Key takeaways

  • What is an employer of record (EOR)?: An EOR hires employees on your behalf internationally. It manages payroll, benefits, taxes, and ensures local compliance in each country.

  • Main benefit of an EOR: You can hire global talent quickly and compliantly, without establishing local subsidiaries.

  • Selection criteria: Verify the provider’s entity infrastructure, team of regional HR and legal experts, and data security measures.

Over75% of companies in France struggle to find qualified talent, particularly in fields like IT, engineering, and green jobs. Companies of all sizes are going global to fill critical roles. However, the challenges of managing international teams can quickly snowball. From setting up in-country entities to onboarding, compensation, and compliance oversight — juggling these responsibilities is a full-time job. 

A global employer of record (EOR) can simplify all aspects of international employment. It allows you to enter new markets without the time and costs of establishing local entities.

What is an employer of record (EOR)?

An EOR legally employs workers on behalf of another company internationally. Say you’re a French-based company and want to hire someone in Germany, the United States, or Brazil, but you don't have a legal entity in those regions. With an EOR, you can bypass this step and start hiring in minutes, not months.

The EOR manages all aspects of employment, including payroll, taxes, benefits, HR tasks, and compliance obligations. With an EOR, you can hire anywhere — without legal risk.

How an EOR simplifies international expansion for France-based companies

1. Access to specialized talent

France is headed toward a labor shortage of 3.9 million workers by 2050. This shortage is particularly acute in sectors where France seeks global leadership — AI, green technology, and advanced manufacturing — making global hiring essential for maintaining France's competitive position in Europe.

An EOR gives you quick and easy access to global talent pools. G-P EOR uses automated workflows and AI to manage the entire employment lifecycle. You can generate locally compliant contracts and onboard new employees in 180+ countries in minutes — all without setting up a legal entity. This allows your France-based business to hire the best person for the job, wherever they are in the world.

Whether you’re a Lyon-based aerospace component manufacturer that needs specialized metallurgy engineers in Germany, or a Paris fintech startup requiring blockchain developers in Estonia, an EOR can transform an 8-month entity setup process into immediate onboarding.

2. Global payroll and assured compliance

France HR leaders are used to complex employment regulations — from the code du travail to the 100+ different Collective Bargaining Agreements (CBAs). An EOR guarantees you meet compliance standards, no matter where you’re hiring. 

An EOR removes the administrative burden of learning dozens of new regulatory systems and ensures you’re operating within each country's legal framework.

An EOR also simplifies global operations by managing locally compliant payroll for your team. G-P EOR ensures your team members are paid accurately, on time, and in their local currency. Our technology is backed by the industry's largest team of in-country HR and legal experts to ensure compliance with all local tax and labor laws.

3. Automated contract generation

A strong EOR partner generates locally compliant employment contracts. Our Employment Contract Generator allows you to create compliant contracts tailored to each individual and country with just a few clicks.

4. Effortless tax management

Legal responsibilities like tax filing can be a major challenge, especially when you know the complexity of the French system with URSSAF and social contributions. An EOR manages these responsibilities in each country, including appropriate tax deductions and filings for each employee.

5. Streamlined benefits administration

EORs handle benefits administration, including contributions to private health insurance (when applicable). The best EORs help companies offer competitive benefits packages aligned with country-specific labor laws.

For example, France employers administer benefits like “mutuelle” (mandatory supplemental health insurance) and contribute to schemes such as URSSAF, unemployment insurance, and retirement plans like Agirc-Arrco. These programs and contribution rates can look very different in other countries. An EOR helps translate these differences so France companies can stay compliant while offering competitive benefits to global teams. 

How to choose your EOR

Not all EORs offer the same quality. Although an EOR can facilitate your expansion, the caliber of its technology and expertise is crucial to your success.

1. Does the EOR own entities in the countries where you want to hire?

Some EORs rely on the infrastructure of local third parties. Make sure the EOR you choose has wholly owned entities in your target countries and a team of regional experts in HR and labor law to ensure compliance and security for your French company.

2. Does the EOR offer regional HR and legal support?

Avoid EORs that use an intermediary to manage legal matters. Slow turnaround times and inefficient processes can impact international compliance.

3. Does your EOR technology offer automation, AI features, scalability, and robust security?

To effectively manage global employment from France, you need a comprehensive platform that streamlines and automates manual processes. The ideal platform should give you real-time updates on regulatory changes in your hiring countries.

4. Does the EOR have a proven compliance track record?

The right EOR will back up their claims with proof. Check customer reviews to gauge the EOR's strengths and weaknesses. 

All top industry analysts, including the QKS Group 2025 SPARK Matrix™ report, name G-P the #1 EOR.

5. Does the EOR prioritize data security, especially in the context of GDPR?

Data protection and customer satisfaction are top priorities. Robust security measures to protect employee information and payroll data are vital, especially for a France company subject to GDPR.

G-P adheres to strict data privacy regulations and guidelines to protect customers. All data is encrypted at rest and in transit using industry-standard encryption.

Key markets for French expansion

G-P EOR can help you hire, onboard, and manage teams in 180+ countries, including preferred destinations for France companies, such as:

  • Germany: France's leading trade partner and home to the engineering talent France manufacturers need

  • United States: Access to Silicon Valley tech talent and East Coast financial expertise for French digital transformation

  • United Kingdom: Despite Brexit, London is crucial for financial services and fintech talent

  • Canada: Natural expansion market with francophone talent in Quebec and anglophone expertise in Toronto

  • Singapore: Gateway to Asia-Pacific for French luxury brands and industrial companies

  • Morocco: Growing francophone market for France companies expanding into Africa

  • Israel: Access to world-class cybersecurity and AI talent that France companies increasingly need

No entity? No problem. Hire globally with G-P EOR.

Hire the best person for the job, anywhere in the world. Our global employment products and EOR solutions offer everything you need to hire, onboard, and manage global teams — without setting up new entities. 

Our dedicated team of regional HR and legal experts has over a decade of experience helping France companies of all sizes hire globally.

Tell us where you want to hire. We'll handle the rest.