Although France has traditionally focused on its service sector, there has been a renewed investment in industry in recent years. The country is also positioning itself in the forefront of tomorrow's world, driven by advancements in new technologies. The ambitious France 2030 investment plan aims to expedite the country's economic transformation, fostering employment and innovation. Additionally, the plan targets reducing structural unemployment, which remains a challenge despite numerous reform efforts.
Unemployment in France (excluding Mayotte) stood at 7.5% in Q4 2023, slightly above an annual average of 7%. This figure remains high for one of the world's major economies. France has experienced higher rates recently, with unemployment hovering around 9% in 2018. The country's ongoing challenge in substantially reducing its current unemployment rate and improving employment levels is a matter of concern domestically and internationally.
The issue of employment in France was extensively discussed during the 2022 presidential elections and featured prominently on election platforms. The government imposed reforms to boost the labor market, notably on pensions but faced stiff resistance from trade unions.
Economists cite several factors to explain France's sluggish employment performance, such as a high minimum wage, excessive regulation, rigid labor laws, and inefficient public spending.
France's labor market: A skills shortage
Several factors have led to a lack of competitiveness on the part of French companies, particularly among their European and international peers. However, despite its reluctance to accept foreign workers, France still needs both skilled and unskilled foreign workers. Many unskilled jobs are filled by nationals from European countries where the cost of living is lower. Moreover, French companies and international firms based in France frequently recruit highly skilled workers from Europe or worldwide. Global recruitment is so crucial that specific visa regimes have been implemented to facilitate the administrative procedures for finding employees outside the country.
The European Centre for the Development of Vocational Training () has pinpointed the five most sought-after skilled professions to tackle labor shortages: information and communication technologies (ICT), doctors, STEM (science, technology, engineering, and mathematics) professionals, nurses and midwives, and teachers. The legal and construction sectors have also felt the impact. Additionally, the global Covid-19 pandemic has highlighted a significant shortage of nursing staff, especially in hospitals.
Other sectors that require less specialized skills are also facing labor shortages. Positions in the hotel and catering industry, especially during the summer season, can be highly sought after. Many owners of these establishments have had to increase wages to attract workers. Jobs that were previously paid at minimum wage are now becoming more financially appealing. The agricultural sector also frequently struggles to recruit seasonal labor, particularly for harvesting. Lastly, France is experiencing a significant shortage of homecare workers needed to support its aging population.
Job search in France
To navigate the job market in France, start by exploring employment websites. If you work in a specialized field like management consulting, contact firms that focus on that area. For sectors experiencing shortages, consider contacting the human resources departments of companies you're interested in.
Fluency in French is highly recommended, even if you work for an international institution or organization or if you hold a senior position (researcher, economist, etc.). If you intend to live in France permanently, you will be asked to take a .
Labor law in France
French labor law is renowned for being highly protective of employees worldwide. Employers are mandated to contribute to various social security schemes encompassing health, retirement, unemployment, and industrial accidents. Dismissal in France is governed by stringent regulations aimed at safeguarding employees. Dismissal reasons must be justified, and specific notice and compensation procedures must be followed. Following the dismissal, individuals typically have the option to apply for unemployment benefits.
Employers are responsible for maintaining workplace health and safety by implementing preventive measures and adhering to current standards. French employees are entitled to at least 5 weeks of paid vacation annually and are officially expected to work a 35-hour week. However, many employees actually work more than 40 hours a week. In some sectors, such as healthcare and agriculture, employees often work more than 50 or even 60 hours a week.
Employees who work overtime are entitled to receive a higher hourly rate of pay and compensatory rest equivalent to this higher rate.
France has 11 public holidays, but not all of them are non-working days. Only Labour Day (May 1st) is a mandatory public holiday, although some professionals, such as those in the medical sector or transportation, may need to work to maintain essential services.
Since 2004, there has been one less public holiday. To help finance policies in favor of the elderly or disabled, every French employee "donates" a public holiday: in practice, they work on the holiday but without pay. This is the principle behind the . Depending on their sector (public or private), employees may work on a public holiday, except for May 1st, to help fund initiatives for the elderly and disabled. They can also work during an RTT (reduced working time) day or on a day they don't usually work.
Here is a list of the most common public holidays in France:
- New Year's Day: January 1;
- Easter Monday: variable (March/April);
- Workers' Day: May 1;
- Victory Day 1945: May 8;
- Ascension Day: variable (May/June, 40 days after Easter);
- Pentecost: variable (May/June, 50 days after Easter);
- Bastille Day: July 14;
- Assumption: August 15;
- All Saints' Day: November 1;
- Armistice Day 1918: November 11;
- Christmas: December 25.
In addition to national public holidays, some regions and overseas departments in France may observe specific public holidays tied to local traditions or special events.
If you work on a public holiday, you are entitled to extra pay or compensatory time off. In France, you have the right to decline work on a public holiday unless your employment contract includes provisions specifying otherwise; in such cases, you must adhere to these clauses.
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