Category: Jobs & Employment

Last verified: October 2026 — Sources: Service-Public.fr, Ameli.fr, Légifrance

As an employee in France you are entitled to several types of paid leave: sick leave (arrêt maladie), maternity leave, paternity leave and leave for family events. This guide covers the requirements, daily allowances and the specific rights of foreign workers in 2026.

Sick leave (arrêt maladie)

New prescription limits since September 2026

Since 1 September 2026, an initial ordinary sick-leave certificate is normally limited to 31 days, and each extension to 62 days. Healthcare professionals may justify a longer prescription if the patient’s medical circumstances require it. These limits apply to each certificate, not to the entire length of a medically justified absence. See the official Assurance Maladie explanation (French).

Eligibility for social-security daily allowances (IJ)

• Leave of up to 6 months: at least 150 hours worked in the previous 3 months, or contributions on pay of at least 1,015 times the hourly SMIC over the previous 6 months.
• Leave beyond 6 months: affiliated for at least 12 months and at least 600 hours worked in the previous 12 months (or contributions on 2,030 times the hourly SMIC).
• The sick-leave certificate must be sent to the CPAM within 48 hours.

Daily allowance (IJ) calculation

• Formula: 50% of the daily base salary.
• Daily base salary: total of the last 3 gross salaries ÷ 91.25.
• Salary cap: 1.4 times the monthly SMIC, i.e. €2,613.82 gross/month (from 1 July 2026).
• Maximum IJ: €42.97 gross/day.

Waiting period and duration

• Waiting period: 3 days per sick leave. No waiting period if the gap between two leaves was 48 hours or less, or in the case of a long-term illness (ALD).
• Maximum duration: 12 months over a rolling 3-year period. For ALD: up to 3 years.
• IJ are paid for every calendar day, including weekends and public holidays.

Employer top-up

In addition to the social-security IJ, the employer must top up the salary if the employee has at least 1 year of seniority:

• Employer waiting period: 7 days (top-up starts on day 8). For a workplace accident or occupational disease, from day 1.
• First half of the entitlement: 90% of gross salary.
• Second half: 66.66% of gross salary.

Seniority	Maximum top-up duration
1 to 5 years	60 days (30 + 30)
6 to 10 years	80 days (40 + 40)
11 to 15 years	100 days (50 + 50)
16 to 20 years	120 days (60 + 60)
21 to 25 years	140 days (70 + 70)
26 to 30 years	160 days (80 + 80)
31 years or more	180 days (90 + 90)

The applicable collective agreement may provide more favourable conditions, such as full salary maintenance.

Maternity leave (congé de maternité)

Situation	Prenatal	Postnatal	Total
1st or 2nd child	6 weeks	10 weeks	16 weeks
3rd child or more	8 weeks	18 weeks	26 weeks
Twins	12 weeks	22 weeks	34 weeks
Triplets or more	24 weeks	22 weeks	46 weeks

• Allowance: IJ equal to 79% of the daily base salary (21% flat-rate deduction).
• Salary cap: monthly social-security ceiling: €4,005 gross/month in 2026.
• Maximum IJ: €104.02 gross/day.
• Minimum IJ: €11.12/day.
• No waiting period.
• Requirement: at least 150 hours worked in the previous 3 months and a social-security number for at least 6 months.

Paternity and child-welcoming leave (congé de paternité)

• Birth leave: 3 working days, paid by the employer.
• Paternity leave: 25 calendar days (single birth) or 32 days (multiple birth).
• Mandatory period: 4 calendar days immediately after the birth leave.
• Optional period: 21 days (or 28), which can be split into a maximum of 2 periods of at least 5 days each, to be taken within 6 months of the birth.
• Allowance: IJ at 79% of the daily base salary (same formula as maternity). Maximum: €104.02 gross/day.
• The employer cannot refuse the leave if notified at least 1 month in advance.

Additional birth leave introduced in July 2026

Since 1 July 2026, France has introduced congé supplémentaire de naissance, an additional paid birth or adoption leave on top of, rather than replacing, existing maternity, paternity and adoption leave. Subject to eligibility rules, each parent may take one or two months. Compensation is based on 70% of the reference net salary for the first month and 60% for the second, subject to statutory limits. The scheme can cover children born from 1 January 2026; notice and take-up deadlines depend on the circumstances. See the official Service-Public guide (French).

Leave for family events

The Labour Code grants paid leave for certain family events, with no seniority requirement:

Event	Days (legal minimum)
Marriage or PACS of the employee	4 working days
Marriage of a child	1 working day
Birth or arrival of a child for adoption	3 working days
Death of spouse, PACS partner or cohabiting partner	3 working days
Death of father, mother, parent-in-law, brother or sister	3 working days
Death of a child	12 working days (14 if under 25)
Announcement of a child’s disability, chronic illness requiring therapeutic education or cancer	10 jours ouvrables (French statutory working days) since 14 June 2026. Official French guidance.

