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What is the difference between brut and net salary in France?

Salaire brut (gross salary) is the amount before any deductions. Approximately 22% is deducted for employee cotisations sociales (social contributions for health insurance, pension, unemployment) to reach net à payer (net salary paid to you). There's also net imposable (taxable net) used for income tax calculations, slightly higher than net à payer. Since 2019, income tax is withheld via prélèvement à la source from your salary. For example: €2,000 brut becomes approximately €1,560 net à payer after social contributions.

What is RTT and who gets it?

RTT (Réduction du Temps de Travail) are compensatory days off for working beyond the legal 35-hour week. Common in contracts specifying 39 hours/week, where you work 39h but receive 7-12 extra RTT days per year to compensate. RTT days are in addition to your 5 weeks congés payés. The exact number depends on your contract and how many hours over 35h you work. Not all employees get RTT - only those working over 35h in companies applying this system.

Is mutuelle (health insurance) mandatory in France?

Yes, since 2016, all employers must offer a mutuelle complémentaire (complementary health insurance) to employees and pay at least 50% of premiums. This is mandatory for employers, and employees must enroll unless they have proof of coverage elsewhere (e.g., spouse's plan). The mutuelle covers medical costs not reimbursed by Sécurité sociale (which covers 70% of most care), such as dental, optical, and specialist care. Employee contribution is typically €20-60/month depending on coverage level.

How much vacation time do I get in my first year in France?

You accrue 2.5 days of congés payés (paid vacation) per month worked, reaching 30 days (equivalent to 5 weeks for a 6-day reference week, or 25 days for 5-day week) after a full year. In your first year, you earn vacation proportionally. The reference period runs June 1 to May 31. You typically cannot use vacation during période d'essai unless employer agrees. Additionally, you benefit from approximately 11 jours fériés (public holidays) which don't count against vacation days.

What is a convention collective in France?

A convention collective is a collective bargaining agreement for specific industries or sectors (e.g., commerce, metallurgy, IT) that supplements French labor law. It defines industry-specific rules on salaries, classifications, vacation bonuses, notice periods, and benefits. Your employment contract must specify which convention collective applies (e.g., "Syntec" for IT consulting). Conventions collectives often provide better terms than legal minimums. You can consult yours at legifrance.gouv.fr by searching the convention name.

How does income tax work for French employees?

Since January 2019, France uses prélèvement à la source - income tax is withheld directly from your salary each month by your employer. The rate is determined by your tax situation (marital status, dependents, income) from your previous year's tax return. Despite automatic withholding, you must still file an annual déclaration de revenus (tax return) in May-June at impots.gouv.fr to verify amounts and adjust rates. First-time workers have a default rate applied, adjusted after first declaration.

What is CDI vs CDD in French employment contracts?

CDI (Contrat à Durée Indéterminée) is a permanent contract with no end date, offering maximum job security and requiring cause for termination. CDD (Contrat à Durée Déterminée) is a fixed-term contract for specific duration (usually 6-18 months maximum, renewable once) used for temporary needs like project work, seasonal work, or replacement. CDD offers a 10% end-of-contract bonus (prime de précarité). Employers cannot use CDD for permanent positions. After 2-3 CDD renewals, it often converts to CDI.

Starting First Job in France: Guide 2025

Quick Overview

Starting your first job in France requires a numéro de sécurité sociale (social security number) and French bank account for salary payments. Employees must review their contrat de travail carefully, understanding CDI vs CDD (permanent vs fixed-term), salary brut vs net (gross vs after ~22% employee social contributions), the 35-hour legal workweek, and période d'essai (trial period: 2-4 months depending on position). Employers must provide mutuelle (complementary health insurance) paying at least 50% of premiums since 2016. French employees enjoy strong protections including minimum 5 weeks paid vacation (congés payés), RTT days if working over 35h, and prélèvement à la source (income tax withholding at source since 2019).

