20 Best Employer of Record in France: Reviewed in 2024
10 Best French Employer of Record Service Shortlist
Here’s my pick of the 10 best French EOR services out of the 20 options I reviewed:
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Are you interested in tapping into the French talent pool but feeling stressed about the legalities of pulling it off? Instead of registering your organization with the Centre de Formalités des Entreprises (CFE) and other French legal bodies, I recommend using an Employer of Record (EOR) service in France to manage all the employment regulations on your behalf.
A France EOR service can help you legally hire, manage, and pay employees based in France with ease. This way, you can access French talent without having to open a legal entity abroad. Your EOR employees will have local support, and your operations will stay in compliance with France’s Code du Travail at all times. Sounds great, right? However, which French EOR service is the best one to use?
To help you narrow down your options, I’ve compiled my research into this list of the best Employer of Record services for hiring in France. Keep reading to learn more about how an EOR service can support your business expansion into France.
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Market Details for Hiring in France
- Capital City: Paris
- Currency: Euro (€, EUR)
- Payroll Frequency: Monthly
- Official Language: French
- Approx. Population: 67.7 Million
- Public Holidays: 11 days
Why Hire Employees in France?
France boasts a diversified and highly developed free-market economy, making it an attractive destination for international companies seeking to hire talent.
The French education system is well-regarded, producing a talent pool with high levels of education and deep knowledge in fields such as science and healthcare, making it an attractive hub for medical professionals. France also has a strong finance sector and a rapidly growing tech sector, including information technology, engineering, space research, and research into nuclear energy.
In addition, France is also renowned for its high quality of life, excellent healthcare system, and rich cultural heritage. These factors make it an appealing location for expatriates and international professionals to work from, making EOR services in France all the more important.
What is an Employer of Record in France?
An Employer of Record (EOR) for France is a third-party service provider that acts as the legal employer for employees you want to hire within France, while your parent company maintains day-to-day control of your employees’ tasks and workload. As the legal employer, the EOR assumes full legal responsibility for any new hires, including payroll, tax deductions, compliance management, benefits administration, and any other France-specific employee requirements.
Using an EOR service is beneficial for companies wanting to hire French staff or expand their operations into France since it simplifies this process considerably. Rather than asking your HR professionals to become experts in French labor laws and regulations, you can outsource these requirements to an EOR in France and gain peace of mind that your future operations will be compliant.
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Best Employer of Record in France: Pricing Comparison Chart
This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in France to help you find the best EOR service for your budget and business needs.
| Tools | Price | |
|---|---|---|
| Deel | Flat rate user pricing, with a free version for businesses with up to 200 people | Website |
| Skuad | From $199/employee/month or $19/contractor/month | Website |
| Remofirst | From $25/user/month | Website |
| Oyster HR | From $599/employee/month or $29/contractor/month | Website |
| Atlas HXM | From $595/employee/month or $49/contractor/month | Website |
| Velocity Global | Pricing upon request | Website |
| Horizons | Pricing upon request | Website |
| Plane | From $19/employee/month | Website |
| Rippling | From $8/user/month, (billed annually). | Website |
| Remote | From $50/user/month | Website |
Compare Software Specs Side by Side
Use our comparison chart to review and evaluate software specs side-by-side.
Compare SoftwareHow to Choose an Employer of Record in France
An EOR service can solve many different challenges and simplify the process of hiring and managing French staff. To help you figure out which EOR service best fits your business needs, you need to document your specific challenges first.
As you work through your own unique selection process, keep the following points in mind:
- What problem are you trying to solve - Start by identifying the challenges you're trying to overcome, whether that's sourcing French staff in specific geographic locations, managing compliance with French labor laws and tax regulations, paying employees in Euros, or offering health benefits to your French staff.
- Who will benefit from the service - Consider who will manage the EOR relationship (i.e., who will your main contact people be in-house?) and how having an employer of record will improve their day-to-day work tasks.
- What is your budget - To evaluate cost, estimate how many employees you anticipate hiring within the French market. Since EOR providers typically charge a monthly fee for each new hire, this will help you anticipate your monthly costs.