In the event of the death of a child under 25, an additional 8-day bereavement leave is added. The applicable collective agreement may provide longer durations.

Leave for a sick child (congé pour enfant malade)

• 3 days per year if the child is under 16.
• 5 days per year if the child is under 1, or if the employee has 3 or more children under 16.
• Unpaid under statutory law (the collective agreement may provide for salary maintenance).
• No seniority requirement. A medical certificate is required.

Rights of foreign workers

All these rights apply equally to foreign workers who contribute to the French social-security system, regardless of nationality.

EU/EEA/Swiss citizens

• Same rights as French workers, with no residence permit required.
• Contribution periods in another member state can count towards the affiliation requirements.

Non-EU nationals

• A work-authorising residence permit is required.
• Being on sick leave is not grounds for withdrawal of the residence permit.
• Watch out for renewals: if the permit expires during extended leave, apply for renewal well in advance at the prefecture.

Related guides

• Health insurance in France
• Unemployment in France: France Travail and ARE
• Retirement in France
• Cost of living in France 2026

Official sources

• Service-Public.fr — Arrêt maladie
• Service-Public.fr — Congé de paternité
• Ameli.fr — Assurance Maladie
• Légifrance — Code du travail

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This article is for informational purposes only and does not constitute legal advice. Conditions may change. Please consult official sources or a professional for your specific situation.

Last verified: October 2026 — Sources: Unédic, France Travail, Service-Public.fr

If you lose your job in France, the unemployment insurance system entitles you to a benefit (allocation d’aide au retour à l’emploi, or ARE) while you look for work. This guide explains how to register with France Travail, the eligibility requirements, how the ARE is calculated, its duration and the specific rights of foreign workers in 2026.

What is France Travail?

France Travail (formerly Pôle emploi) is France’s public employment service. It handles jobseeker registration, ARE payments, vocational training and job-search support. Registration is done online at francetravail.fr.

ARE eligibility requirements

• Involuntary job loss: dismissal (any ground), mutual termination (rupture conventionnelle) or end of a fixed-term contract (CDD) that is not renewed. A simple resignation does not qualify, except for legitimate resignations.
• Minimum contribution period: at least 130 days (or 910 hours), roughly 6 months, within the last 24 months (36 months if aged 55 or over).
• Registration with France Travail: within 12 months of the contract ending.
• Resident in France at the time of the application.
• Physically fit for work.
• Below the legal retirement age with sufficient quarters.
• Active job search: you must update your status every month.

2026 change: first-time unemployment claimants

Since 1 April 2026, certain first-time claimants—people who have never received unemployment insurance, or not for more than 20 years—may qualify with 5 months of employment (108 days or 758 hours) during the applicable look-back period. This is an exception to the normal six-month requirement. See Service-Public (French).

How the ARE is calculated

The ARE is based on the salaire journalier de référence (SJR): the average daily gross salary over the last 24 months (or 36 months for those aged 55+).

Gross monthly salary	Daily benefit calculation
Below €1,303.05	75% of gross salary
€1,303.05 to €1,426.72	Minimum of €32.13/day
€1,426.72 to €2,415.01	40.4% of SJR + €13.18/day
€2,415.01 to €15,700	57% of SJR

• Daily minimum: €32.13 gross (July 2025 value).
• The benefit cannot exceed 75% of the SJR.
• CSG (6.2%) and CRDS (0.5%) deductions apply when the daily ARE exceeds €61.

ARE duration

Maximum duration depends on age at contract end and days worked. A 0.75 coefficient applies to contracts ending from 1 February 2023:

Age at contract end	Minimum duration	Maximum duration
Under 55	182 days (6 months)	548 days (18 months)
55–56	182 days	685 days (22.5 months)
57 or over	182 days	822 days (27 months)

Important exception for mutual termination (rupture conventionnelle individuelle): for contracts ending on or after 1 September 2026, the maximum ARE period in metropolitan France is 15 months for those under 55 and 20.5 months for those aged 55 or over. The general table above does not reflect this exception; overseas rules differ. Source: Service-Public (French).

Degressivity

For beneficiaries under 55 whose daily ARE exceeds €92.57, the benefit is reduced by 30% from the 7th month. The reduced amount cannot fall below €92.57/day. Training included in your job-search plan suspends the countdown.

Waiting periods before the first payment

• Paid-leave deferral (différé congés payés): holiday pay ÷ SJR, capped at 30 calendar days.
• Specific deferral (supra-legal severance): amount above the legal minimum ÷ €109.60, capped at 150 days (75 days for economic dismissal).
• Waiting period (délai d’attente): 7 fixed days, unless already applied in the past 12 months.

