Employer of record in France | Employee Benefits

Employee Benefits in France

Bonuses and additional payments

Although not required by law in France, a 13th-month bonus is common in December. Other companies may offer performance-based bonuses and welcome bonuses. Some collective bargaining agreements in France also include a vacation bonus, calculated as a percentage of the employee's paid leave accrual. This bonus is meant to help covered employees’ vacation expenses and is paid either quarterly or in the summer (June or July).

Annual leave

Employees in France are entitled to paid vacation leave as soon as they start employment. The statutory entitlement is 2.5 working days per month, totaling 30 working days per year. This leave is fully paid and can be taken throughout the leave year, as agreed between employer and employee. Unused statutory leave may be carried over to the following year with employer approval. Payment in lieu of unused leave is only permitted upon termination of employment. Additional leave may be offered as part of an employment contract or collective bargaining agreement, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention.

Many French employees choose to take some of their annual leave in August, which is known as peak holiday season in the country. Some small businesses may even opt to close and give all employees a few weeks off during this month. This often leads to a general slowdown in business activity during the month of August in France.

Sick leave

In France, personal and sick leave are governed by the French Labour Code. Employees are entitled to paid sick leave, with compensation provided by both the employer and the social security system. The duration and amount of compensation depend on the length of service and collective agreements. Employees continue to accrue paid leave during periods of sick leave.

Parental leave

Employers in France must provide 16 weeks of paid leave for an employee's first two pregnancies and 26 weeks of paid leave for any additional child, as well as for adoptive and surrogacy-commissioning mothers. Pregnant employees who have worked at least 150 hours in the three months prior to the expected delivery date are eligible for benefits, with written notice required to be submitted to the employer detailing the exact dates of maternity leave.

Additional benefits

Many employers also offer supplemental benefits, such as complementary health insurance (“mutuelle“), meal vouchers, transportation subsidies, or company savings plans. These additional benefits help improve talent attraction and retention.

As your employer of record in France, we help design compliant and competitive benefit packages that align with statutory obligations and local market expectations.