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Market entry without entity setup

Skip incorporation, statutes, capital deposit, commercial court registration, the French bank account, and employer registration with URSSAF and the complementary schemes. KOMP’s existing French infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

KOMP Activate runs onboarding, contracts, and benefits; KOMP PayOps runs monthly payroll with DSN filings and tax withheld at source; KOMP TimeOps tracks working time, paid leave, and any RTT days; and compliant offboarding closes the loop, all in one flow.

One view across every country

KOMP Workforce gives HR, Finance, and Legal a single source of truth for French and global headcount, covering payroll status, fully loaded employer costs, leave and RTT balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue contracts in French under the correct collective bargaining agreement, setting the employee’s classification and coefficient, status as cadre or non-cadre, working time arrangement, probation, salary against the applicable minimum scale, and any mobility or confidentiality terms.

Digital onboarding and declarations

We file the pre-hire declaration with URSSAF within the statutory window, collect social security and bank details, arrange the occupational health appointment, enroll the employee in the complementary health and death and disability schemes, and open the staff register entry.

Payroll processing and salary disbursement

Komp PayOps calculates gross-to-net pay in EUR, applies every contribution line the French payslip requires, pays employees on the monthly cycle through our owned payment infrastructure, and issues compliant payslips.

Social contributions and DSN filing

We calculate and remit employee contributions of roughly 22% of gross and employer contributions that typically run between about 25% and 45% depending on salary level and relief, covering health, pension, unemployment, and complementary retirement schemes, and file the monthly DSN.

Income tax withheld at source

We apply the withholding rate provided by the tax administration for each employee, or the default scale where no rate has been issued and reconcile it through the DSN so employees see the correct deduction on every payslip.

Mandatory and market-standard benefits

We administer the complementary health scheme with the employer funding at least half, death and disability cover for cadres, reimbursement of at least 50% of public transport season tickets, meal vouchers, and profit-sharing arrangements where you choose to offer them.

Working time, leave, and HR support

Komp TimeOps tracks the 35-hour week or a day-count arrangement for eligible cadres, five weeks of paid leave, RTT days, sick leave, and family leave. Employees get support in French and English, with data held in line with the GDPR.

Offboarding and final settlement

We manage exits through the correct route, whether resignation, mutually agreed termination, or dismissal with a documented cause and the required preliminary meeting, calculate notice and severance, and issue the final pay, work certificate, and unemployment attestation.

Startups and scale-ups going international

Place your first French commercial or technical hires without tying up capital in a subsidiary, and validate the market before you commit.

Technology and SaaS companies

Hire engineering, data, and EMEA go-to-market talent from France’s strong graduate pipeline, including the Paris, Lyon, and Toulouse ecosystems.

Aerospace, energy, and industrial firms

Build design, systems, and project engineering teams near France’s established industrial clusters without setting up a legal entity first.

Life sciences and healthcare companies

Hire clinical, regulatory, and market access professionals in a market where sector agreements and job classifications must be applied precisely.

Companies moving away from contractor arrangements

Convert freelancers or wage-portage arrangements into compliant employment where the working relationship warrants it.

HR and Finance leaders

Get a consistent employee experience, predictable costs, consolidated invoicing, owned payment rails with zero FX markup, and audit-ready records for every French hire.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, and regulatory change, including collective agreement revisions. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Worker classification intelligence

Our jurisdiction-based rules engine analyzes 50+ risk factors to help you decide whether a French worker should be engaged as an independent contractor or an employee, which matters because URSSAF can requalify a relationship and assess contributions retroactively.

Owned payroll infrastructure

Komp PayOps runs on owned infrastructure with 135+ currencies, transparent flat fees, and no FX markups, so paying EUR salaries from a USD, GBP, or INR budget costs exactly what you expect.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across France and 150+ countries.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your French employee data.

Real-time visibility and reporting

Live dashboards for payroll status, fully loaded employment costs, leave and RTT balances, and compliance alerts, with exportable reports for Finance, HR, and audit.

Hire without setup delays

Forming a French company means statutes, capital, commercial court registration, banking, and employer registrations before anyone can be paid. With Komp, you can make offers and onboard without waiting for any of it.

