What local employment law issues do temporary workers or their employers need to be aware of?
Unless exempted (such as in the case of temporary technical employee transfers), the foreign employee must be affiliated to French social security (URSSAF) and the employers must pay URSSAF contributions. Furthermore, the common law rule is that any employment relationship performed in France shall be governed by French labor law. Therefore the French employer would be bound by mandatory French labor law provisions, such as those governing termination and severance indemnities. In certain circumstances, the employee can remain subject to the foreign employment contract and foreign law, and express waivers by the employee as drafted by counsel may be necessary to avoid the application of French labor law.