- What outcomes are important - Review the capabilities you want to gain or improve, and how you will measure success. For example, you may want to hire employees within a specific state or city, making it easier for them to work together in person as needed. You could compare service providers until you’re blue in the face but if you aren’t thinking about the outcomes you want to achieve, you'll waste a lot of valuable time.
- How it would work within your organization - Consider how the service provider's software ecosystem would work alongside your existing workflows and systems. Would their software framework integrate with your existing HR software, or would you face data management roadblocks?
Remember every business is different — don’t assume that a French employer of record service will work for your organization just because it's popular.
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Deel
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
ClearCompany
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6
Reviews of the Best Employer of Record Services in France
To help you find the best EOR service for hiring French employees, I’ve described my top 10 selections in detail, including the specific services each provider offers and how HR teams can use them effectively. Additionally, I’ve listed 10 more EOR service providers for France below if you’d like more options to consider.
Deel is a well-established employer of record platform that helps companies rapidly employ workers in 150+ countries, including France.
Deel owns a local entity in France staffed with legal experts to keep track of regulatory changes and ensure all legal obligations are met on your behalf. To hire a French employee with Deel, the average onboarding time frame is 2 days.
Why I picked Deel: Deel excels as an EOR service provider in France by offering streamlined contract management, ensuring compliance with French employment laws. Deel also helps organizations offer localized employee benefits for French staff, including healthcare coverage, social security, a pension fund, and a salary guarantee fund.
In addition, Deel has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. These services, all combined, facilitate efficient and compliant hiring processes within the French talent market.
Deel Key Services:
Deel offers end-to-end management for your French employees covering everything from hiring and onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their remote teams effectively, including contract management and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options. You can also use Deel for visa and immigration support if you want to relocate existing employees to France, with Deel managing the entire visa process for your organization in-house.
Deel offers 24/7 customer support and live chat and is known for its fast support.
Pros and cons
Pros:
- Comprehensive employee benefits
- Local compliance expertise
- Fast onboarding process
Cons:
- Potential complexity for first-time users
- Limited customization options
Skuad’s digital HR platform helps global employers hire, pay, and manage employees in over 160 countries, including France. When you hire them as your French EOR partner, they’ll manage the whole hiring process on your behalf, including creating employment agreements and other legal documents.
Why I picked Skuad: As part of their EOR service, Skuad offers remote onboarding and can facilitate payroll in multiple currencies. This includes the management of invoices as well as payroll automation. Skuad also offers robust compliance frameworks for local French employment laws, including visa and immigration processes, statutory benefits, and tax obligations.
Skuad Key Services:
Skuad's EOR services include remote employee onboarding, employee benefits, time-off tracking, and managing tax compliance. As part of their global hiring service, they’ll handle all the required documentation on your behalf, including work permits and visas for your new hires and their dependents.
Beyond that, Skuad can also help you distribute computer equipment to your new employees, and track company assets like phones and other IT devices.
Pros and cons
Pros:
- User-friendly platform
- Extensive HR support
- Comprehensive compliance management
Cons:
- Limited customization options
- Tax deductions limited to Enterprise plan
Best for 24/7 customer support and a dedicated account manager
Remofirst is a global EOR service provider on a mission to free employers from geographical boundaries so they can build global teams with ease. They offer EOR services in 180+ countries, eliminating the need to set up multiple legal entities abroad.
Why I picked Remofirst: If you plan to hire many EOR employees in different countries, Remofirst is a good option because of its aggregated invoice function. To simplify your payroll process, Remofirst summarizes and aggregates your EOR invoices for review, showing each EOR employee’s salary in their local currency, including Euros (EUR).
They'll automatically calculate your team’s hours, time off, holidays, bonuses, and commissions so you don’t have to worry about it. Instead, you only need to review a single monthly invoice and approve it for payment, rather than approving multiple individual invoices and payments.
Remofirst Key Services:
Their team of legal experts and HR professionals will ensure your business operations are always compliant with changing French regulations, with compliance documentation accessible at all times through your secure dashboard. Their customer support team is also available 24/7 in case you need additional help. All clients also receive a dedicated account manager as their main point of contact.
