SIMPLE, PREDICTABLE FRENCH HR PRICING
Know your French HR cost before you hire.
One fixed monthly fee per employee for the full day-to-day HR scope — easy to forecast, with external disbursements and exceptional assignments identified in advance.
THREE TRANSPARENT ENGAGEMENT MODELS
Recurring support, a fixed-price audit or time-bound leadership.
Monthly French HR support
€98.90 excl. VAT per standard-rate employee per month; €49.45 at the reduced rate.
See rates and scope ↓ DIAGNOSTICHR Compliance Audit
Fixed price from €689 excl. VAT per audited French establishment. The bracket is based on the total FTE headcount of the employing company under the same SIREN.
See audit brackets ↓ TRANSITIONInterim HR Management
Indicative reference rate: €1,300 excl. VAT per day, with scope and duration agreed in advance.
See the day rate ↓ONGOING FRENCH HR SUPPORT
A transparent fee linked to actual headcount.
Employees working at least 65 hours a month. Apprentices and other work-study employees use the standard rate. Employee-status company officers are included where the contractual documents provide for it.
Employees working fewer than 65 hours a month and paid interns.
The time references explain how the overall support capacity is planned. They are not individual employee time accounts. Priorities and time are managed across the French operation.
P&L AND BUSINESS-PLAN EXAMPLES
A monthly cost you can calculate in advance.
| French headcount | Monthly fee | Six-month initial commitment |
|---|---|---|
| 5 standard-rate employees | €494.50 excl. VAT | €2,967.00 excl. VAT |
| 10 standard-rate employees | €989.00 excl. VAT | €5,934.00 excl. VAT |
| 20 standard-rate employees | €1,978.00 excl. VAT | €11,868.00 excl. VAT |
| 50 standard-rate employees | €4,945.00 excl. VAT | €29,670.00 excl. VAT |
Examples assume every person is billed at the standard rate and the headcount remains unchanged. Actual invoices follow the monthly workforce and the accepted proposal and terms.
FULL DAY-TO-DAY HR SCOPE INCLUDED
One subscription, eight practical areas of support.
The list is deliberately concise while describing the full recurring scope. Your appointed senior French HR lead manages priorities across the French operation.
Hiring documents & employee records
Pre-hire declarations; contracts, amendments and trial-period checks; employee register and files; temporary workers and interns; medical-visit reminders; liaison with agencies, schools and employment bodies.
We manage the monthly cycle; the provider produces payroll
We can help select a suitable payroll platform or accounting firm. The client contracts with that provider directly; monRH@moi then collects and checks HR inputs, transmits them, reviews outputs for consistency and follows corrections. We do not issue payslips, file payroll declarations or provide payroll software.
Hours, leave & absence
Working-time arrangements, overtime, additional rest days commonly called RTT, and annual working-days plans; leave, sickness, lateness and other absences; practical tracking tools and payroll-input consequences.
Health, safety & occupational health
Mandatory workplace risk-assessment record (DUERP) and action follow-up; health-and-safety registers; exposure and hardship; incapacity cases; mandatory training, permits and occupational-health coordination.
Works council, negotiations & collective dialogue
Elections for France’s statutory works council, the Social and Economic Committee (CSE); mandatory meetings and the workforce, social, economic and environmental information database (BDESE); consultations, negotiations, union relations and collective-dispute support.
Controls, policies, discipline & terminations
Mandatory policies, notices, registers and agreements; equality obligations; inspection and social-body controls; disciplinary and termination processes; negotiated exits and preparation of the factual HR file for employment disputes.
Hiring support, onboarding & development
Role definition, classification and hiring support; refinement of client-sourced shortlists and second-line review of identified candidates; referral to an external recruitment firm where sourcing, advertising or first-line assessment is needed; onboarding and trial-period reviews; employee listening, appraisals, professional interviews, training plans and internal communication.
Management, organisation & funding
Advice and coaching for business owners and managers; organisational, process and communication reviews; workforce planning; identification and follow-up of eligible hiring, training, short-time-work, safety or export-related funding.
Calls, emails, recurring documents and follow-through are managed inside the agreed day-to-day scope. Billing follows actual monthly headcount, with an initial six-month commitment.
Professional boundaries: the payroll platform or accounting firm is contracted directly by the client and retains responsibility for payroll production under its contract. monRH@moi is responsible only for its agreed HR coordination and control work, not for the provider’s calculation engine, payslips or statutory filings. Lawyers and other regulated professionals retain reserved advice and representation; final business, hiring and management decisions remain with the employer.
CLEARLY IDENTIFIED EXCEPTIONS
External and exceptional costs stay visible.
External expenses
Registered-mail postage and comparable third-party costs are itemised under the contractual terms.
Regulated professional fees
Payroll production, legal representation, tax, immigration or other reserved advice is billed by the appointed provider or covered by an agreed proposal.
Exceptional assignments
A substantial project outside the recurring scope is priced and approved before work begins.
The accepted proposal and terms define the exact scope, invoicing treatment and any applicable VAT. No exceptional professional assignment is added silently.
DOWNLOADABLE SCOPE AND TERMS
Use the same documents for approval and forecasting.
The English documents make the commercial scope easier to review. The English professional terms are a convenience translation; the French contractual version prevails unless an accepted quotation expressly states otherwise.
Subscription pricing and scope
Rates, included recurring work and separately charged items.
Download PDF → FIXED-PRICE REVIEWHR compliance audit
Scope and price brackets per audited French site or establishment.
Download PDF → CONTRACTUAL INFORMATIONProfessional terms
English convenience translation of the French contractual terms.
Download PDF →FIXED-PRICE AND INTERIM WORK
Transparent pricing beyond the subscription.
Fixed price per audited operating site or establishment
The bracket uses the total FTE headcount of the French employing company under one SIREN, across all SIRET establishments: 1–10 FTEs: €689 · 11–19: €849 · 20–49: €1,049 · 50–99: €1,589. A French company with 27 FTEs across Paris and Lyon falls within the 20–49 bracket: €1,049 excl. VAT for each establishment audited. The audit checks the applicable obligations at every legally relevant level. €200 is deducted when an eligible subscription is entered into within three months, subject to the applicable terms.
See the audit scope →€1,300 excl. VAT per day
Indicative reference rate for temporary hands-on HR leadership during a launch, vacancy, growth step, reorganisation or sensitive project. The duration, delivery rhythm, travel, outputs, authority and handover are set out in the proposal.
See the interim model →FORECAST THE REAL NUMBER
Send the planned headcount and work patterns.
We will provide an exact monthly calculation and identify any foreseeable external or exceptional cost before engagement.