220 articles in this category
Staff secondment in France is strictly governed by articles L8241-1 and L8241-2 of the French Labour Code. Here is what companies need to know to avoid unlawful labour lending and its criminal penalties.
BTP card, provisional proof, employers concerned and sanctions: the essentials to know to be compliant in 2026.
Complete guide to electric company car benefit in kind in France 2026: calculation methods, 50% allowance, charging cost treatment, VAT rules and Urssaf audit risk for HR managers and CFOs.
The DSN (Déclaration Sociale Nominative) is mandatory for all French employers since 2017. Deadline on the 5th or the 15th of the following month depending on headcount: 2026 calendar, obligations, penalties and corrections.
Meals, travel, teleworking, reimbursements and flat-rate allowances: how to deal with professional expenses in 2026.
EUR 1,800 gross does not convert to one single net amount in every case. The context still matters in 2026.
French employers are legally required to cover at least 50% of employees' public transport passes. In 2026, the tax-exempt ceiling extends to 75%, and the sustainable mobility package (FMD) allows up to 600 EUR per year in additional exempt allowances. Getting the payroll treatment wrong creates real URSSAF audit exposure.
Holiday vouchers for employers without a CSE in 2026: URSSAF exemption, €560 annual cap, funding rate (50%/80%) and payroll treatment.
Who pays, how much and for how long? IJSS, waiting period, 2025 cap reform, ETT/user company/CPAM roles, 48h declaration and end-of-mission indemnity: the complete guide to sick leave for temporary workers in France in 2026.
Work clothes, supporting documents, package or actual: here is how to deal with laundry costs in 2026 without compromising payroll or exposing yourself to a URSSAF audit.
Accounting recruitment still requires precise rôle design, realistic expectations and a strong fallback plan in 2026.
Owner of the Procure-to-Pay cycle in corporates: missions, ERPs, P2P tools, salary €50-75K Paris, mandatory e-invoicing from 1 September 2026 and L441-10 payment-term rules.
RQTH in 2026: the MDPH process, validity periods of 1 to 10 years, concrete benefits for the employee (workplace adjustments, training, early retirement) and for the employer (OETH 6% quota, Agefiph levy avoided, one-off grants). Real disadvantages, confidentiality rules under French law and GDPR, and a worked example for a 100-employee company.
Outsourcing payroll transfers technical production — payslips, DSN filing, event notifications — but not the employer's final liability. Per-payslip pricing, scope boundaries, GDPR obligations and the contract clauses that are most frequently missing: what to verify before delegating your payroll.
Therapeutic part-time (temps partiel thérapeutique) in France 2026: three cumulative conditions, salary and daily allowance combination without exceeding usual salary, monthly attestation via Net-Entreprises, and five payroll errors that regularly delay benefit payments to employees.
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