you’re hiring contractors in 


, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 


Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 


If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in France than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in France.

Taxes in 


Employer tax

Employer Contributions

  • 51%

Individual tax


Paid Time Off (PTO)

After the first month of probation, employees are entitled to  5 weeks of annual leave. 

Public Holidays

There are 11 public holidays.

Sick Days

An employee must put in at least 150 hours of work in the past 3 months or 90 days immediately before the leave or have contributed based on earnings of at least 1,015  times the legal hourly minimum wage in the last six calendar months.  

A payment of 50% of the insured’s daily earnings is paid after a three-day waiting period. 

Maternity Leave

  • Single birth, bringing mothers number of children to one or two: 16 weeks (6 before birth, and 10 after)
  • Single birth, bringing mothers number of children to three or more: 26 weeks (8 before birth, 18 after)
  • Birth of twins: 34 weeks (12 weeks before, 22 weeks after) *
  • Birth of triplets or more: 46 weeks (24 weeks before, 22 weeks after)
  • If the mother suffers an illness during pregnancy, she is entitled to two additional weeks before birth, and four additional weeks after birth.

Paternity Leave

Paternity leave entitlement is 28 days, where at least 1 week is mandatory.  This leave also covers same-sex (female and male) couples. Employers are responsible for paying 3 days of the leave, while social security covers the rest.

Parental Leave

Employees who have worked for at least one year before the date of their child’s birth, (or before welcoming a child no older than 16 years to their home with a view to adoption) can take parental leave or choose to work part-time.

This right extends until the child’s third birthday, (unless the child was aged between three and 16 on arrival, in which case the adoptive parent can take one year’s parental leave from the date of arrival).

If employees take parental leave, their employment contract is suspended and the employer does not have to pay compensation. However, the employees can receive certain indemnities from the social security system.

Parents can also benefit from additional leave when their child is sick, which usually amounts to between three and five days depending on the child’s age and the parent’s number of children.

However, if the child suffers from a serious illness or disability, or an accident, which requires continuous parental presence or constraining care, the parents can take a specific leave of 310 days over three years.

Other Leave


Marriage Leave


Bereavement Leave



Termination Process

In France, it is not allowed to dismiss someone due to COVID-19.

Resignation: No specific labor code. Can be submitted verbally or written, however, it is advised to provide a written notice. A fixed duration of notice does not exist, but notice should always be given. Notice period is determined on contract, agreement, or practices by profession.

Mutual Termination: Employers and employees agree on termination conditions in permanent employment contracts.

Economic Dismissal: These are jobs cut due to economic or technological changes.

Individual Dismissal: A preliminary dismissal interview must be set up and take place. 2 days to a month after the meeting a letter of dismissal must be sent to the employee.

Notice Period

1 month for employment between 6 months and 2 years.

2 months for employment over 2 years.

3 months for executives.

Severance Pay

Calculations for severance pay depend on which payment provides the most favorable outcome.

Monthly average of last 12 months of employment;

Average monthly earnings of all months preceding dismissal;

1/3 of the last 3 months.

Probation Period

  • 2 months for blue-collar employees and clerks.
  • 3 months for technicians and supervisors.
  • 4 months for managers.

Employee requirements in 


Working Hours

A full-time workweek is 35 hours.


Overtime is work done beyond the weekly 35 hours. With an established agreement overtime pay must be no less than 110% of the regular wages. If no agreement is in place, overtime pay is 125% of the regular pay for the first 8 hours of overtime and 150% for every hour after.

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