How to register with France Travail

1. Go to francetravail.fr and create an account or log in.
2. Fill in the registration form with your personal details, work history and the type of job you are looking for.
3. Attach the required documents: attestation employeur (employer certificate), ID, residence permit (if applicable) and bank details (RIB).
4. You will receive a summons for a first meeting with an adviser.
5. Every month: update your status (actualisation) before the 15th, reporting any activity and income.

Rights of foreign workers

The ARE does not depend on your nationality. If you have contributed in France, you are entitled to the same benefits as a French worker, provided your residence permit authorises work.

Residence permits accepted for registration

• Carte de résident (10-year card).
• Carte pluriannuelle “salarié” or “passeport talent”.
• Carte “vie privée et familiale”.
• APS “recherche d’emploi ou création d’entreprise”.
• VLS-TS endorsed “salarié” or “vie privée et familiale”.
• Récépissé endorsed “autorise son titulaire à travailler”.

Not accepted: student card alone or short-stay visa. The temporary “salarié” card is accepted only if the contract was terminated by the employer.

What happens to your residence permit if you lose your job?

• The permit remains valid until its expiry date. Job loss alone is not grounds for withdrawal.
• At renewal, the prefecture reviews your overall situation: length of residence, family ties, active job search and resources.
• If your permit expires in fewer than 4 months, apply for renewal as soon as possible (usually via ANEF).
• A permit not renewed on time means loss of both the ARE and your right to stay.

EU/EEA/Swiss citizens

• No residence permit is needed to register with France Travail.
• You can transfer ARE rights to another EU country for up to 3 months to look for work there (U2 form).
• Contribution periods in other member states can count towards the affiliation requirement.

Other benefits after ARE runs out

• ASS (allocation de solidarité spécifique): for those who have exhausted ARE and have at least 5 years of work in the last 10. Amount: roughly €18.17/day (indicative 2025 value). Household income must be below a ceiling.
• RSA (revenu de solidarité active): last-resort benefit. Non-EU nationals must have held a work-authorising permit for at least 5 years (exempt: refugees, stateless persons, subsidiary protection holders, carte de résident holders). EU citizens need 3 months of residence.
• Prime d’activité: top-up for workers on modest incomes. Conditions similar to RSA for foreign nationals.

EU vs non-EU comparison

Aspect	EU/EEA/Swiss citizens	Non-EU nationals
France Travail registration	No residence permit needed	Work-authorising permit required
ARE entitlement	Same conditions as French nationals	Same conditions if permit is valid
Transfer of rights	Possible to another EU country (U2)	Not available
RSA	3 months of residence	5 years with work permit
Permit renewal	Not applicable	Overall situation assessed by prefecture

Related guides

• Retirement in France
• Health insurance in France
• Titre de séjour in France
• Cost of living in France 2026

Official sources

• Unédic — ARE
• France Travail
• Service-Public.fr

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This article is for informational purposes only and does not constitute legal advice. Conditions may change. Please consult official sources or a professional for your specific situation.

Last verified: October 2026 — Sources: Service-Public.fr, L’Assurance retraite, Agirc-Arrco

If you work legally in France, you contribute to the French pension system on the same terms as a French citizen. This guide covers the legal retirement age following the 2023 reform, the quarters required, how the basic and complementary pensions are calculated, minimum pension levels and the specific rights of foreign workers in 2026.

Legal retirement age (2023 reform)

The 2023 reform planned to gradually raise the legal retirement age to 64, but this increase was partially suspended until 2028 under the 2026 Social Security Financing Act. Since 1 September 2026, age 64 applies to people born in 1969 or later, with different thresholds for the 1964–1968 birth cohorts. The table below reflects the rules effective from September 2026; see Service-Public.fr:

Year of birth	Legal age	Quarters required
1964 (and Jan–Mar 1965)	62 years 9 months	170
Apr–Dec 1965	63 years	171
1966	63 years 3 months	172
1967	63 years 6 months	172
1968	63 years 9 months	172
1969 onwards	64 years	172

At 67, the full rate is granted automatically regardless of how many quarters have been contributed.

How the basic pension is calculated

The basic pension under the régime général (private sector) is calculated as follows:

Annual pension = Average annual salary × Rate × (Quarters validated ÷ Quarters required)

• Average annual salary (SAM): the average of the 25 best years of gross salary (capped at the Social Security ceiling).
• Rate: 50% at the full rate. Without enough quarters, a reduction (décote) of 0.625% per missing quarter applies (maximum 20 quarters of penalty). Working beyond the required quarters earns a bonus (surcote) of 1.25% per extra quarter.
• Pro-rating: if the quarters validated in France are fewer than those required, the pension is reduced proportionally.