On top of their EOR services, Remofirst also provides international payroll and invoice management, global benefits management (including insurance and equity plans, plus time-off management), and employee support with obtaining visas and other immigration documentation. They can even help you allocate equipment to your global employees. Pricing for their EOR services starts at $199/person/month.
Pros and cons
Pros:
- Robust employee support
- User-friendly platform
- Comprehensive compliance management
Cons:
- Service availability may vary by region
- Dependence on third-party providers for some services
Oyster HR is a global EOR service provider that helps businesses hire employees in France and other countries with full compliance. Their platform is designed to support seamless global expansion with a focus on compliance and employee experience.
Why I picked Oyster HR: Oyster offers educational resources to their EOR clients to help them navigate the global employment landscape. This includes useful financial tools that help you determine the full cost of hiring a new employee in any country, or whether it would be more cost-effective to fill a position with an international contractor rather than an employee.
In addition, the Oyster Academy is a helpful resource for companies that are new to the international work-from-anywhere scene, and includes training courses on ‘how to prepare for distributed work,’ and ‘how to create a company culture in a distributed environment.’
Oyster HR Key Services:
Oyster HR offers a range of features, including streamlined onboarding, payroll, and benefits management, tailored specifically for the French market. Their platform stands out for its ease of use, compliance assurance, and dedicated support, making it an ideal choice for businesses looking to expand in France.
Their onboarding process is designed to be quick and efficient, helping new hires integrate into their roles smoothly. This feature includes digital contract management and automated document collection, making the entire process hassle-free for both employers and employees.
Pros and cons
Pros:
- Efficient onboarding process
- Strong compliance support
- Comprehensive global benefits packages
Cons:
- Potential delays due to time zone differences
- Limited customization options
Atlas HXM offers innovative companies the tools they need to compete in a global economy. As one of the largest, direct EOR service providers, Atlas HXM believes businesses should be able to employ whomever they want, wherever the talent exists.
Why I picked Atlas HXM: They're a popular choice across numerous industries, including non-profits, financial services, oil & gas, energy, life sciences, pharmaceuticals, technology, and government, and they can tailor their service offerings to your needs, whether you're a new startup, an SME, or an enterprise organization.
Atlas is committed to widening the margins of entrepreneurship and employment alike. As such, their business model helps startups and SMBs compete on the international playing field—turning commercial innovations into viable global enterprises. In doing so, Atlas brings opportunities to local economies and the people who work there.
Atlas HXM Key Services:
Services include French-specific compliance monitoring, employee engagement and productivity monitoring, and guidance on safety programs to minimize business risks.
Their technology platform is supported by international experts who deliver flexible services to companies wanting to expand across borders, including into Europe. Their services can help you onboard talent, manage compliance, and pay your global workforce without requiring a local entity or multiple third-party providers.
Pros and cons
Pros:
- User-friendly platform with localized support
- Comprehensive and customized onboarding
- Extensive local compliance expertise
Cons:
- Initial setup may require significant time and resources
- Limited customization options for specific HR policies
Velocity Global is a well-known employer of record (EOR) and professional employer organization (PEO) provider that simplifies global hiring thanks to its network of on-the-ground experts in 185+ countries, including France.
Why I picked Velocity Global: I included Velocity Global in this list because of their well-known reputation for global EOR services and their expertise in navigating complex regulatory environments. They stand out with their ability to handle intricate regulatory landscapes, ensuring companies can expand efficiently without legal hurdles.
Velocity Global Key Services:
Velocity Global offers comprehensive support for their EOR clients, including everything from onboarding to ongoing HR management, backed by a deep understanding of local employment laws. Key services include payroll, compliance, benefits management, employee training, and risk management for your French employee operations.
In addition to its EOR services, Velocity Global can also help you simplify your plans for global expansion or offer additional global immigration services in case you want to move international employees to another location.
Pros and cons
Pros:
- Strong understanding of the French regulatory environment
- Localized payroll management
- Efficient and thorough onboarding process
Cons:
- Communication delays due to time zone differences
- Limited customization options
Horizons offers streamlined global HR solutions including EOR and PEO services, international payroll and recruitment, and global mobility & immigration support.
Why I picked Horizons: I included Horizons in this list because their EOR service is cost-effective compared to others, and they offer flexible contract terms. You can end your EOR relationship with them at any time without worrying about costly termination fees or other penalties.
