First hire in France: securing the journey from candidate to employee

Found your perfect candidate to launch your business in France? Brilliant. Now, you must seal the deal without tripping over the French Labour Code. From job offers and contract types to mandatory declarations, there is no room for error.

Secure my first hire What are the steps?

Why your first hire cannot be improvised

French social law is protective and highly formalised.
From the very first recruitment, you must be flawless regarding:

Contract classification (CDI, CDD, part-time) to avoid costly legal reclassifications.
Mandatory declarations which must be completed before the employee even sets foot in your office.
The Collective Bargaining Agreement (Convention Collective) governing your sector, which often sets minimum salary levels or specific bonuses.

Our mission

We bridge the gap between recruitment and operations, allowing you to focus on welcoming your new talent while we lock down full compliance.

The 5 pillars of a secure first hire with HReact

We don't just send you templates. We orchestrate your employee's arrival through a proven, robust process.

1. Bespoke contractual framework

A poorly drafted contract is the primary source of conflict.
We define the most suitable format with you:

Contract type: Permanent (CDI), Fixed-term (CDD) or specific agreements.

Critical clauses: Probation, non-compete, mobility and intellectual property.

Remuneration: Verification against legal minima and market rates.

2. DPAE Management (Pre-employment Declaration)

This is the key administrative clearance. The DPAE must be submitted to URSSAF before the employee starts work.

⚠️ The risk: Failure to file is legally considered "undisclosed labour".

HReact Action: We handle this declaration for you, ensuring your employee is covered for workplace accidents and Social Security from their very first hour.

3. Occupational health and medical checks

Often overlooked by international firms, registering with an occupational health service is mandatory from the first employee.

We manage the affiliation with the relevant occupational health centre (médecine du travail).
We organise the mandatory information and prevention visit (VIP) or the pre-employment medical examination, depending on the role.

4. Structured onboarding and tools

Integration doesn't stop at paperwork. For a successful long-term hire, the employee experience must be seamless.

Preparing access and equipment before Day 1.
Clear communication on company values and operational processes.
Providing the employee handbook and the mandatory workplace notices.

5. Probationary period management

The probation period (période d'essai) is not just a formality, it is your ultimate safety net.

We schedule follow-up points (onboarding, mid-probation).
We alert you to the applicable notice periods for termination or renewal, to prevent an unsuccessful probationary period from automatically converting into a permanent contract.