The fear, then the procedure
What foreign employers fear — and what actually happens
French employment law has a reputation. Most of it comes from not knowing the procedure.
Here is what the Labour Code actually says — and where its limits are.
“In France, you simply can’t dismiss anyone.”
What actually happens
There is no at-will employment, but dismissal is possible. It must rest on a real and serious cause (art. L.1232-1) and follow a set sequence: a written invitation to a preliminary meeting, the meeting itself, then a reasoned letter (art. L.1232-2 et seq.). Where both sides agree, a mutual termination (rupture conventionnelle) is another route, subject to administrative approval (art. L.1237-11 and L.1237-14).
The limits
The reason must be provable when the decision is taken. Employee representatives and other protected employees need prior authorisation from the labour inspectorate, and your collective agreement may add steps.
“One labour-court claim and the bill has no ceiling.”
What actually happens
A claim before the labour court (conseil de prud’hommes) usually starts before a conciliation and referral panel, whose role is to reconcile the parties (art. L.1454-1). For a dismissal found to lack a real and serious cause, the damages fall within a statutory minimum and maximum that depend on the employee’s length of service and the size of the company (art. L.1235-3).
The limits
That scale does not apply when the dismissal is void — for instance for discrimination or harassment (art. L.1235-3-1). It covers that head of claim only: overtime, bonuses or notice are assessed separately.
“The works council (CSE) can veto our decisions.”
What actually happens
When it is consulted, the CSE gives an opinion; it has no veto. The employer provides precise written information, allows sufficient time for review and explains, with reasons, what it does with that opinion (art. L.2312-15). Once the procedure is complete, the decision remains the employer’s.
The limits
The consultation must come before the decision, not after. A skipped or incomplete consultation can be challenged in court and delay the project, and obstructing the CSE is a criminal offence (art. L.2317-1).
“The 35-hour week means nobody can work more than 35 hours.”
What actually happens
Thirty-five hours a week is the statutory reference (art. L.3121-27), not a ceiling. Hours beyond it are overtime, paid at a premium or offset by equivalent time off (art. L.3121-28). For autonomous managers, an annual days-based arrangement (forfait jours) is possible (art. L.3121-58).
The limits
Maximum daily and weekly working hours still apply. A forfait jours needs a collective agreement (art. L.3121-63), a written individual agreement and real workload monitoring; when one is missing, it can be challenged.
“We can’t predict what an employee in France will really cost.”
What actually happens
Employer contributions follow official rates published by URSSAF and the BOSS, the official social-security guidance. The applicable collective agreement sets minimum salaries and extra entitlements. We identify that agreement before the offer is made, so the cost can be estimated before anyone signs.
The limits
Rates and thresholds change regularly, and some reductions depend on the salary level. A simulation is an estimate, not a payslip.
“Everything is in French. We won’t know what we are signing.”
What actually happens
We work with you in English and give the French source for every point, so your headquarters can check it. Written employment contracts and internal rules are drawn up in French (art. L.1221-3 and L.1321-6); we can provide English working translations alongside.
The limits
For a foreign employee who asks for one, a translation of the contract is drawn up in their language, and specific rules decide which version can be relied on against them (art. L.1221-3).
Article references are to the French Labour Code (Code du travail), as in force on 8 October 2026.
This is general information, not advice on your situation: every case depends on its facts,
your collective agreement and the evidence available.
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