Working in France for Your Dutch Employer: The Dream That Can Actually Become Reality
You are definitely not the only one that is dreaming of working in France. More and more professionals are choosing to work remotely from abroad while staying employed by their company in the Netherlands.
Thanks to flexible working models and international employment solutions, working in France for a Dutch employer is more realistic than ever. However, before packing your bags, there are several important legal, payroll, tax, and HR considerations you need to think about.
In this blog, we explain what employers and employees should know when relocating from the Netherlands to working in France while maintaining Dutch employment.
Why France is becoming increasingly popular among remote workers
France offers an attractive combination of lifestyle, accessibility, and international connectivity. Whether it is the culture, climate, cuisine, or work-life balance, many Dutch employees are exploring the possibility of living there while continuing their career remotely.
At the same time, employers are becoming more open to international remote work arrangements. Companies want to retain talent and offer flexibility, especially in a competitive labour market.
But although remote work sounds simple, international employment comes with obligations that cannot be ignored.
Can you legally work in France for a Dutch employer?
In many cases: yes. However, the structure matters. When an employee relocates to France permanently or spends a significant amount of time working there, French employment and tax regulations may apply. This means the employer can face obligations related to:
- Payroll registration
- Social security contributions
- Employment law compliance
- Tax reporting
- Mandatory employee benefits
- Local labour regulations
Without the right setup, both employer and employee may face compliance risks or unexpected costs.
What changes when you work from France?
1. Employment law may shift to France
Even if the employee has a Dutch employment contract, French labour law can become partially applicable when the employee mainly works from France. France has strict labour regulations regarding:
- Working hours
- Paid leave
- Employee protection
- Termination procedures
- Mandatory benefits
Employers must ensure the employment setup complies with local requirements.
2. Payroll and taxes become more complex
If an employee works structurally from France, payroll obligations may arise there. The employer may need to:
- Register with French authorities
- Process local payroll
- Pay French social contributions
- Withhold taxes correctly
This can quickly become administratively complex without local expertise.
3. Social security rules matter
Within the EU, social security is generally paid in the country where the employee physically works. This means an employee living and working primarily in France will often fall under the French social security system.
In some temporary situations, an A1 certificate may allow the employee to remain under the Dutch system for a limited period, but this depends on the exact circumstances.
The challenge for Dutch employers
Many Dutch companies want to support international remote work, but do not want to establish a legal entity in France just for one or two employees. Setting up an entity abroad involves:
- Company registration
- Local accounting obligations
- Payroll administration
- Tax compliance
- Ongoing legal maintenance
For many businesses, this is time-consuming, expensive, and unnecessary.
A practical solution: Employer of Record (EOR)
An increasingly popular solution is working with an Employer of Record (EOR), also reffered as “portage” in France.
An EOR/Poratge solution acts as the legal employer in France on behalf of the Dutch company. This allows employees to work compliantly in France without the Dutch employer needing to establish a local entity.
With an EOR solution, services typically include:
- Local employment contracts
- Payroll processing
- Tax and social security compliance
- HR administration
- Employee onboarding
- Ongoing local HR support
This enables companies to expand internationally faster and with reduced compliance risks.
Benefits of working in France while keeping your Dutch employer
For employees, the advantages are clear:
- Better work-life balance
- International lifestyle experience
- Flexibility without changing employers
- Career continuity
- Access to remote working opportunities
For employers, international remote work can help:
- Retain valuable talent
- Increase employee satisfaction
- Access broader talent pools
- Support international expansion ambitions
With the right setup, both sides benefit.
Things employees should discuss before relocating
Before moving to France, employees should always discuss the following with their employer:
- How long the stay will be
- Whether the arrangement is temporary or permanent
- Tax implications
- Payroll setup
- Social security coverage
- Healthcare and insurance
- Local employment rights
Clear agreements and proper compliance are essential to avoid complications later on.
International remote work is here to stay
The traditional office-based employment model is changing rapidly. Employees increasingly expect flexibility, while companies are adapting to a more international workforce.
However, international remote work is not just an HR decision, it is also a legal and compliance matter. Having the right support makes all the difference.
Whether you are an employee dreaming of living in France or an employer wanting to support international mobility, a compliant setup is the key to making it work successfully.
Ready to employ staff in France compliantly?
Whether you are exploring international remote work for one employee or planning a broader expansion into France, expert guidance can help you avoid unnecessary risks and administrative complexity.
Learn more about Parakar’s Employer of Record services/ Portage solutions, and discover how international employment in France can become much easier
How Parakar supports companies and employees in France
Parakar supports companies with international employment solutions across Europe, including France. As a local employment partner, Parakar helps businesses compliantly employ staff abroad through solutions such as:
- Employer of Record (EOR)
- International payroll
- HR support
- Immigration assistance
- Compliance guidance
Parakar has local entities and in-country experts, allowing companies to hire employees in France without needing to establish their own French entity.
This means Dutch employers can offer flexibility to their employees while remaining compliant with local regulations.
