Hiring in France as a foreign company: contracts, timelines and finding the right people.

Three ways to employ people in France

Whatever the route, French labour law applies to anyone who habitually works in France. The choice changes who signs and who runs payroll, not the rules that protect the employee.

The French permanent contract (CDI)

The open-ended contract (contrat à durée indéterminée, CDI) is the norm. Fixed-term contracts (CDD) are allowed only for listed reasons, such as replacing an absent employee or a temporary increase in activity, and are limited in length. Using a CDD for a permanent need exposes the company to requalification as a CDI.

• Written contract. In French, stating position, classification under the collective agreement, salary, working time arrangement and place of work.
• Probation period. Up to 4 months for managers (cadres), 3 months for supervisors and technicians, 2 months for workers and employees, renewable once if the collective agreement allows it.
• Working time. 35 hours a week as the legal reference, or a yearly number of days (forfait jours, up to 218 days) for autonomous managers. See French labour law for employers.
• Non-compete clause. Valid only if limited in time and place and paid after departure. An unpaid clause is void.
• Formalities. Pre-hiring declaration (DPAE) to URSSAF before the first day, registration with occupational health, mandatory health insurance.

The real timeline for a manager or engineer

The French market for industrial managers is tight. According to the Apec barometer of the first quarter of 2026, 47% of companies that recruited managers in 2025 found it difficult. Engineers in automation, quality, supply chain and maintenance are the hardest to find outside the large cities.

This is why foreign groups often combine two actions: an interim manager who takes the role within days, and a permanent search running in parallel. The interim manager can also take part in the final interviews and onboard the permanent hire.

Assessing French candidates: what head office often misreads

• Degrees. The French engineering school system (grandes écoles) is selective and well regarded. A diploma tells you about the level, not about the ability to run a plant.
• Job titles. A “responsable” can be a team lead or a department head. Ask about scope, headcount and budget.
• Salary expectations. Gross annual salaries are quoted before employee contributions, which take about 22% to 25% for a manager. See labour costs and payroll.
• Language. Fluent English is common among engineers and managers in groups, less so on the shop floor. Test it in the interview if the role reports to a foreign head office.
• Mobility. French candidates are less mobile between regions than in North America. A site in a small town needs a stronger offer or a local candidate.

The five hiring mistakes that cost the most

1. Copying the group offer letter instead of drafting a French contract aligned with the collective agreement.
2. Leaving a non-compete clause without payment: it is void and gives no protection.
3. Choosing a fixed-term contract for a permanent role.
4. Recruiting the plant director from head office without knowledge of French labour law and employee representatives.
5. Starting the search after the incumbent has left, which leaves the site without a leader for months.

How MT-Transition helps foreign groups hire in France

We work for foreign parent companies, investment funds and foreign recruitment firms that need a French partner. We recruit managers, engineers, project managers and experts in industry (we do not place technicians), and we place interim managers when the role cannot wait. You get a shortlist in English, a salary benchmark for the region, and one contact who reports to your head office. See our support for foreign companies and how to find an interim manager quickly.

Frequently asked questions