Their French EOR services are administered by their local experts who are well-versed in French employment laws, including statutory maternity leave and parental leave. Their onboarding process for new employees in France is also very quick, with a minimum turnaround time of just 12 hours.
Horizons Key Services:
In addition to their standard EOR services, they offer additional niche service offerings such as tips for doing business in France, guides to help with global expansion, resources for strategic mergers & acquisitions, and advice on accessing new and emerging markets.
Horizons also provides cultural training and support to help employees integrate seamlessly into the French work environment. This service enhances employee satisfaction and retention by addressing cultural nuances and fostering a positive workplace culture.
Pros and cons
Pros:
- Cultural integration support
- Strong focus on compliance
- Deep knowledge of French labor laws
Cons:
- Service offerings may vary by region
- Dependence on local partners for some services
Plane offers comprehensive EOR services in France to help organizations hire and manage employees in the region without establishing a local entity. Their platform simplifies payroll, benefits, and legal requirements for businesses expanding into new markets, along with efficient expense management.
Why I picked Plane: Their platform stands out with features such as localized payroll management, compliance with French labor laws, comprehensive employee benefits administration, and efficient expense management. Plane's expense management tools streamline the tracking and reimbursement of employee expenses, reducing administrative burdens.
Their dedicated support for French market entry includes handling all HR functions, from recruitment to onboarding and beyond. Additionally, their proactive approach to client support make them a standout choice for companies seeking reliable EOR services in France.
Plane Key Services:
Plane offers deep expertise in French labor laws and regulations, ensuring businesses remain compliant with local requirements. Plane also offers an extensive range of employee benefits to EOR employees, including health insurance, retirement plans, and wellness programs, all tailored to French standards. This focus on local benefits helps attract and retain top talent in the competitive French job market.
Pros and cons
Pros:
- Dedicated account managers for personalized support
- User-friendly platform with robust HR tools and expense management
- Extensive employee benefits tailored to French standards
Cons:
- May require additional customization for niche industry needs
- Limited presence outside of major French cities
Rippling is an all-in-one global HR, payroll, and IT platform that offers additional EOR and PEO services. You can use their combined software and services to run payroll easily, with each EOR employee paid in their local currency, including Euros.
Why I picked Rippling: I included Rippling because of its unique dual functionality as both an HR platform and an IT management system. Using Rippling, you can provide a streamlined employee experience for all your new employees, easily granting them access to all the IT assets they’ll need as part of their employee onboarding process.
Rippling Key Services:
Rippling’s unified platform offers enterprise-grade security, scalability, and operational efficiency, helping companies manage payroll and benefits, time-tracking, and reporting for your entire global workforce from a single user interface.
Their combined services and software include compliance monitoring, automated tax filings, accurate time tracking, expense reporting, policy management, and HR reporting.
Pros and cons
Pros:
- Integrated benefits administration
- Localized payroll management
- Comprehensive compliance automation
Cons:
- Learning curve for new users
- Limited customization options
Remote’s global HR solution offers EOR services that simplify payroll, benefits, taxes, and compliance for international workers. You can use their services to hire full-time employees or contractors and gain local market insights.
Once you’re ready to hire an employee in France, Remote can complete their onboarding process within 3 days.
Why I picked Remote: Remote helps companies compete for talent effectively in the European market by lending access to competitive benefits packages. They can help you offer health insurance, dental insurance, vision insurance, life and disability coverage, and mental health support services for your French employees. Remote also doesn’t add any markup to their benefits premiums or administration costs, making them a cost-effective choice.
Remote Key Services:
Services include global payroll processing, intellectual property and invention rights protection, and benefits packages that are tailored for the French market. Their software platform also covers experience reimbursement and time-off requests, which are quick and easy to approve through their online portal.
