Pregnant employees receive 16 weeks of fully paid maternity leave. Six weeks must be utilized before the expected delivery date, with the remaining period following childbirth.

Compensation equals the employee's average salary from the three months preceding leave commencement, subject to a maximum of €3,864 monthly. The employer initially provides payment, with subsequent reimbursement from Social Security.

Employees cannot extend maternity leave but may transition to parental leave if they have completed at least one year of service with the same employer.

Employees are entitled to 25 calendar days of compensated paternity leave. Four days must be taken immediately following the child's birth. The remaining days can be divided into two separate five-day periods before the child reaches six months of age.

Employees receive their average salary from the previous three months, capped at €100.36 per day. The employer handles initial payment.

Paternity leave cannot be extended, but employees may access parental leave if they have worked at least one year for the same employer.

Employees may take up to one year of parental leave. Two options exist:

• Full leave: Complete work suspension with unpaid status
• Partial leave: Minimum 16 hours weekly work schedule with proportional salary

For partial leave arrangements, working hours must receive employer approval. The employee determines their preferred schedule within the 16-hour minimum requirement.

Parental leave may be extended until the child reaches three years of age. If fully taken, the period remains unpaid. Partial leave participants receive salary proportional to hours worked.

Employees receive varying sick leave durations and compensation rates based on job classification, tenure with current employer, and sick leave days utilized.

Sick leave payment responsibility is shared among employers, social security, and applicable life insurance policies. Employers must pay between 10% and 100% of the employee's regular salary depending on the circumstances outlined above.

Employment terminations must adhere to comprehensive regulations and consider employee home country legal requirements. The employer manages all separation processes in coordination with primary stakeholders, potentially involving administrative costs and specific procedural steps for particular termination scenarios.

Minimum notice duration is one day, increasing according to employment length.

During Trial Period:

• Service under 8 days: 24 hours notice
• Service 8-30 days: 48 hours notice
• Service 30-90 days: 14 days notice
• Service exceeding 90 days: 30 days notice

Post-Probation Notice Periods:

• Service up to 6 months: determined by collective bargaining agreement, employment contract, or professional standards
• Service 6 months to 2 years: 30 days notice
• Service exceeding 2 years: 60 days notice

Severance payments are mandatory in France for dismissals, contract breaches, or mutual agreement terminations. The compensation amount depends on employee seniority and the applicable collective bargaining agreement.

Employers and employees commonly negotiate severance exceeding the statutory minimum. Standard severance calculations:

• First 10 years of service: 1/4 monthly salary per year
• After 10 years of service: 1/3 monthly salary per year

Both full-time and part-time employees receive 25 working days of paid annual leave per year. Leave accrues monthly at 2.08 days per month.

Unused vacation time at year-end carries over without limitation. However, carried-over days expire on May 31 of the following year.

Employees cannot take all 25 days consecutively; at minimum five days must be taken separately. Vacation usage between May 1st and October 31st must include at least 12 continuous days, subject to employer agreement.

France observes 11 national holidays and 2 regional holidays depending on employee location.

National Holidays:

• New Year's Day (January 1)
• Easter Monday
• Labour Day (May 1)
• Ascension Day
• Victory Day (May 8)
• Whit Monday
• French National Holiday (July 14)
• Assumption Day (August 15)
• All Saint's Day (November 1)
• Armistice Day 1918 (November 11)
• Christmas (December 25)

Regional Holidays:

• Good Friday (Alsace-Moselle region)
• St. Stephen's Day (Alsace-Moselle region)

The employee onboarding process typically completes within two business days following Statement of Work signature.

Employment contracts in France must be drafted in French, with bilingual versions permitted. Written agreements signed by both parties are mandatory.

Essential contract elements include:

• Employee full name
• Employment commencement date
• Contract duration
• Job description and responsibilities
• Termination conditions
• Applicable collective bargaining agreement

Probationary periods are mandatory in France. Minimum duration depends on the company's collective bargaining agreement and employee role classification.

For employees hired under the EOR model, standard probationary periods are:

• Technicians: 3 months (renewable for additional 3 months)
• Executives: 4 months (renewable for additional 4 months)