BASIC COUNTRY FACTS
STATUTORY LABOR REQUIREMENTS
- The Labor Code permits probationary periods to enable the employer to evaluate the employee’s competence and the employee to assess whether the job suits them. Indefinite-term employment contracts may provide for a maximum probationary period of:
- two months for blue-collar and white-collar employees
- three months for supervisors and technical employees
- four months for managers and professional staff.
- These probationary periods may be extended once, up to a maximum of double the original duration, if an applicable industry-wide collective agreement permits this.
- As a consequence, an employee who has worked 12 months is entitled to a minimum of 30 days' (or five weeks) annual leave (this is prorated for employees having worked less than 12 months over the year).
- New Year’s Day (1st January)
- Carnival Monday (24th February)
- Mardi Gras (25th February)
- Ash Wednesday (26th February)
- Mid Lent (19th March)
- Easter Monday (13th April)
- Labor Day (1st May)
- Victory Day (8th May)
- Ascension Day (21st May)
- Abolition Day (27th May)
- Whit Monday (1st June)
- National Day (14th July)
- Assumption Day (15th August)
- All Saint’s Day (1st November)
- Armistice Day (11th November)
- Christmas Day (25th December)
- Employees are entitled to the following maternity leave:
- For a single birth bringing the mother's number of children to one or two: 16 weeks, consisting of:
- six weeks before childbirth;
- ten weeks after childbirth.
- For a single birth bringing the mother's number of children to three or more: 26 weeks, consisting of:
- eight weeks before childbirth;
- 18 weeks after childbirth.
- For a multiple birth of twins: 34 weeks, consisting of:
- 12 weeks before childbirth;
- 22 weeks after childbirth.
- For a multiple birth of triplets or more: 46 weeks, consisting of:
- 24 weeks before childbirth;
- 22 weeks after childbirth.
- If the mother suffers an illness during pregnancy, she is entitled to two more weeks before the childbirth and four more weeks after the childbirth.
- Employees on maternity, paternity or adoption leave are entitled to a daily allowance from the social security authorities.
- The employer is not required to pay salary during this time.
- However, CBAs frequently state that the employee's salary must be paid in full if the employee has a certain length of continuous service (usually one year's service on the date of the child's birth or adoption).
- Male employees are granted three days' leave on the birth or adoption of a child.
- They are also entitled to 11 consecutive days' paternity leave (18 days if there are multiple births or adoptions), which must be taken within the four months following the birth or adoption.
- As for the mother, the father cannot be dismissed during the ten weeks following the birth of the child, except for the reasons described above.
- Male employees are entitled to a daily allowance from the social security authorities, but the employer does not have to maintain the employee's remuneration during the leave (unless specifically provided for by any applicable CBA).
- After a minimum period of employment or amount paid in social security contributions, employees in France are generally entitled to paid sick leave.
- To go on sick leave, you need an official doctor’s note.
- The French social security system also includes extended sick leave for serious and prolonged illnesses, as well as pensions and other benefits for people with disabilities.
- To be entitled to paid sick leave for up to six months, you need
- to have worked for at least 150 hours in the last 90 days before falling sick
- or to have paid social security contributions based on gross earnings equivalent to 1,015 times the minimum hourly wage (9.76 EUR in 2017) in the last six months before your illness.
- You can also be on sick leave for up to twelve months, but only if you have
- worked for at least 600 hours in the last twelve months before falling sick
- or paid social security contributions based on gross earnings equivalent to 2,030 times the minimum hourly wage (9.76 EUR in 2017) in this period.
- In France, the legal length of the working week is 35 hours in all types of companies.
- The working day may not exceed 10 hours.
- Furthermore, employees may not work for more than 4.5 hours without a break.
- Overtime must be paid for as follows:
- 25 percent an hour for each of the first eight hours of overtime (from the 36th to the 43rd hour inclusive)
- 50 percent for each hour after that
- It should be noted that many exceptions are allowed, especially under collective agreements.
- Some managerial staff classified as “autonome” work more than 35 hours a week, but are given additional holiday days.