Pros and cons
Pros:
- Strong local expertise
- User-friendly platform
- Comprehensive compliance support
Cons:
- High cost per employee
- Limited customization options
Other French Employer of Record Services
Here are some other EOR service providers in France that didn’t make it into my top 10 shortlist, but are still worth considering:
- Multiplier
Best EOR service for quick employee onboarding
- Papaya Global
Best for an AI-based payroll engine
- Foxhire
Best for hiring French healthcare and higher education workers
- Safeguard Global
Best EOR service for NGOs and non-profit organizations
- Globalization Partners
Best for an AI-driven global employment platform
- Airswift
Best EOR for hiring in technology-driven STEM industries
- Bradford Jacobs
Best for managing French payroll taxes
- GoGlobal
Best EOR service provider for 24-hour quotes
- EuroDev
Best EOR service for European client companies
- Mercans
Best EOR for supporting payments in cryptocurrency
Hiring in France: Important Details
Here are some key details to note if this is your first time hiring staff located in France. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in France.
In France:
- Employment laws in France are determined by the French Labor Code (Code du Travail), which covers working conditions, employee contracts, and employee rights. In addition, the Supreme Court of France and European Union laws also legislate some laws related to hiring and employment in France.
- France also has numerous levels of collective bargaining agreements in place that determine labor standards for different job categories. These CBAs can take place at the national, industry, or company level, and are agreements between an employer or trade union and its employees.
- You can hire employees (full-time, part-time, temporary, or seasonal) or contractors. Your French EOR provider can help you determine the best hiring option depending on your needs while ensuring you avoid employee misclassification errors.
- France has both mandatory payroll deductions and social security contributions that must be collected. This includes contributions for health insurance, retirement, unemployment insurance, and other social security benefits.
- French is the official language in France, however, employment contracts may also be bilingual in French and English.
- The standard working week in France is 35 hours, with a 10-hour maximum per day. Employees who work for more than four consecutive hours must receive a 30-minute break.
- France uses a 13-month salary system. This equates to 12 monthly payments, plus two half-month payments paid during the summer months and during Christmas time.
- Annual bonus payments are also customary in France and are often defined in an employee agreement or CBA.
- Paid vacation in France starts at a minimum of 5 weeks of annual leave per year, which equates to approximately 30 days (accrued at a rate of 2.5 days per month). Paid leave terms are often covered in CBA agreements.
- There are 11 national public holidays in France, plus two extra holidays that are celebrated regionally in the Alsace and Lorraine regions. Understanding and complying with employment norms and legal requirements surrounding French public holidays is one area where your EOR service will shine, managing these occurrences hassle-free on your behalf.
- France offers maternity leave and paternity leave.
- The maternity leave entitlement is between 16 and 26 weeks, depending on the circumstances surrounding the pregnancy and how many children the mother has.
- The paternity leave entitlement for fathers is 28 days.
- Paid sick leave is offered in France. However, the duration of paid time off depends on the nature of the illness. In general, French employees can claim sick pay from the fourth day of absence, receiving up to half of their daily wage covered by social security.
- The probationary period in France is determined by an employment contract or collective agreement. In general, the probationary period ranges from 1 to 3 months.
- Termination of employment in France is governed by strict rules. The notice period can range from 24 hours to 1 month for employees within their probationary period, or 3 months for employees not on probation.
- Severance pay in France is calculated based on the employee's average salary and length of service, with specific provisions for different employment durations.
Selection Criteria for Employer of Record France
Uncovering the best EOR services for this list required a deep understanding of how these services can alleviate common challenges, such as legally hiring employees abroad, managing international payments, ensuring compliance with local labor laws, providing competitive benefits, and facilitating smooth onboarding.
My approach to choosing the best EOR services is grounded in thorough research into recently published employer of record market data and an understanding of which partnerships would add the most value for organizations hoping to access the global talent market.
Here are the specific criteria I used to carefully compare the service offerings for each provider in this list:
Core Employer of Record Services (25% of total score): To be considered for inclusion in this list, each EOR provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage global payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamlined payroll and HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
Trends in Employer of Record Services
As more businesses expand across borders, the need for efficient, compliant, and user-friendly solutions for hiring employees abroad, and managing international payments, compliance, benefits, and onboarding has never been more critical. As a result, Employer of Record services have continued to evolve, with an emphasis on technology-driven solutions that offer flexibility, comprehensive support, and innovative features to facilitate global operations.
Here are the most recent trends affecting EOR services and the HR software systems that are used to offer them:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR providers have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in EOR providers going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some EOR providers (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR providers that are capitalizing on these trends, I recommend reading our in-depth reviews of Atlas HXM, Deel, and Remofirst.
