Optimize your remuneration: Salary vs Dividends in SASU

This guide is written for expats and foreign founders by a French CPA, an English-speaking accountant in Paris, with practical focus on accounting in France, French corporate tax, business setup in France and French payroll.

The question of the remuneration of the president of SASU (Simplified Single Stock Company) is a great classic of end-of-year optimization. Should we pay a traditional monthly remuneration, or favor the distribution of dividends at the end of the financial year? There is no pre-established answer: the optimal strategy depends on the manager's profile, their target social coverage, the company's results and their life objectives.

This detailed guide presents the mechanisms, examples quantified on €50k, €100k and €200k profit, and concrete strategies to maximize your disposable net income.

The salary of the president as an employee#

In SASU, the president is legally an "equated employee" affiliated to the general Social Security system (except unemployment insurance). His remuneration is subject to significant social security contributions.

Cost of social charges:

• Employer contributions: approximately 42 to 50% of gross salary (depending on remuneration level)
• Employee contributions: approximately 22% of gross salary
• Total employer cost for 1€ net received: approximately 1.55 to 1.70€ (depending on salary level)

Salary Benefits:

• Complete social coverage: health insurance, welfare, basic and supplementary retirement (AGIRC-ARRCO)
• Validation of retirement quarters: 1 quarter validated for 600 hourly SMIC contributions (~€6,996 gross annual in 2026)
• Total deductibility of taxable income for IS

Dividends under flat tax#

Dividends are only distributable after approval of the annual accounts and the existence of a distributable net profit. They are first subject to IS at the company level, then flat tax at the partner's level.

The flat tax (Single Flat Tax):

• Total rate: 31.4% = 12.8% IR + 18.6% social security contributions (LFSS 2026, CSG increased from 9.2% to 10.6%)
• The option for the progressive IR scale (with 40% reduction) remains possible if it is more tax advantageous
• No additional social charges in SASU (unlike EURL/SARL where dividends > 10% of capital are subject to TNS contributions)

Disadvantages of dividends:

• No right to retirement or social protection
• Available only after closing and approval of the accounts (minimum period of 6 months)
• "Hidden" IS cost: dividends come from profit after IS

Case A: €50,000 profit before remuneration#

Hypothesis: No salary, all dividends

• IS profit: €50,000 × 15% = €7,500 of IS
• Net distributable profit: €42,500
• Flat tax 31.4%: €13,345
• Net income received: €29,155
• Total tax cost: €20,845 (41.7%)
• Social protection: NONE

Assumption: Minimum salary (retirement coverage) + dividends

• Monthly net salary: €1,500/month = €18,000 net/year
• Employer cost: ~€32,400
• Residual profit before IS: €50,000 - €32,400 = €17,600
• IS 15%: €2,640 → Net distributable dividend: €14,960
• Flat tax 31.4% on dividend: €4,697 → Net dividend: €10,263
• Total net income: €18,000 + €10,263 = €28,263
• + 4 quarters of retirement validated per year

Conclusion €50k: The difference in net income is small (~€1,300) but the second strategy offers social security coverage and retirement rights. Recommended: minimum salary + dividends.

Case B: €100,000 profit before remuneration#

Assumption: Moderate salary (€3,000 net/month) + dividends

• Annual net salary: €36,000
• Employer cost: ~€64,800
• Residual profit before IS: €100,000 - €64,800 = €35,200
• IS (15% up to €100k of IS profit): €35,200 × 15% = €5,280
• Net distributable dividend: €29,920
• Flat tax 31.4%: €9,395 → Net dividend: €20,525
• Total net income: €36,000 + €20,525 = €56,525

Assumption: High salary (€6,000 net/month)

• Annual net salary: €72,000
• Employer cost: ~€129,600
• No residual profit (€100,000 < €129,600 → tax loss)
• Total net income: €72,000 but deficit carry forward

Conclusion €100k: The moderate salary mix (€3,000/month) + dividends optimizes net income. Beyond €3,500 net/month, social charges consume all the residual profit. PER recommended to further reduce IS.

Case C: €200,000 profit before remuneration#

Optimal strategy recommended by our experts

• Monthly net salary: €4,000 (€48,000/year) → employer cost ~€86,400
• PER payment (Retirement Savings Plan): €20,000 (deductible from IS)
• Residual profit before IS: €200,000 - €86,400 - €20,000 = €93,600
• IS: €93,600 × 15% = €14,040 (below the threshold of €100,000 thanks to deductions)
• Net distributable dividend: €79,560
• Flat tax 31.4%: €24,982 → Net dividend: €54,578
• Total net income: €48,000 + €54,578 = €102,578
• + €20,000 capitalized as a pension (deductible)
• Overall effective deduction rate: ~48% on the €200,000 profit

Conclusion €200k: The combination of moderate salary + PER + dividends is unbeatable. The PER makes it possible to "store" future purchasing power while immediately reducing the IS.

Retirement is often the poor relation of the all-dividend. Here's why:

The supplementary retirement solution for SASU managers: the PER

The PER (Retirement Savings Plan) allows payments to be deducted from the company's taxable income (payments as deductible expenses) or from their personal taxable income. The ceilings are calculated on the basis of professional income.

PER 2026 ceiling: For a SASU president classified as an assimilated employee, the ceiling is 10% of net remuneration within the limit of 10% × 8 PASS 2025, i.e. €37,094 (PASS 2026 = €48,060; 8 PASS = €384,480). Unused ceilings from the previous 3 years may be added.

The associate current account: an often forgotten tool#

The associate current account (CCA) allows the associate to lend money to his company. The interest paid by the company on this CCA is deductible from taxable profit (within the limit of the legal rate set by the CGI, ~3.5% in 2026). For the partner, this interest is subject to flat tax (31.4%).

Advantage: Simple mechanism, no social charges, IS deductible. Ideal for remunerating capital provided.

Limits: No retirement contributions, reimbursement possible only if cash flow allows.

The three-level strategy#

1. Level 1 – Minimum social protection: Salary allowing you to validate your 4 quarters of retirement (~€7,000 gross/year minimum) and to maintain health coverage.

2. Level 2 – IS optimization: PER to reduce the IS tax base, then distribution of residual dividends at the flat tax of 31.4%.

3. Level 3 – Long-term capitalization: If personal needs are covered, keep the profits in the company or bring them back via a Holding to reinvest (real estate, investments) with almost zero taxation.

When the SASU generates significant profits (> €150,000/year) that the manager does not need to consume immediately, the creation of a Holding becomes essential.

Mechanics:

1. The SASU pays its dividends to the parent holding company.
2. Mother-daughter plan: effective taxation of 1.25% (5% of the share of fees and charges × IS 25%).
3. The Holding reinvests these funds (real estate, other investments, financial investments).
4. The manager pays himself a salary from the Holding only for his current needs.

Economy vs direct distribution: On €150,000 of dividends redistributed to an individual, the flat tax costs €45,000. Via the Holding, the cost is €1,875. Savings: €43,125 reinvestable.

Read also: Holding and tax optimization | Holding vs SCI: which arrangement to choose?

For a manager with a profit of €100,000:

• In EURL: The TNS manager pays ~45% contributions on his professional income but can pay himself all the profit without intermediary IS (if EURL to IR).
• In SASU: Heavier charges on salary, but dividends completely free of social security contributions.

The SASU is generally preferable for high profits (> €80,000) where the share of dividends in the remuneration is significant.