Agirc-Arrco complementary pension

Private-sector employees also contribute to the mandatory Agirc-Arrco complementary scheme. The pension is points-based:

• Point value (2026): €1.4386.
• Point purchase price: €20.1877 reference salary.
• Calculation: Gross annual pension = Total accumulated points × €1.4386.

Example: an employee with 6,000 Agirc-Arrco points would receive roughly €8,632 gross per year in complementary pension (about €719 per month).

Minimum pensions

Minimum contributif (MiCo)

If you have contributed enough quarters for the full rate but your basic pension is low, a top-up brings it to a minimum. Gross monthly amounts for pensions starting in 2026:

Type	Gross monthly	Condition
Basic MiCo	€756.29	Full rate, fewer than 120 contributed quarters
Increased MiCo (majoré)	€903.93	Full rate and at least 120 contributed quarters (30 years)

Total pensions (basic + complementary, all schemes) must not exceed €1,410.89 gross per month after the MiCo is applied.

ASPA (former “minimum vieillesse”)

The allocation de solidarité aux personnes âgées (ASPA) is a non-contributory benefit for people aged 65 or over with very low income. Gross monthly amounts in 2026:

Situation	Gross monthly
Single person	€1,043.59
Couple	€1,620.18

Important: the ASPA is a recoverable advance against the estate. If the net estate exceeds €108,586.14 (mainland France) or €150,000 (overseas departments), amounts paid may be recovered, capped at €8,463.42 per year of payment.

Early retirement

• Long career (carrière longue): workers who started before age 20 and have at least 5 contributed quarters before the end of their 20th year can retire up to 2 years before the legal age. From 2026, two quarters related to the birth, upbringing or adoption of a child also count.
• Disability: workers with a permanent disability rate of at least 50% can retire from age 55.
• Arduous work (pénibilité): points accumulated in the compte professionnel de prévention (C2P) can bring retirement forward by up to 2 years.
• Incapacity: retirement at 62 at the full rate if a permanent incapacity of at least 50% is recognised.

Rights of foreign workers

Foreign workers who have contributed legally in France have the same pension rights as French citizens. Differences arise depending on nationality and international agreements:

EU/EEA/Swiss citizens

• EU Regulation 883/2004 allows automatic aggregation of contribution periods across all member states (totalisation).
• A single application can be filed from the country of residence; each country pays its share proportionally.
• Periods contributed in another member state count towards the quarters required.

Non-EU nationals

• Rights depend on the existence of a bilateral social security agreement. France has agreements with many countries: Morocco, Tunisia, Algeria, Turkey, the United States, Canada, Japan, South Korea, India, the Philippines, Senegal, Mali, Israel and others.
• With an agreement: periods contributed in the other country can be aggregated to qualify for the French pension. The calculation method varies by agreement type.
• Without an agreement: only quarters contributed in France count.
• The CLEISS website lists the agreement applicable to each country.

ASPA for foreign residents

• EU citizens: eligible on the same terms as French nationals.
• Non-EU nationals: must have held a work-authorising residence permit (such as a carte de résident) for 10 continuous years, or hold refugee, stateless or subsidiary protection status.
• Residence condition: must live in France for more than 9 months per year.

EU vs non-EU comparison

Aspect	EU/EEA/Swiss citizens	Non-EU nationals
Contributing in France	Same rights as French nationals	Same rights if legally employed
Aggregation of periods	Automatic (Regulation 883/2004)	Depends on bilateral agreement
No agreement	Not applicable	Only French quarters count
ASPA	Same access as French nationals	10 years of residence with work permit
Receiving pension abroad	Yes, unrestricted	Yes, but ASPA is suspended if not residing in France

How to apply for retirement

1. 4–6 months before: submit your application online at lassuranceretraite.fr (basic pension) and agirc-arrco.fr (complementary).
2. Check your career record: review your relevé de carrière to ensure all quarters are correctly recorded.
3. Documents: ID, proof of address, bank details (RIB), latest tax notice, civil-status certificates.
4. From abroad: contact the Carsat of your last workplace in France or the Centre national de liquidation des retraites à l’étranger.

Related guides

• Family reunification in France
• Health insurance in France
• Titre de séjour in France
• Cost of living in France 2026

Official sources

• Service-Public.fr — Retraite
• L’Assurance retraite
• Agirc-Arrco
• CLEISS — Bilateral agreements

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This article is for informational purposes only and does not constitute legal or financial advice. Conditions may change. Please consult official sources or a professional for your specific situation.

Last verified: October 2026 — Source: URSSAF — Gross-to-net simulator

In France, job offers almost always state the gross annual salary. But between that figure and what actually reaches your bank account there is a significant gap of social contributions and taxes. Understanding the difference is essential for negotiating your salary and planning your budget.