Key Employer of Record Services
By leveraging an EOR service, companies can manage international payments, ensure compliance with local labor laws, provide competitive benefits, and optimize their new hire onboarding process. Here are the most important services to look for in an EOR service provider:
- Global Payroll Management: Arguably one of their most important tasks, an EOR service will ensure your employees are paid accurately and on time in their local currency. This service is essential for maintaining employee satisfaction and financial stability in diverse geographic locations.
- Tax Compliance and Withholding: An EOR service will also manage employee income tax withholdings and employer tax obligations per local laws, preventing legal issues and ensuring smooth operations across different tax jurisdictions.
- Local Labor Law Compliance: EOR service providers offer country-specific knowledge of employment laws and regulations. This knowledge protects businesses from legal disputes and fines, ensuring a respectful and lawful work environment for all employees. Knowledge of these laws also applies to monitoring employee work hours, including timesheets and time-off requests.
- International Talent Acquisition & Background Checks: An EOR service will work with their client company to source additional talent from the global market as needed. As part of this process, many EOR services include background checks for potential new hires to confirm their credentials and ensure they're suitable for their role. Once approved, an EOR will also manage your country-specific employment contracts as well.
- Visa and Work Permit Sponsorship: Many EOR providers offer assistance with obtaining necessary visas and work permits for expatriate employees. This service is critical for facilitating the legal employment of foreign nationals and ensuring a seamless relocation process.
- Onboarding and Offboarding: An EOR will also manage the processes of integrating new hires into their client's company or managing their departure. This ensures a smooth transition for both employees and the organization and gives peace of mind that employee terminations are handled as per the labor laws of each jurisdiction.
- Benefits Administration: By leveraging economies of scale, EOR service providers can access competitive, region-specific health insurance benefits packages to cover your international employees. Tailored employee benefits are crucial for attracting and retaining top talent, enhancing job satisfaction, and meeting legal requirements for employee welfare.
- HR Support and Consultation: EOR specialists are a valuable resource as they can provide ongoing human resources support and expertise on international employment practices. This support ensures that businesses can navigate complex HR issues, deal with grievances effectively, and maintain positive employee relations without affecting their employer brand.
- Risk Management and Insurance: Since EOR providers assume legal responsibility for your foreign staff, this also includes managing employment-related risks, handling workers' compensation matters, and maintaining certificates of insurance, including both professional indemnity and public liability. This coverage is vital for protecting businesses and employees against unforeseen circumstances.
- Multi-Language Support: EOR providers offer services in multiple languages to help organizations operate efficiently in a global marketplace and serve the needs of a diverse workforce. This can include translation services for your corporate policy documents, as well as localized assistance in your international employees' native language, to prevent possible miscommunications.
As you can see, EOR service providers offer a full set of comprehensive services to help businesses expand their operations globally without the burden of navigating international employment laws and practices on their own. By securing an EOR partner to cover these critical services, you'll gain peace of mind, and more time to concentrate on your core business objectives.
Benefits of an Employer of Record Service
EOR services are a savvy option for organizations looking to expand their global footprint without the complexities and liabilities associated with international employment laws and practices. For companies contemplating global expansion, understanding the benefits of partnering with an EOR can provide the clarity and confidence you need to move forward.
Here are several benefits you’ll gain by using an EOR service:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Need a bit more firepower to convince your upper management to partner with an EOR service? Focusing on the costs of hiring a foreign employee and how an EOR can simplify the hiring process might just be the winning strategy you need.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services in France cost between $199 to $700 per employee, per month.
Key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models. If you'd like to delve deeper into the different factors that influence prices, my article explaining the intricacies of different EOR pricing models is a natural next step.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
FAQs About EOR Services in France
If you’ve got specific questions about the requirements to hire French employees or how EOR services work, these answers to frequently asked questions are a good place to start:
What does an Employer of Record do?
An Employer of Record (EOR) service provider is a third-party entity that can help an organization hire a new employee in a country where it has no physical presence. It’s a useful service for businesses that are expanding internationally but don’t have physical offices established yet, or don’t ever plan to establish them. In these situations, the EOR provider becomes the legal employer of your remote staff on your behalf.