- Each employee that is to be dismissed is entitled to a notice period, except if the dismissal was due to gross misconduct, negligence, or incapacity. The employee continues to work in the company under the same status and receives regular remuneration until the employment relationship is terminated. The length of notice depends on the employee's seniority in the company:
- One-month notice for six months to two years of seniority;
- Two months’ notice for more than two years of seniority;
- The notice period for seniority below six months is set by collective agreement or company practice.
- The notice period commences on the day on which the letter of dismissal is presented to the employee. The notice period cannot be postponed or suspended except in case of an accident at work, an occupational disease or paid leave.
- Severance pay is only awarded if:
- The employer terminates an indefinite-term contract.
- The employee has the minimum length of service required by the Labor Code or an applicable collective bargaining agreement (CBA). The minimum length of service has been reduced to eight months of seniority by the Macron Reform.
- Severance pay depends on the employee's length of service and the relevant CBA's provisions.
- It is generally calculated on the basis of an employee's average salary (often including bonuses as well as basic salary) during the last twelve months of employment.
- Employees receive statutory severance pay (that is, one fourth of monthly salary for each year of service for the first ten years of service and one third for each year above ten years of service) if no CBA applies or the CBA rate is lower than the statutory amount.
- Employment contracts can also provide for severance payments, provided that their rate is higher than that of the CBA or the statutory amount.
- However, severance payments in company directors' employment contracts must be approved by the company's corporate governance body.
13th Month Salary in Brazil
- Regulated by France Guadeloupe is part of France and it is as a result part of the European Union.
- All nationals require a valid passport.
- Only exception are nationals of the following countries who may also present an alternative document of identification instead of a passport: Belgium, France, Germany, Greece, Italy, Luxembourg, Monaco, Netherlands, Spain, Switzerland.
- Nationals of the following countries do not require a visa when entering as a tourist:
- Andorra, Argentina, Australia, Austria,
- Belgium, Bolivia, Brunei, Bulgaria,
- Canada, Chile, Costa Rica, Croatia,
- El Salvador,
- Finland, France,
- Germany, Gibraltar, Greece, Guatemala,
- Honduras, Hungary,
- Iceland, Ireland, Italy,
- Liechtenstein, Luxembourg,
- Macau, Malaysia, Malta, Mexico, Monaco,
- Netherlands, New Zealand, Nicaragua, North Korea, Norway,
- Panama, Paraguay,
- San Marino, Singapore, South Korea, Spain, Sweden, Switzerland,
- United Kingdom, USA,
- Vatican City, Venezuela
- A tourist visa is valid for a maximum of 90 days
Type of Visa/Permit
Foreigners from non-visa exempt countries must apply for a tourist visa for short stay visits
VALUE ADDED TAX
- This is applied on the “tax excluded price”.
- All imports, except cigarettes, have an “overseas tax” of between 5 % and 25% of duty value.
- Cigarettes attract a tax of 73 %.
- VAT must be added to the price of all goods and services sold.
5% to 25%
- In France if an employer wants to terminate an employment contract, he must be able to show a justifiable reason “cause réelle et sérieuse” and respect the dismissal procedures. These rules are of “public order” so employees cannot contract out of them. A dismissal can only be made by an employer and not a judge.
- Dismissals are divided into two categories. They can be:-
(1) “Inherent to the person of the employee” i.e. a personal reason or
(2) “For an economic reason.
- Person Reason: -
- The dismissal can be made for (1) disciplinary reasons i.e. fault of the employee or (2) outside any incorrect behavior. If it is one of these two reasons, it cannot be discriminatory.
- Disciplinary reasons include “simple fault”, “grave fault”, and “gross fault”.
- Other personal reasons include professional insufficiency, insufficiency of results, disagreement, and personal life of the employee.
- Economic Reason: -
The economic reason is defined by the French labour law code as a reason
(A) not inherent to the person of the employee
(B) resulting from a suppression or a transformation of employment or a modification, refused by the employee of an essential element of the contract of employment, consecutive to economic difficulties
(C) technologies transformations
(E) or cessation of activities.
- These are mandatory benefits as postulated by law
- These include probationary period, annual leave, public holidays, sick leave, maternity leave, paternity leave, overtime pay, notice period, and severance pay
- Statutory benefits also include social security benefits
Social Security Benefits
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