From gross to net: the simplified formula

For a private-sector non-cadre employee, employee social contributions amount to roughly 22% of gross pay. For a cadre (managerial/professional status), they can reach 25%. Therefore:

• Non-cadre: Net before tax ≈ Gross × 0.78
• Cadre: Net before tax ≈ Gross × 0.75

On top of that, the prélèvement à la source (income-tax withholding) is deducted, and its rate depends on your personal tax situation.

Example: €30,000 gross annual salary (non-cadre)

Item	Annual	Monthly
Gross	€30,000	€2,500
Employee contributions (~22%)	–€6,600	–€550
Net before tax	€23,400	€1,950
Income-tax withholding (e.g. 5%)	–€1,200	–€100
Net take-home pay	€22,200	€1,850

What does each contribution fund?

Employee contributions finance your own social protection:

• Assurance vieillesse: your state pension.
• Retraite complémentaire (AGIRC-ARRCO): your mandatory supplementary pension.
• CSG/CRDS: a general social contribution that funds the Sécurité sociale.
• Mutuelle d’entreprise: your company’s supplementary health insurance (employee share).

For a detailed breakdown, see our guide to reading a French payslip.

Official simulator: the go-to tool

The URSSAF gross-to-net simulator is the most reliable tool. It calculates your exact net pay based on your category (cadre/non-cadre), sector and tax withholding rate.

Quick reference table (non-cadre, 2026)

Gross annual	Gross monthly	Approx. net monthly (before tax)
€22,404 (SMIC)	€1,867	~€1,478
€25,000	€2,083	~€1,625
€30,000	€2,500	~€1,950
€35,000	€2,917	~€2,275
€40,000	€3,333	~€2,600
€50,000	€4,167	~€3,250

Related guides

• Minimum wage in France (SMIC) in 2026
• How to read a French payslip
• CDI and CDD contracts in France
• How to file taxes in France
• How to find a job in France

Official sources

• URSSAF — Official gross-to-net simulator
• Minimum wage in France (SMIC) in 2026

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The percentages shown are standard approximations. Your actual net pay depends on your collective agreement, professional category, health-insurance scheme and tax withholding rate. Always use the official URSSAF simulator for a precise calculation.

Last verified: October 2026 — Sources: France Travail, Service-Public.fr

France has a job market with its own rules: CVs follow a different format, interviews have a particular protocol, and the type of contract you get affects almost every aspect of your administrative life. This guide gives you the key steps for finding a job as a foreigner.

Do you need a work permit?

• EU, EEA or Swiss citizens: you do not need a work permit. You can work freely in France.
• Non-EU nationals: you need a visa or residence permit that authorises work. Your employer must apply for a work authorisation (autorisation de travail) through the DREETS. Without this document, you cannot be hired legally.

The French CV

The French CV has some distinct conventions:

• One page (two at most for senior profiles).
• Photo: increasingly uncommon, but some sectors still expect one.
• No full personal details: do not include date of birth, number of children or nationality (unless directly relevant to the role).
• Reverse chronological order: most recent experience first.
• Language: write in French, unless the role is international or the job advert is in another language.
• Lettre de motivation (cover letter): still common, though less often required than before. Tailor each letter to the company and the position.

Where to search for jobs

• France Travail (francetravail.fr): the public employment portal. You can register as a jobseeker (demandeur d’emploi) if you reside in France.
• Indeed France (indeed.fr): the largest job aggregator.
• LinkedIn: widely used in France, especially for qualified profiles.
• APEC (apec.fr): specialised portal for cadres (qualified professionals and managers).
• Hellowork, Cadremploi, Welcome to the Jungle: complementary job boards.
• Temp agencies (agences d’intérim): Adecco, Manpower, Randstad. A good way to start quickly, especially in logistics, hospitality and manufacturing.

Job interviews in France

• The tone is usually formal: use vous (formal “you”) rather than tu.
• Punctuality matters.
• Questions about age, family status, religion or health are illegal during an interview.
• You will often be asked for your prétention salariale (salary expectation). Research salary ranges for your role and sector beforehand. See our guide to the minimum wage (SMIC) and our gross-to-net salary guide for reference.

Sectors with high demand

Sectors with the most vacancies in France in 2026 include healthcare, IT and technology, hospitality and catering, logistics, construction and personal services. The level of French required varies significantly by sector.

Foreign qualifications and equivalences

France does not have an automatic system for recognising foreign qualifications. For regulated professions (doctor, certain engineering titles, lawyer), you need specific recognition. For most jobs, the employer decides whether to accept your qualifications. You can request an attestation de comparabilité from France Éducation International (formerly CIEP/ENIC-NARIC).