In this type of partnership, the EOR service provider deals with local employee-related matters such as managing payroll, deducting taxes, and administering the onboarding process for new employees. This allows organizations to access global talent while reducing their legal liabilities and compliance risks. This is because the EOR company assumes the legal responsibility for your international new hires on your behalf.
What are the minimum wage requirements in France?
As of January 1, 2024, the minimum wage in France (known as the Smic – Salaire Minimum Interprofessionnel de Croissance) has been set as follows:
- Gross hourly minimum wage: €11.65 (net hourly minimum is €9.22)
- Gross monthly minimum wage: €1,766.92 for a standard 35-hour workweek (net monthly minimum is €1,398.69)
This minimum wage adjustment ensures that all private-sector workers aged 18 and over receive at least these amounts. It’s worth noting that the Smic is evaluated and adjusted annually, taking into account inflation and the purchasing power of the lowest-income households.
For more details, you can refer to the announcement section of the official French government website.
Do EOR providers offer other types of global HR services?
Yes, most of the time they do. Many service providers in this space also offer professional employer organization services (also known as PEO services), as well as global payroll services.
PEO services are a way of outsourcing your HR function to support your international teams. PEO companies can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
Global payroll services allow you to easily pay remote employees or independent contractors within a unified payroll run. They manage in-country compliance requirements and juggle payments in multiple local currencies on your behalf.
To dive even deeper into this topic, read our article covering other types of global HR services to figure out the best fit for you.
What are some of the consequences of non-compliance?
As an organization, you never want to be deemed as non-compliant in the eyes of any government body. The exact rules and regulations will vary according to the jurisdiction you’re operating in, which is one of the main benefits of using an EOR service provider.
If you don’t use an EOR and you do hire international workers, you may quickly find yourself in non-compliance. The consequences of doing so will depend on the severity of the violation, but they could include all of the following:
- Fines and penalties
- Legal actions such as lawsuits or other litigation proceedings
- Corrective measures and compliance orders
- Revocation of business licenses or operating permits
- Reputational damage if the news becomes public (loss of public trust and loss of internal employee respect)
- Increased monitoring and additional government scrutiny
Companies who fail to follow international labor laws cannot simply say they were unaware of the legalities, and hence, didn’t follow them. That’s where an EOR service can really remove a lot of potential risk and liability from the international hiring process.
To brush up on your compliance best practices, have a quick read through our 2024 HR Compliance Guide.
Are there any risks to using an Employer of Record service?
In the world of business, nothing is ever 100% risk-free, and that is true for EOR services as well. While EOR services do offer substantial advantages, here are some of the risks you should also be mindful of as you choose the right partner for you:
Financial risks:
- Hidden costs and service fees: Some EOR providers may charge additional service fees for specific tasks, such as processing documents, onboarding or offboarding employees, or providing additional HR advice.
- Mandatory benefits: Some countries require mandatory benefits for employees. In that case, the EOR will charge you for those benefits in addition to the employee salary and their service percentage, which can add up.
- Currency fluctuations: Exchange fluctuations can impact the cost of payroll and other financial transactions as the strength of a currency you’re using goes up or down.
Operational risks:
- Data security: Since you’re entrusting sensitive employee data to your EOR, you’ll want to consider the strength of their data protection practices and policies, including their incident response plans, IT penetration testing, and data management certifications, such as ISO 27001.
Strategic risks:
- Loss of control: You will need to relinquish some degree of control over the workforce management processes of your EOR employees, which may impact your organization’s strategic decision-making capabilities.
- Brand reputation: Any negative actions, incidents, or practices of your chosen EOR can directly impact your organization’s brand reputation and create a negative employee experience if not handled properly.
For a deeper dive into this topic, read our comprehensive guide to EOR risks, including strategies to mitigate each potential issue upfront.
Gain Access to the Best Talent with an EOR in France
If you made it this far, I hope you have a better sense of how EOR services can simplify the process of hiring French employees. They're truly a valuable resource, whether you're an enterprise organization looking to snap up the top talent in France, or a small business or startup trying to break into the French talent marketplace without launching your own entity.
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