Stay compliant from day one

The Labor Code, your sector collective agreement, and monthly DSN filings all apply from the first hire, and errors surface later as URSSAF reassessments or tribunal claims. Komp keeps contracts, calculations, and filings current.

Control cost and overhead

Employer contributions are substantial and vary with salary level and available relief. Komp makes the fully loaded cost visible before you make an offer, and removes the entity, accounting, and local HR overhead behind it.

Deliver a better employee experience

A correct payslip, the right classification and coefficient, health cover in place from day one, and transport reimbursement all signal a serious employer to French candidates, and shape whether strong people accept and stay.

Manage France like every other market

See French headcount, costs, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and collective agreements

Indefinite contracts are the norm, and fixed-term contracts are allowed only on specified grounds, with a 10% end-of-contract premium in most cases. Every employer applies a sector collective agreement that can set minimum pay scales, classifications, notice, and leave above the statutory floor. Contracts should be in French.

Minimum wage and pay rules

The SMIC is revised at least annually and again automatically when inflation passes the trigger threshold. It moved to €12.02 per hour on 1 January 2026 and to €12.31 per hour on 1 June 2026, which is €1,867.02 gross per month for a 35-hour week. Where the collective agreement sets a higher minimum for the role, that figure applies.

Social contributions and DSN

Employees contribute roughly 22% of gross pay and employers typically add between about 25% and 45%, covering health, retirement, complementary pension, unemployment, family, and accident schemes. Contributions and workforce data are declared monthly through the DSN, with strict deadlines.

Income tax withheld at source

Employers withhold income tax at the rate issued by the tax administration for each employee, or the default scale where none has been supplied, and report it through the DSN. The employee remains responsible for their annual return.

Working time and paid leave

The statutory working week is 35 hours, with overtime premiums beyond it and an annual day-count arrangement available for eligible autonomous cadres. Employees accrue five weeks of paid leave a year, often with RTT days on top where working time exceeds 35 hours.

Mandatory benefits

Employers must provide a complementary health scheme and fund at least half of the premium, arrange death and disability cover for cadres, and reimburse at least 50% of public transport season tickets. Meal vouchers and profit-sharing are widespread market practice.

Sick leave and family leave

Sick leave is paid by social security after a waiting period, with the employer topping up under the Labor Code or a more generous collective agreement. Maternity leave is generally 16 weeks for a first or second child, and paternity and childcare leave totals 28 days, largely funded by social security.

Probation, notice, and termination

Probation is typically two months for non-cadres, three for supervisory staff, and four for cadres, with renewal possible where the collective agreement allows. Dismissal requires a real and serious cause and a formal procedure including a preliminary meeting. Statutory severance is a quarter of a month per year of service up to ten years and a third thereafter, and mutually agreed termination is a widely used alternative.

Staff representation

A social and economic committee must be established once a company reaches eleven employees, with wider consultation duties above fifty. Employers using an EOR avoid building this structure for a small French team.

Work permits and data protection

EU and EEA nationals work freely. Non-EU nationals need a work authorization, with routes such as the Passeport Talent for qualified profiles. Employee data is processed under the GDPR and French implementing law, supervised by the CNIL.

Employer of Record in Paris and Île-de-France

The economic center of the country, with the deepest pool of technology, finance, consulting, luxury, and senior commercial talent, the largest startup ecosystem in continental Europe, and the highest salary levels in France.

Employer of Record in Lyon

A major hub for life sciences, chemicals, software, and industrial engineering, with strong graduate supply and salary expectations below Paris for comparable roles.

Employer of Record in Toulouse

The center of European aerospace and space activity, with exceptional systems, embedded software, and mechanical engineering talent built around a dense supplier ecosystem.

Employer of Record in Lille

A northern hub for retail, e-commerce, logistics, and digital services, well positioned for teams serving Benelux and the UK as well as France.

Employer of Record in Nice, Sophia Antipolis, and the south

Home to France’s longest-established technology park, with semiconductor, telecoms, and software talent, plus strong international and English-speaking profiles.