Related guides

• Minimum wage in France (SMIC) in 2026
• CDI and CDD contracts in France
• How to read a French payslip
• Gross vs net salary in France
• Your first 30 days in France

Official sources

• France Travail — Public employment service
• Service-Public.fr — Employment and training
• France Éducation International — Qualification recognition

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This article is for information only. Job-search requirements and work-permit rules vary by nationality and personal situation. Contact France Travail or the French consulate in your country for personalised guidance.

Last verified: October 2026 — Source: Service-Public.fr

In France, the two most common employment contracts are the CDI (Contrat à Durée Indéterminée, open-ended contract) and the CDD (Contrat à Durée Déterminée, fixed-term contract). Understanding the differences between them is essential, because they affect your rights, job stability and even your ability to rent an apartment.

CDI: the open-ended contract

The CDI is the standard form of employment contract in France according to the Labour Code. It has no end date. It can only be terminated by resignation, dismissal, mutual termination (rupture conventionnelle) or retirement.

Advantages of a CDI

• Stability: your employer cannot end the contract without a genuine and serious reason (cause réelle et sérieuse).
• Access to housing: French landlords almost always require a CDI to rent you an apartment. Without one, finding accommodation is significantly harder.
• Bank loans: banks require a CDI (and that you have passed the trial period) before granting a mortgage.
• Trial period: from 2 months (workers/employees) to 4 months (cadres), renewable once if the collective agreement allows it.

How a CDI ends

• Resignation: you choose to leave. You must respect a notice period (préavis) set by your collective agreement. In principle, you are not entitled to unemployment benefits, with some exceptions (legitimate resignation, business creation project, etc.).
• Dismissal: the employer must provide a genuine and serious reason. If you are dismissed, you are entitled to a legal severance payment (minimum 1/4 month’s salary per year of service) and unemployment benefits.
• Rupture conventionnelle (mutual termination): an agreement between employee and employer to end the contract. This is the most common form of negotiated separation in France. It grants you severance pay and unemployment benefits. It must be validated by the DREETS.

CDD: the fixed-term contract

A CDD has a defined end date (or a specific event that triggers its end). It can only be used in situations strictly limited by law:

• Replacing an absent employee.
• Temporary increase in workload.
• Seasonal activities.
• Roles that are temporary by nature.
• Certain situations permitted by a collective agreement.

A CDD cannot be used to fill a permanent position. If the employer misuses it, the employee can ask the labour court (conseil de prud’hommes) to reclassify it as a CDI.

Duration and renewal

• General maximum duration: 18 months (including renewals).
• Can be renewed up to 2 times within that limit.
• Exceptions exist: replacement CDD (ends when the absent employee returns), seasonal CDD, etc.

End-of-contract bonus (prime de précarité)

When a CDD ends, the employee receives an end-of-contract bonus (indemnité de fin de contrat or prime de précarité) equal to 10% of the total gross pay earned during the contract. This bonus is not paid in certain cases (CDD followed by a CDI, seasonal contract, student contract during holidays).

CDI vs. CDD: quick comparison

	CDI	CDD
Duration	Open-ended	Fixed (generally max. 18 months)
Trial period	2–4 months	Proportional to duration (max. 1 month)
Contract termination	Resignation, dismissal, rupture conventionnelle	Reaches the agreed end date or event
End-of-contract bonus	Only on dismissal or rupture conventionnelle	10% of total gross (prime de précarité)
Access to housing	Much easier	Difficult without a guarantor
Unemployment benefits	Yes (if you don’t resign voluntarily)	Yes, when the contract ends

Other common contracts

• Intérim (temporary agency work): similar to a CDD but through a staffing agency. Also comes with an end-of-contract bonus.
• Contrat d’apprentissage: a work-study contract combining training and employment, lasting from 6 months to 3 years.
• Contrat de professionnalisation: similar to the above, aimed at people aged 16 and over, with or without qualifications.

What to check before signing

1. Contract type (CDI or CDD) and the reason (for a CDD).
2. Gross salary and any additional compensation.
3. Weekly hours (35 hours is the legal standard; you may have more under a forfait arrangement).
4. Applicable collective agreement (convention collective): it may grant you extra rights.
5. Length and terms of the trial period.
6. Special clauses: non-compete, mobility, confidentiality.

Official sources

• Service-Public.fr — Employment contracts in the private sector
• Service-Public.fr — CDI
• Service-Public.fr — CDD
• Code du travail numérique

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This article is for informational purposes and does not replace consulting your collective agreement or seeking advice from an employment law professional. Rights and conditions may vary depending on your sector and personal situation.

Related guides

• How to read a French payslip
• Minimum wage in France (SMIC) in 2026
• How to move to France from another European country
• Sick leave and employment leave in France

Last verified: October 2026 — Sources: Service-Public.fr, URSSAF

The first time you receive a fiche de paie (payslip) in France, it can feel overwhelming. The document has dozens of lines filled with unfamiliar abbreviations, several versions of “net” pay, and a gap between gross and take-home pay that can exceed 25%. This guide explains what each section means so you can read your French payslip with confidence.

