Hire Employees in France with an Employer of Record
Hiring employees in France with an EOR does not require your company to establish a local legal entity. EuroDev becomes the legal employer running payroll and compliance while you keep full operational control.
How hiring in France through EuroDev works
An Employer of Record lets your company hire in Spain without establishing a Spanish subsidiary or branch. EuroDev becomes the legal employer, while your company retains day-to-day operational direction.
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1–2
weeks
Typical hiring timeline: employees can usually be onboarded within a few weeks, depending on role complexity and documentation.
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Direct expansion vs. partner-led market entry
Both paths are legitimate - the right one depends on how fast you need to move and how permanent your presence in Spain will be.
When an EOR is the right choice
When a local entity makes sense
Permanent and fixed-term contract rules
Spain assumes employment is indefinite by default - incorrectly structured temporary contracts can be automatically reclassified as permanent.
Permanent (indefinite)
Fixed-term (temporary)
Termination, Notice Periods & Severance in France
Employment ”at will” does not apply when hiring through an EOR in France.
EuroDev guides you through termination procedures to ensure compliance.
Probation periods
Probation Probation periods Must be agreed in writing. Probation may run up to two months for employees and four months for managers, with one renewal permitted where agreed in advance. Either party may terminate during a lawful probation, subject to applicable notice requirements.
Notice & severance in practice
Notice may be extended by contract or collective agreement. No notice is required for gross misconduct, and no severance is owed for dismissals based on gross or serious misconduct. More favorable terms may apply under a collective agreement or employment contract.
What hiring through an EOR costs in France
Employer costs typically run around 42-45% on top of gross salary - covering all mandatory employer charges and statutory contributions.
Estimated annual employment cost
Mandatory employer contributions
Social security registrations
Working hours & overtime
Statutory leave entitlements in France
EuroDev ensures every leave entitlement is tracked and administered correctly, from vacation days to parental leave.
Annual leave
Public holidays
Maternity leave
Paternity leave
Why companies choose EuroDev for EOR in Spain
Hire employees in France with confidence
EuroDev helps international companies hire in France quickly, compliantly, and without unnecessary risk whether you're onboarding your first employee or expanding an existing team.
What happens after you contact us? +
Contact us
Get in touch with our team of experts to identify the best PEO and EOR solutions for your needs in France today.
Our HR Outsourcing services provide you with the right helping hand to enable you to grow.
Monique Ramondt-Sanders
CCO & VP of HR Outsourcing
FAQ's
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France has strict employment regulations, including mandatory contract structures, detailed payslip requirements, collective bargaining agreements, and complex social security contributions. An EOR ensures these requirements are met from day one.
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An Employer of Record hires the employee on your behalf in France. EuroDev becomes the legal employer, manages the employment contract, payroll, and compliance, while you retain full control over the employee’s day-to-day responsibilities.
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Yes. An EOR can employ both French nationals and foreign employees, provided all right-to-work and immigration requirements are satisfied.
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No. While French labor law is complex, an EOR manages compliance, contract structure, payroll, and statutory obligations, reducing the need for in-house legal expertise.
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In most cases, the CDI (indefinite-term contract) is the standard. Fixed-term contracts (CDD) are only permitted in specific temporary situations and must be carefully structured to remain compliant.
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Employees are paid monthly in euros. Payroll includes gross salary, income tax withholding, employee contributions, and employer social contributions, all of which are managed by the EOR.
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Employer costs include multiple social contributions such as health insurance, pensions, unemployment, and other statutory charges. These are calculated and managed by the EOR as part of payroll.
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With an EOR, onboarding can typically be completed within a few weeks, depending on contract setup, documentation, and benefit configuration.
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Termination in France must follow a formal legal process, including notice periods and potential severance. An EOR guides you through compliant termination procedures and documentation.
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Yes. An EOR administers statutory benefits such as paid leave, public holidays, and social security-related benefits, ensuring compliance with French regulations.
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Yes. When properly structured, an Employer of Record operates within French legal frameworks, acting as the official employer and managing all statutory obligations.
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You may consider a local entity if you plan long-term operations, large-scale hiring, or require full internal control over HR, payroll, and compliance functions in France.
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Misclassifying a worker in France can expose businesses to severe financial and legal consequences, including retroactive social security contributions, salary and benefit back pay, and penalties enforced by URSSAF. In serious cases, it may be treated as travail dissimulé (concealed employment), leading to heavy fines, criminal liability, and reputational damage.
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A PEO cannot legally hire or manage contractors in France, PEOs operate under a co‑employment model and are designed for employees, not independent contractors, and typically require you to have a French entity. For contractors, companies usually rely on an Agent of Record (AOR) or a true Employer of Record (EOR) alternative; otherwise, using a PEO risks misclassification under French labour law.