Employer of Record solutions are popular for international companies expanding to France. They offer simplified compliance, reduced administrative burden, and quicker access to the market to global companies that want to grow faster in the French market. Using an EOR in France can help establish your presence in the country while minimizing risks.
That said, it is essential, if not vital, to carefully choose your EOR in France to get the smoother and most successful experience. A bad EOR services provider would slow your growth, increase employee turnover, and break the trust between your company and the employees.
1. Choose a Compliant and Expert EOR in France
The legal framework governing employment in France is known for its complexity. Its laws and regulations often pose considerable challenges and difficulties for employers and employees. French laws are known for protecting the employee, limiting employers' flexibility compared to Anglo-Saxon countries.
As a result, our first advice would be to contract an EOR service with a local company that is well-established in France and willing to share its knowledge on how to navigate the legal framework for employing staff in France. Even if the EOR will be the legal employer in France, he has to inform you beforehand what you can and cannot do and how the future French-based employee expects his benefits and rights to be.
Many EOR companies and large firms are providing services in many countries. Before contracting with an EOR, verifying their real expertise on the French territory would be highly beneficial. Saying they will do it is different from doing it proficiently. A French EOR needs deep expertise in navigating payroll, French taxes, and social security contributions.
2. Fast & Clear Communication and Support from the EOR
Clear, precise, and responsive communication from your French EOR is the second most essential point you should expect. Their staff is the only local point of contact for employment issues. Often, you have official delays in declaring sick leaves, holidays, or other events, and a slow-responsive EOR could miss the deadlines and create troubles.
A good French EOR will take time to explain their onboarding process and employee duties toward them. It will share the common support channels and state the medium response delay you should expect from them (i.e., 24 hours / 48 hours).
An Employer of Record you can trust will profoundly commit to transparency towards you and the employee (expect confidential information like termination, of course!) and proactive communication.
3. Make sure the French Employer of Record is agile
Scalability and flexibility are factors you want to consider when making a decision. A French EOR you can count on would adapt to your changing needs.
It must have the ability to handle fluctuations in workload and team size. For example, it would be OK to onboard a second or third employee without making you wait until the workload is acceptable. It would also accept to onboard multiple employees at once.
In addition, an efficient EOR in France has experience with different contract types and employment scenarios. It can advise you on the legal framework around work locations, short-term contracts, immigration, and work permit laws.
One of the companies we supported contacted us on this specific point: finding a flexible and agile EOR who can adapt the contract terms they need while remaining compliant with local laws. They wanted ingenuity and a one-to-one relationship instead of an all-in-one platform.
4. Compare Quotations of French EORs
If you can, compare quotations from French Employers of Record or work with a broker who can point you toward the most suitable EOR for your needs. At Masson International, we work with an EOR broker with +20 of experience in this industry. He advises our clients on the best EOR for their needs or gathers multiple quotations to compare pricing and quality of service. We noticed it made a tremendous difference in clients' satisfaction.
While initiating the first discussions, verify and discuss the EOR understanding of industry-specific regulations and practices in France. Ask them for relevant client references and their local partners in the country (if, for example, they work with a payroll management company for issuing pay slips).
5. Analyze the Infrastructure of the Employer of Record in France
How would the relationship with you be after you sign the EOR contract? Does a dedicated HR manager manage the day-to-day employee questions and requirements? Are they RGPD compliant and respect the employee's and employer's privacy and data security? These are legitimate questions. Here's a list of questions you could have:
- Use of robust and user-friendly technology
- Processes for contract management
- Processes for onboarding
- Processes for layoffs and employee resignations
- Communication channels for sick leaves and vacations
- E-signing of documents, archives storage, and duration of archives
- Expense tracking
- Reporting
- Billing method
In conclusion, choosing the right Employer of Record in France is crucial for companies looking to expand into the French market. The legal framework governing employment in France is complex, and a good EOR provider should have the expertise to navigate it while ensuring compliance and minimizing risks. Clear communication and support from the EOR are essential, as is their agility in adapting to changing needs. Comparing quotations and analyzing the EOR's infrastructure can help make an informed decision. Overall, partnering with a reliable and knowledgeable EOR can help establish a successful presence in France and pave the way for growth.
