Employment Law France 2025 | Contracts, Dismissal, Joint Committees
Employment law in France: contracts, dismissal, joint committees, ONSS contributions. Complete guide for employers and employees.
In summary: French employment law features a highly developed social consultation system with 170+ joint committees setting sectoral working conditions. The 2014 reform unified notice periods based solely on seniority. Employer social contributions are around 25-27% with minimum wage at ~€1,994 gross/month in 2025.
French Employment Law
Employment law in France is characterized by a highly developed social consultation system. Working conditions are determined at three levels: law, sectoral collective agreements (joint committees), and company agreements.
The 2014 reform unified the worker/employee status, creating a single notice regime based on seniority. French social law nonetheless remains complex with over 170 joint committees.
Types of Employment Contracts
Permanent Contract (CDI)
The permanent contract is the standard contract in France. It can be concluded orally but a written document is strongly recommended. Termination requires notice or compensatory indemnity.
Fixed-Term Contract (CDD)
Fixed-term contracts must be written and signed before work begins. Limitations: maximum 4 consecutive fixed-term contracts over 2 years (or 6 over 3 years if each ≥ 3 months). Beyond this, automatic conversion to permanent contract.
Temporary Work Contract
Used for temporary needs (replacement, workload increase). The temp agency is the legal employer. Strict rules on duration and grounds.
| Contract Type | Characteristics | Formalities |
|---|---|---|
| Permanent (CDI) | Indefinite duration, notice required | Written recommended |
| Fixed-term (CDD) | Max 4 over 2 years | Written mandatory |
| Temporary | Via authorized agency | Tripartite contract |
| Part-time | Min. 1/3 full-time | Written schedule mandatory |
| Student | Max 600h/year (reduced contributions) | Specific contract |
Joint Committees (CP)
Joint committees are at the heart of the French system. Each business sector falls under a specific CP that sets sectoral working conditions.
Most Common Joint Committees
| CP Number | Sector | Particularities |
|---|---|---|
| CP 200 | Auxiliary joint committee for employees | "Default" CP for employees without specific CP |
| CP 124 | Construction | Bad weather stamps, specific unemployment regime |
| CP 302 | Horeca (hotels-restaurants) | Flexi-jobs, specific overtime |
| CP 226 | International trade | Advantageous conditions, sector bonuses |
| CP 336 | Liberal professions | Lawyers, accountants, consultants |
Remuneration and Benefits
Minimum Wage (RMMMG 2025)
- 18+ years: ~€1,994 gross/month
- Sectoral scales: Often higher than legal minimum
- Indexation: Automatic according to price index
Common Benefits
- Meal vouchers: Max €8/day worked (exempt up to certain thresholds)
- Eco-vouchers: Max €250/year for ecological purchases
- Company car: Benefit in kind calculated (BIK)
- Group insurance: Supplementary pension (2nd pillar)
- Hospitalization insurance: Very common
- Year-end bonus: 13th month often provided by CP
Dismissal in France
Notice Periods (since 2014)
| Seniority | Employer Notice | Employee Notice |
|---|---|---|
| 0-3 months | 1 week | 1 week |
| 3-6 months | 3 weeks | 2 weeks |
| 6-9 months | 4 weeks | 2 weeks |
| 1 year | 5 weeks | 3 weeks |
| 5 years | 18 weeks | 6 weeks |
| 10 years | 30 weeks | 9 weeks |
| 20 years | 62 weeks | 13 weeks |
Grounds for Dismissal
- Serious misconduct: Fault making collaboration immediately impossible (theft, violence...) - no notice
- Economic reasons: Restructuring, position eliminations
- Aptitude/Conduct: Insufficient performance, inappropriate behavior
- Collective dismissal: Renault procedure if ≥ 10 workers
Warning: Mandatory Motivation
Since CCT No. 109, employers must be able to justify dismissal. In case of "manifestly unreasonable" dismissal, indemnity of 3 to 17 weeks salary in addition to notice.
ONSS Social Contributions
| Contribution Type | Employer Rate | Employee Rate |
|---|---|---|
| Basic ONSS contribution | ~25% | 13.07% |
| Structural reduction | Variable (reduces rate) | - |
| Work accidents | ~0.3-3% (risk-based) | - |
| Sectoral contributions | Variable by CP | - |
| Effective total rate | ~25-32% | 13.07% |
Working Time
- Legal duration: 38 hours/week (average over reference period)
- Daily maximum: 11 hours
- Weekly maximum: 50 hours (with recovery)
- Overtime: +50% (weekday), +100% (Sunday/holiday)
- Night work: Between 8pm and 6am, regulated
- Sunday rest: Principle with sectoral exceptions
Frequently Asked Questions
Employer contributions represent about 25-27% of gross salary (after structural reductions). They cover: social security (ONSS), work accident insurance, sector training, and joint committee-specific contributions. Total employer cost is approximately 1.4x gross salary.
Since 2014, notice depends solely on seniority (no more worker/employee distinction). Examples: 0-3 months = 1 week, 3-6 months = 3 weeks, 6-9 months = 4 weeks, 5 years = 18 weeks, 10 years = 30 weeks. For serious misconduct, immediate dismissal without notice. Employer can also pay compensatory indemnity.
Joint committees (CP) are sectoral bodies bringing together employers and unions. Each sector has its own CP (e.g., CP 200 for employees, CP 124 for construction). The CP determines: salary scales, working conditions, sectoral benefits (meal vouchers, bonuses), and specific rules. There are over 170 CPs.
Standard regime: 20 days legal paid leave (4 weeks) for full-time work. Added to this: legal public holidays (10/year), sectoral leave (e.g., CP 200 = additional days based on seniority), and contractual days. Holiday pay = 92% of gross monthly salary.
Essential elements: party identification, start date, function and task description, workplace, duration (permanent/fixed-term), remuneration and benefits, working hours, trial period (abolished in 2014, with exceptions), applicable collective agreement. Contract must be signed before work begins.
Legal duration: 38h/week on average (over a reference period). Absolute maximum: 11h/day, 50h/week (with recovery). Overtime: 50% premium (weekday) or 100% (weekend/holiday). Mandatory 15-minute break after 6 hours of work. Night and Sunday work is regulated.
Procedure: 1) Written registered notification with reason (since 2014, motivation mandatory), 2) Respect notice period or pay compensatory indemnity, 3) End-of-contract documents (C4, holiday certificate, final payslip). Special protection for: union delegates, pregnant women, workers on credit-time.
Since CCT No. 109, dismissal must be motivated by reasons related to aptitude, conduct, or operational requirements. In case of manifestly unreasonable dismissal, indemnity of 3 to 17 weeks salary. Worker has 2 months to request motivation, employer 2 months to respond.
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