Some mandatory benefits are created after a certain length of service of the employee (most notably, right to a severance indemnity or to a notice period, right to participate in employee representatives’ elections, etc.).

• Medical insurance: As a rule, the insured person is responsible for supplementary health care, and the employer’s share may not be less than 50% of the insurance premium.
• Retirement benefit: State pension insurance in the French social security system is complex, with different plans applied to different classes of employees. For most employees in the private sector, it is divided into 2 categories, the mandatory general scheme, and the mandatory supplementary scheme.
• Disability benefit: For this benefit, a person must be younger than normal retirement age, have at least a 66.7% estimated loss of earning capacity in any occupation and have at least 12 months of pre-disability coverage and 600 hours of employment in the last 12 years. months.

• Work flexibility (remote / flexible working hours)
• Extra days off
• Stock options
• Wellbeing
• Gym membership
• Meal allowance
• Transportation allowance.

Individual dismissal – In France a company needs a valid cause to terminate an employment contract and a notice period must be respected. No notice period needs to be provided in case of gross misconduct.

The length of notice depends on the employee’s seniority in the company:

• The notice period for seniority below 6 months is set by collective agreement or company practice.
• One-month notice for 6 months to 2 years of seniority.
• Two months’ notice for more than 2 years of seniority.

Collective agreements for managers generally set higher notice periods.

Dismissal on economic grounds – such dismissal must have a genuine and serious economic basis as a result of reorganization, employment reduction or a modification, refused by the employee, of an essential provision in the employment contract, as a result of economic difficulties or technological developments.

Within 15 days following dismissal notification, the employee may, by registered letter, ask the employer for details of the reasons set out in the dismissal letter.

Dismissal on personal grounds

1. Disciplinary grounds – wrongful behavior by the employee
2. Non-disciplinary grounds – employee’s inadequate performance or incompetence, an employee’s repeated absence or absence over a long period of time

Collective Dismissals – prior to making any economic dismissals, an employer is obliged to:

1. consult with the employee representatives
2. inform the Work Administration
3. identify the employees to be dismissed
4. look for alternative work for the employees (within the company)
5. offer the employees a reclassification scheme to help them find alternative employment.

Termination of a fixed-term contract – any early termination of the contract, whether at the initiative of the employee or their employer, must be based on one of several statutorily defined reasons.

Resignation – employees on a permanent contract may terminate the contractual relationship with their employer without explaining their reasons.
The length of notice varies depending on the employee’s profession and seniority also employment contract may set the duration of the notice of resignation.

Termination of the trial period – the notice period is 24 hours if the employee has been with the company less than 8 days; otherwise, it is 48 hours.

Mutual termination of contract- the employer and employee may agree to terminate the fixed-term contract at any time. A document must be drawn up certifying that both parties have agreed to the early termination of the contract.