[France] Key labour law changes for 2024

In France, a number of key labour law changes impacting recruitment, sick leave, the minimum wage and social security are now or will soon be in effect. The National Law Review breaks down what you need to know. 

Employers must now provide “key information relating to the employment relationship” in writing for newly hired and current employees. It is not a legal requirement to provide written employment agreements to individuals employed for an indefinite term but it is strongly recommended. 

The French labour code now reportedly lists information that must be provided in writing on the first day of employment, such as the employer's legal entity's name, length and conditions of any trial period, and details regarding remuneration, including overtime bonuses, conditions for overtime work, etc. 

In practice, The National Law Review says this is basic information relating to the employment relationship which can most easily be provided in a written contract.

Employees on sick leave receive a daily allowance paid by social security after a waiting period of 3 days, to replace their normal salary. From January 1, 2024, this waiting period has been eliminated in cases of miscarriage in the first 22 weeks of pregnancy. In such cases, the social security allowance will be paid from the first day of sick leave.

From July 1, 2024, the waiting period will also be eliminated in cases of abortion on medical grounds.

An initial request for or extension of sick leave based on a videoconference medical appointment cannot exceed three days. 

From March 1, 2024, foreign companies with no establishment in France will reportedly be required to register with the French Company Formalities Office for the declaration and the payment of social contributions for employees working in France under French labour and social security laws. 

Foreign companies will no longer be able to delegate these procedures to a third-party resident in France.

France’s legal minimum hourly wage has increased to €11.65 gross (from €11.52 in 2023). The monthly minimum wage is now €1,766.92 gross for 35 worked hours per month. This is a gross amount assessed and set each year by law, applicable to every employee in France.

The monthly social security ceiling has increased by 5.4 per cent and is now €3,864 (€3,666 in 2023). The annual social security ceiling is now €46,368 (Order of 19 December 2023). This amount is revalued each year on January 1, in line with wage trends.

The minimum hourly stipend for an internship has increased to €4.35 (€4.05 in 2023) as a result of the social security ceiling revaluation. The National Law Review notes that this gratification is due when the internship lasts at least 2 months (consecutive or not) (Order of 19 December 2023). 

Source: The National Law Review

In France, a number of key labour law changes impacting recruitment, sick leave, the minimum wage and social security are now or will soon be in effect. The National Law Review breaks down what you need to know. 

Employers must now provide “key information relating to the employment relationship” in writing for newly hired and current employees. It is not a legal requirement to provide written employment agreements to individuals employed for an indefinite term but it is strongly recommended. 

The French labour code now reportedly lists information that must be provided in writing on the first day of employment, such as the employer's legal entity's name, length and conditions of any trial period, and details regarding remuneration, including overtime bonuses, conditions for overtime work, etc. 

In practice, The National Law Review says this is basic information relating to the employment relationship which can most easily be provided in a written contract.

Employees on sick leave receive a daily allowance paid by social security after a waiting period of 3 days, to replace their normal salary. From January 1, 2024, this waiting period has been eliminated in cases of miscarriage in the first 22 weeks of pregnancy. In such cases, the social security allowance will be paid from the first day of sick leave.

From July 1, 2024, the waiting period will also be eliminated in cases of abortion on medical grounds.

An initial request for or extension of sick leave based on a videoconference medical appointment cannot exceed three days. 

From March 1, 2024, foreign companies with no establishment in France will reportedly be required to register with the French Company Formalities Office for the declaration and the payment of social contributions for employees working in France under French labour and social security laws. 

Foreign companies will no longer be able to delegate these procedures to a third-party resident in France.

France’s legal minimum hourly wage has increased to €11.65 gross (from €11.52 in 2023). The monthly minimum wage is now €1,766.92 gross for 35 worked hours per month. This is a gross amount assessed and set each year by law, applicable to every employee in France.

The monthly social security ceiling has increased by 5.4 per cent and is now €3,864 (€3,666 in 2023). The annual social security ceiling is now €46,368 (Order of 19 December 2023). This amount is revalued each year on January 1, in line with wage trends.

The minimum hourly stipend for an internship has increased to €4.35 (€4.05 in 2023) as a result of the social security ceiling revaluation. The National Law Review notes that this gratification is due when the internship lasts at least 2 months (consecutive or not) (Order of 19 December 2023). 

Source: The National Law Review