If you’re planning to hire staff in France—whether a single employee or an entire team—you’ll need to be aware of how protective and complex French labour law (“droit du travail”) can be. Employment contracts, working hours, social contributions, employee rights, and termination procedures are all governed by strict regulations that are frequently updated.
French law favors employee protection, and even minor procedural errors—such as missing a required clause in a contract or mishandling a termination—can lead to costly legal consequences for employers. Understanding your obligations at each stage of the employment relationship is not just good practice; it's essential to avoiding liability.
Employment contracts in France are typically either fixed-term (“CDD”) or indefinite (“CDI”), and each has specific rules governing trial periods, renewals, and termination. Contracts must be written in French and include specific legal clauses. Missteps can expose your business to disputes or invalidate parts of the agreement.
In the event you need to terminate an employee, France enforces a structured dismissal process, including mandatory notice periods, justification requirements, and severance payments. Failing to follow proper procedure—even when the dismissal seems justified—can lead to lawsuits and damages. This is especially important for foreign businesses operating in France for the first time.
A French employment lawyer can guide you through drafting compliant contracts, handling negotiations with employees, managing workplace disputes, and executing lawful terminations. For international employers unfamiliar with local customs and codes, this support ensures peace of mind and long-term stability.
Contact the offices of Nathalie Harrop now with any questions and to set up a consultation.
Call: +33 686 132214, or email us through the contact form.