General structure of a French payslip

Since 2017, French payslips follow a simplified format divided into three main sections:

1. Header: employer and employee details.
2. Body: gross salary and social contributions (employee and employer shares).
3. Footer: different versions of “net” pay and the amount that reaches your bank account.

Header: identification details

At the top of your payslip you will find:

• Employer details: company name, SIRET number (business identification), address, APE/NAF code (sector of activity) and the applicable convention collective (collective bargaining agreement).
• Employee details: your name, Sécurité sociale number, job title, category (cadre or non-cadre), start date and contract type (CDI or CDD).
• Period: the month covered and the number of hours worked.

Gross salary (salaire brut)

This is your total pay before any deductions. It typically includes:

• Base salary: the fixed amount agreed in your contract (hourly rate × standard monthly hours, or a flat monthly salary).
• Overtime: paid at a 25% premium (from hour 36 to 43) or 50% (from hour 44 onwards), unless a different rate is set by the collective agreement.
• Bonuses and supplements: seniority bonus, transport allowance, 13th-month pay, etc.

Social contributions: where your money goes

Contributions are split into two columns: the employee share (what is deducted from your gross pay) and the employer share (what the company pays on top of your gross). In 2026, the main employee contributions are:

Item	Approx. employee rate	What it funds
Sécurité sociale (maladie)	0% (employer only)	Public healthcare
Assurance vieillesse (plafonée)	6.90%	State pension (up to the ceiling)
Assurance vieillesse (déplafonnée)	0.40%	State pension (on entire salary)
Retraite complémentaire (AGIRC-ARRCO)	3.15% – 8.64%	Supplementary pension
CSG déductible	6.80%	General social protection
CSG non déductible + CRDS	2.90%	Social debt and social protection
Chômage (unemployment insurance)	0% (employer only since 2018)	Unemployment benefits

In total, employee contributions amount to roughly 21%–25% of gross pay, depending on whether you are classified as non-cadre or cadre.

The three types of “net” on your payslip

This is the most confusing part for newcomers. There are three different “net” figures:

1. Net social (montant net social): used to assess eligibility for certain social benefits (RSA, prime d’activité). It has appeared on payslips since 2023.
2. Net imposable (net fiscal): the figure used to calculate your income tax. It includes non-deductible CSG/CRDS and the employer’s share of the health insurance top-up (mutuelle). It is higher than your take-home pay.
3. Net à payer avant impôt: what you would receive if income tax were not withheld.
4. Net à payer (net à payer après prélèvement à la source): this is what reaches your bank account — gross pay minus social contributions minus income tax withholding.

Prélèvement à la source (income tax withholding)

Since 2019, income tax is deducted directly from your payslip. You will see:

• The taux (withholding rate): personalised to your tax situation, or a default rate if you have not set it up.
• The base: the net imposable figure.
• The amount withheld.

Your withholding rate is updated every September based on your latest tax return. You can adjust it through your account at impots.gouv.fr.

Worked example: payslip for €2,500 gross (non-cadre, 2026)

Line	Amount
Gross salary	€2,500.00
Employee contributions (~22%)	–€550.00
Net avant impôt sur le revenu	€1,950.00
Prélèvement à la source (example: 5%)	–€102.00
Net à payer (in your account)	€1,848.00

Key vocabulary on a French payslip

• SMIC: the legal minimum wage.
• Convention collective: a collective bargaining agreement that may improve conditions beyond the Labour Code.
• PASS (Plafond Annuel de la Sécurité Sociale): the ceiling used to calculate certain contributions. In 2026: €4,005/month (PMSS) or €48,060/year.
• Cadre / Non-cadre: the professional category that determines your supplementary pension contributions.
• Mutuelle d’entreprise: mandatory company health insurance top-up. The employer pays at least 50%; your share is deducted from your payslip.
• Congés payés: at the bottom of the payslip you will find your holiday balance (days earned and days taken).

Common mistakes when reading your payslip

• Confusing gross with net: in France, job offers almost always state the annual gross salary. To estimate your monthly net, divide by 12 and subtract roughly 22–25%.
• Ignoring the net imposable: this is the figure the tax authorities use, and it is higher than your take-home pay.
• Not checking the collective agreement: it may grant additional rights such as bonuses, extra holiday days or enhanced severance pay.

Useful tools

• Official URSSAF gross-to-net simulator: the most reliable calculator for estimating your net pay.
• impots.gouv.fr: manage your withholding rate.

Official sources

• Service-Public.fr — Bulletin de paie
• URSSAF — Cotisations sociales

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The rates shown are indicative and may vary depending on your collective agreement, professional category and personal situation. For an exact calculation, check your payslip or use the official URSSAF simulator.