Key Facts

Legal workweek

35 hours (RTT days if working more)

Minimum paid vacation

5 weeks (25 days) + ~11 public holidays

Trial period (période d'essai)

2 months (workers), 3 months (supervisors), 4 months (managers)

Social contributions

~22% employee, ~42% employer (on gross salary)

Required documents

Numéro de sécu, French bank account, Carte Vitale

Mutuelle (health insurance)

Mandatory employer-provided, 50%+ employer-paid

How It Works

Starting First Job in France

France has comprehensive employee protections enshrined in labor law and conventions collectives (collective agreements by industry). Before starting, ensure you have a numéro de sécurité sociale (French citizens receive at birth; foreigners apply at CPAM) and open a French bank account for salary virement (transfer). Review your contrat de travail carefully: distinguish between CDI (permanent contract offering maximum security) and CDD (fixed-term, used for specific projects/replacements). Understand that salaire brut (gross) is reduced by approximately 22% in employee cotisations sociales (social contributions covering health, pension, unemployment) to reach net à payer (net paid). Net imposable is used for tax calculations but since 2019, impôt sur le revenu is withheld via prélèvement à la source. The legal workweek is 35 hours - if your contract specifies more (e.g., 39h), you typically receive RTT (Réduction du Temps de Travail) days as compensatory time off. Employers must enroll you in a mutuelle (complementary health insurance) covering what Sécurité sociale doesn't, paying at least 50% of premiums. The période d'essai (trial period) lasts 2 months for workers, 3 for supervisors, 4 for managers, renewable once - during this time either party can terminate with shorter notice. French employees accrue 2.5 days congés payés per month (5 weeks/year minimum), plus approximately 11 jours fériés (public holidays). Companies with 11+ employees have CSE (Comité Social et Économique) providing employee representation and benefits. Annual tax declaration at impots.gouv.fr remains mandatory despite prélèvement à la source.

Setup required

Ensure you have numéro de sécurité sociale

Social security number for employment.

Open French bank account

Account for salary payments.

Ensure Carte Vitale is active

Health insurance card.

Employment setup

Review contrat de travail

Understand your employment contract.

Understand your fiche de paie

French payslips are detailed.

Enroll in mutuelle (complementary health)

Employer must offer mutuelle.

Employee rights in France

Know vacation entitlement

5 weeks minimum (25 days for 5-day week).

Know about CSE (works council)

Employee representation in companies 11+.

Prepare for impôts sur le revenu

Annual tax declaration.

Starting First Job Costs in France (2025)

Opening bank accountFree

Many banks offer free basic accounts

Carte VitaleFree

Health insurance card from CPAM

Mutuelle (employee share)€20-60/month

Employer pays 50%+, varies by plan

Social contributions (employee)~22% of gross

Deducted from salary automatically

Income tax (prélèvement à la source)0-45% of net imposable

Withheld at source, depends on income

Professional clothing (if needed)€100-500

Varies by industry

Total

Main costs are automatic deductions from salary: ~22% social contributions + income tax. Mutuelle typically €20-60/month (employer pays 50%+). No upfront costs for starting work.

Service	Cost	Notes
Opening bank account	Free	Many banks offer free basic accounts
Carte Vitale	Free	Health insurance card from CPAM
Mutuelle (employee share)	€20-60/month	Employer pays 50%+, varies by plan
Social contributions (employee)	~22% of gross	Deducted from salary automatically
Income tax (prélèvement à la source)	0-45% of net imposable	Withheld at source, depends on income
Professional clothing (if needed)	€100-500	Varies by industry
Total estimate	Main costs are automatic deductions from salary: ~22% social contributions + income tax. Mutuelle typically €20-60/month (employer pays 50%+). No upfront costs for starting work.

*French salaries are quoted as brut (gross). Expect ~22% deducted for employee social contributions, then income tax withheld via prélèvement à la source. SMIC (minimum wage) is €1,766.92/month gross or €1,398.69 net for 35h/week (January 2025). Prices current as of January 2025.

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Starting First Job

Key Facts

How It Works

Before Starting

Ensure you have numéro de sécurité sociale

Open French bank account

Ensure Carte Vitale is active

First Weeks

Review contrat de travail

Understand your fiche de paie

Enroll in mutuelle (complementary health)

Know Your Rights

Know vacation entitlement

Know about CSE (works council)

Prepare for impôts sur le revenu

Starting First Job Costs in France (2025)

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Key Facts

How It Works

0%Week 1Before Starting0 of 3 tasks completed

Before Starting

Ensure you have numéro de sécurité sociale

Open French bank account

Ensure Carte Vitale is active

0%Month 1-2First Weeks0 of 3 tasks completed

First Weeks

Review contrat de travail

Understand your fiche de paie

Enroll in mutuelle (complementary health)

0%AdministrativeKnow Your Rights0 of 3 tasks completed

Know Your Rights

Know vacation entitlement

Know about CSE (works council)

Prepare for impôts sur le revenu

Starting First Job Costs in France (2025)

Get Checklist via Email

Presence Partner

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