As an EU member state, France has clear rules on working time. Compliance with these rules is crucial for companies posting workers—both from EU and non-EU countries. In this article, we outline the key rules regarding the working week and working time in France, exceptions to these rules, employer obligations, and penalties for violating them.
The working week in France and working hours in France – general rules
The French Labor Code provides:
standard working week : 35 hours,
maximum working time : 48 hours per week (including overtime),
12-week average : cannot exceed 44 hours,
maximum working time per day : 10 hours, with the possibility of extension to 12 hours in exceptional cases,
daily rest : min. 11 hours,
weekly rest : min. 35 hours (24 hours of rest + 11 hours of daily rest).
Can you work longer?
Yes – exceeding standard working time limits is possible , but certain conditions must be met:
must be justified by the nature of the business or an exceptional situation (e.g. urgent works),
requires obtaining a derogation from local authorities or providing for such a possibility in the collective agreement.
💡 The DeleGO team of experts successfully supports employers in obtaining administrative derogations that allow for the extension of daily working time to 12 hours or an increase in the weekly average above the statutory limits – in accordance with the regulations and in close cooperation with the French administration.
Working unusual hours – benefits and responsibilities
Overtime : additionally paid, according to the rules of collective agreements or codes (125%–150% of the basic rate),
Working at night, on holidays, on Sundays : requires special consent and appropriate remuneration,
Working hours for young people : strictly limited, no possibility of night work or overtime.
The obligations of the posting employer arepenalties for non-compliance with regulations
Overtime : additionally paid, according to the rules of collective agreements or codes (125%–150% of the basic rate),
Working at night, on holidays , on Sundays : requires special consent and appropriate remuneration,
Working hours for young people : strictly limited, no possibility of night work or overtime.
The obligations of the posting employer arepenalties for non-compliance with regulations
Every employer posting employees to France must strictly comply with applicable labor law. Among the basic requirements is the obligation to submit a SIPSI declaration before each posting. Equally important is the appointment of a representative in France who will be responsible for contacting the administration and providing the required documents in the event of an inspection.
Furthermore, employers are obligated to maintain records of working hours , for example through daily attendance records, and in the construction industry, to provide each employee with a BTP card . Furthermore, the provisions of the applicable collective agreement must be strictly adhered to, particularly regarding remuneration, working hours, and allowances for work at night, on Sundays, and on public holidays. In the event of an occupational accident, including that of a posted employee, it must be reported immediately to the labor inspectorate .
Failure to comply with these obligations carries serious consequences. Under French labor law , each violation can result in an administrative fine of up to €4,000 per employee , and in the event of repeat offenses, this amount can be doubled. The total fines imposed on a single company can reach as much as €500,000 . Furthermore, regulatory authorities have the power to temporarily prohibit the provision of services in France and hold the investor or general contractor jointly and severally liable for violations committed by a subcontractor. In the most serious cases—such as fictitious secondment of workers without actual activity abroad — criminal sanctions are also possible.
Summary
Managing working time in France requires knowledge of local regulations, but also the ability to adapt to the specific realities of a project. In some cases, it is possible to exceed statutory working time limits , but only if appropriate permits are obtained.
👉 The DeleGO team not only supports clients in fulfilling formal obligations, but also advises on how to legally extend working hours and optimize the processes of posting employees to France.
