Doing Business in France - RSM International

3.7.3 Employee treatment in France
Schonbrunn Palace,
Vienna
Salaried activity in France is subject to French labor regulations, particularly
concerning statutory working hours, payment of French social security contributions
(in the absence of applicable agreements) and equal rights.
3.7.4 Health cover for personnel in France
Your employees may opt for continued cover by the health and social security system
in their home country if a reciprocal agreement exists between their home country
and France.
In the absence of a reciprocal agreement, any salaried employee working in France,
irrespective of their nationality, age or type of employment contract, must be
registered with the French social security system (territorial principle).
International agreements and EU regulations provide for exemptions from French
social security contributions.
Nationals of countries which have signed bilateral agreements with France may
remain registered with the social security system of their country of origin during
their secondment in France.
A secondment is always limited in time and at the end of this period the seconded
national must register with the social security system of the host country (in this
case, France). They can however continue to contribute to the social security system
in their country of origin; this is called making dual contributions.
In practical terms, the employee must supply proof of their registration in their
country of origin to be able to benefit from the application of social security bilateral
agreements.
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