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Get expert helpFrench Guiana might not be the first place you think of when expanding internationally, but maybe it should be. It’s part of France, ties into the EU, and offers a French-speaking workforce with growing potential. But here’s the thing: hiring and paying employees there comes with its own playbook.
You’re not just dealing with French labor law. You’re also navigating local nuances, layered bureaucracy, and a payroll system that’s anything but casual. This guide gives you the clarity you need, step by step, to stay compliant and confident.
Navigating legal and compliance requirements in French Guiana
Hiring in French Guiana means working within the French system. That means strong labor protections, detailed paperwork, and strict employer obligations.
French Guiana is technically France. That means French labor law applies in full—contracts, benefits, protections—the works. The French Labor Code is your primary source of truth. And since French Guiana is part of the EU, European labor directives apply, too.
All contracts and official documents need to be in French. And don’t underestimate the role of unions and local labor courts—they’re active and informed.
Every hire needs a written contract. Here’s what’s most common:
- CDI (Contrat à Durée Indéterminée). The go-to permanent contract. No end date, lots of protections.
- CDD (Contrat à Durée Déterminée). Fixed-term contract that’s great for specific projects, but there are limits.
- Part-time contracts. Must list exact hours to avoid defaulting to full-time status.
Your contracts also need to cover probation periods, job location, social contributions, and relevant collective bargaining agreements (CBAs).
You’ll need a work permit for talent from outside the EU. Here’s the basic process:
- Apply through the French Ministry of the Interior
- Submit a signed employment contract
- Pass labor market checks in some cases
Skip this step, and you could face steep fines. Always verify right-to-work status before day one.
French Guiana follows France’s minimum wage (SMIC) at €11.88 per hour. CBAs may push that number higher, depending on your industry.
Employees are entitled to:
- Five weeks of paid vacation
- Paid public holidays
- Maternity/paternity leave
Terminations require cause and may involve severance pay. For a broader look at maintaining compliance when hiring internationally, see How to Stay Compliant When Hiring International Employees.
Setting up payroll and managing employee compensation
French payroll is detail-heavy. Getting it right isn’t just smart—it’s required.
Minimum wage is your baseline. But real-world salaries vary by role, region, and industry. What to consider:
- Cost of living in Cayenne vs. remote areas
- Industry benchmarks
- CBAs that set wage floors or benefits
Payroll in French Guiana comes with mandatory employer contributions, including:
- URSSAF for health, retirement, and family benefits
- Pôle Emploi for unemployment insurance
- Occupational health and safety programs
Expect employer costs to run 40% to 45% of gross salary. No guesswork allowed—everything needs to be calculated and reported monthly.
Here’s how it works:
- Monthly pay cycles are the norm
- Payslips must include all deductions and net pay
- Declare everything through France’s DSN reporting system
Payments are typically made via bank transfer. You’ll need to store payroll records for five years. GDPR applies, too, so handle personal data carefully.
Choosing the right payroll model: Entity vs. EOR vs. contractor
Your business goals will shape the best approach to hiring.
Set up a local entity if you’re:
- Hiring an entire team
- In French Guiana for the long haul
- Ready to handle tax IDs, registrations, and local reporting
Use an Employer of Record (EOR) if you:
- Want to hire fast without creating a legal entity
- Need help navigating French labor law
- Want someone else to handle payroll, benefits, and compliance
Go with contractors only when:
- It’s truly project-based
- You’re not directing daily work
Misclassifying workers comes with legal risk. Be careful here.
To go deeper on how EORs work and why they’re such a popular global hiring solution, check out What Is an Employer of Record (EOR)?.
Avoiding onboarding delays: What to prepare in advance
You can’t afford to get stuck in paperwork purgatory. Prep these items before your new hire starts:
- French-language employment contract
- Proof of eligibility to work
- Registration with URSSAF
- Notification to occupational health services
- DSN system setup
New hires also need a medical exam in the first three months. For non-EU nationals, start that visa process early because it can take weeks.
A probationary period of 1-3 months is common. Use it to set expectations and make sure both sides are aligned.
Tips and resources for a smooth process
Hiring in French Guiana isn’t overly complex, but it is very specific. Here’s how to make it easier:
- Stick with official sources like Service-Public.fr for legal guidance
- Get your paperwork in French from the start
- Map out onboarding timelines so you’re not scrambling later
Why working with an EOR makes sense
If French Guiana is new territory for your team, an employer of record can be your shortcut to getting it right.
An EOR is a local legal employer who hires your team on your behalf. You still manage the employee’s work, but the EOR handles everything else: payroll, tax filings, employment contracts, and local compliance.
It means you can hire in days, not months. Your team gets local protections, correct pay, and legal benefits from day one.
The hiring landscape: What the data says
French Guiana has a younger workforce than mainland France. Many workers speak French and Creole. In 2024, the unemployment rate hovered around 17.3%, so you’ll find available talent, especially for skilled roles.
Salaries in Guiana typically range from €1,800 (~US$1,890)to €2,600 (~US$2,730) per month, depending on industry and experience. In urban areas like Cayenne, infrastructure is reliable. Outside major cities, expect more variability.
Make compliant hiring your advantage
There’s nothing simple about global hiring, but if you take the time to understand local rules, it pays off. Especially in places like French Guiana, where getting it right from the start means fewer headaches later.
Here’s your to-do list:
- Nail your contracts
- Register with authorities early
- Get payroll right
From there, you’re in a strong position to build a long-term team.
How Pebl can help
Let’s face it, hiring globally is never plug-and-play. But with Pebl, it can feel close.
Our employer of record services help you hire, pay, and manage employees in 185+ countries without setting up a local entity. We handle contracts, compliance, and payroll so your team gets paid on time, and your HR team doesn’t lose sleep.
Need to hire in French Guiana? Let’s chat about making it happen.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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