Related guides

• Minimum wage in France (SMIC) in 2026
• How to move to France from another European country
• How to get the Carte Vitale as a foreigner

Last verified: October 2026 — Source: Service-Public.fr

The SMIC (Salaire Minimum Interprofessionnel de Croissance) is the legal minimum wage in France. If you work as an employee on French territory, your employer cannot pay you less than this amount per hour worked. This guide explains how much it is in 2026, how to calculate gross to net, and when it is reviewed.

SMIC in 2026: current figures (since 1 June)

The SMIC was revised twice in 2026. The figure in effect since 1 June 2026 is:

Item	Gross	Net (approximate)
Hourly	€12.31	~€9.74
Monthly (35 h/week)	€1,867.02	~€1,477.93
Annual	~€22,404	~€17,735

Between January and May 2026 the SMIC was €1,823.03 gross per month (€12.02/hour). The June increase amounted to €43.99 gross per month, i.e. a 2.41% rise.

Why are there two different amounts in 2026?

The SMIC is automatically revalued every 1 January, based on inflation and wage trends. In addition, the government can apply an extra increase during the year if inflation exceeds certain thresholds. In 2026 both happened:

• 1 January 2026: +1.18% → €12.02/hour (€1,823.03/month gross).
• 1 June 2026: +2.41% → €12.31/hour (€1,867.02/month gross).

How the monthly SMIC is calculated

The legal working week in France is 35 hours. The monthly salary is calculated using the official formula:

Monthly SMIC = hourly SMIC × 151.67 hours

The 151.67 hours represent the monthly average of a 35-hour week: (35 × 52) ÷ 12 = 151.67. With the current SMIC: €12.31 × 151.67 = €1,867.02.

Gross vs. net SMIC: what’s the difference

The gross salary is what your employer pays. The net salary is what you receive in your bank account, after deducting the employee’s social contributions (approximately 21–22% of gross).

Important: the net amount shown on your payslip (net à payer avant impôt sur le revenu) does not yet include income tax withholding (prélèvement à la source). Depending on your tax situation, your actual take-home pay will be slightly lower.

Part-time SMIC

If you work part-time, your monthly SMIC is reduced proportionally:

Hours/week	Hours/month	Monthly gross	Monthly net (approx.)
35 h (full-time)	151.67 h	€1,867.02	~€1,477.93
28 h (80%)	121.33 h	€1,493.57	~€1,182
24 h	104.00 h	€1,280.24	~€1,014
20 h (50%)	86.67 h	€1,066.88	~€845

SMIC history: evolution table (2020–2026)

Date	Gross hourly SMIC	Gross monthly SMIC (35 h)	Net monthly SMIC (approx.)
June 2026	€12.31	€1,867.02	~€1,477.93
January 2026	€12.02	€1,823.03	~€1,443.11
November 2024	€11.88	€1,801.80	~€1,426.30
January 2024	€11.65	€1,766.92	~€1,398.69
January 2023	€11.27	€1,709.28	~€1,353
August 2022	€11.07	€1,678.95	~€1,329
May 2022	€10.85	€1,645.58	~€1,302
January 2022	€10.57	€1,603.12	~€1,269
October 2021	€10.48	€1,589.47	~€1,258
January 2020	€10.15	€1,539.42	~€1,219

Can you be paid less than the SMIC?

In principle, no. There are two legal exceptions:

• Under 18: with less than 6 months’ experience in the sector, the SMIC is reduced by 20% (under 17) or 10% (17 to 18).
• Apprentices (apprentis): they receive a percentage of the SMIC depending on their age and year of contract (from 27% to 100%).

Some collective agreements (conventions collectives) set minimum wages above the SMIC for certain positions. Your employer must always apply whichever is more favourable to you.

SMIC and overtime

Hours exceeding 35 per week are paid with surcharges:

• From hour 36 to 43: +25% (€12.31 × 1.25 = €15.39 gross/hour).
• From hour 44 onwards: +50% (€12.31 × 1.50 = €18.47 gross/hour).

The collective agreement may set different percentages, with a minimum of 10%.

When is the next increase?

The next automatic revaluation will be on 1 January 2027, unless a spike in inflation triggers an early adjustment before that date (as happened in June 2026).

Official sources

• Service-Public.fr — Montant du SMIC
• aide-sociale.fr — SMIC horaire brut et net
• LégiSocial — SMIC 2026

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This article is updated with each SMIC revaluation. Net figures are approximations based on a standard contribution rate (~21–22%) and do not account for income tax withholding, which depends on each worker’s personal situation. For an estimate adapted to your circumstances, use the official URSSAF gross-to-net salary simulator. Your payslip shows the amounts actually calculated.

Related guides

• Moving to France from another European country
• How to get the Carte Vitale in France