Selecting an international portage salarial provider can determine whether your first hire abroad succeeds or creates months of compliance headaches. Yet many French SMEs sign agreements with portage companies without asking the questions that matter most. Expandys supports French businesses in navigating these decisions with nearly two decades of experience across the UK, Australia, and India. This article covers the eight legal and payroll questions you should ask before committing to any provider.
A provider's legal structure determines your compliance exposure. Ask for the company registration number (such as a SIREN in France or Companies House registration in the UK) and verify it independently. Providers operating through third-party partnerships rather than direct incorporation create additional risk layers.
Confirm whether the entity is registered under the appropriate employment classification code. In France, NAF code 7830Z indicates proper human resources provision. A reliable EOR or portage provider will share this documentation without hesitation.
France requires portage salarial companies to operate under Convention Collective Nationale 3219. Ask your provider whether they hold this certification and can demonstrate compliance with Article L.1254-24 of the Code du Travail. For non-EU countries, inquire about equivalent licensing requirements.
Providers without proper certification expose you to potential reclassification of your consultant as a direct employee. This can trigger backdated social contributions and penalties in both France and the host country.
France maintains bilateral social security agreements with many countries, allowing French consultants to retain coverage during assignments abroad. Ask your provider how they handle these conventions and what documentation they prepare for secondment (détachement) or expatriation status.
A qualified provider should explain whether your assignment qualifies for the EU A1 certificate (for European assignments under 24 months) or requires coordination with the Caisse des Français de l'Étranger. Expandys manages this social security coordination as a standard part of international portage arrangements.
Management fees typically range from 5% to 12% of billed revenue, but what those fees cover varies significantly. Ask for a line-by-line breakdown that specifies: contract administration, payroll processing, social contribution management, insurance coverage, and legal advisory support.
Some providers advertise low headline fees but add charges for currency conversion, payment processing, or annual account maintenance. Others bundle these services into a single transparent rate. Request written confirmation of what happens if your assignment extends beyond the initial term.
Employer social contributions differ dramatically by country. In France, employer charges represent approximately 45% of gross salary. The UK sits closer to 13.8% through National Insurance. India varies by state and sector. Australia requires superannuation contributions of 11.5% on top of salary.
Your provider should deliver a complete gross-to-net calculation showing all mandatory contributions before you sign. This includes pension, health coverage, unemployment insurance, and any sector-specific levies that apply to your industry.
Ask when salary payments are processed and whether the provider offers advances if client payments arrive late. Some providers pay on fixed dates regardless of invoice collection. Others delay until funds clear, creating cash flow gaps for your consultant.
For multi-currency assignments, clarify which exchange rates apply and when conversions occur. A rate locked at invoice date differs meaningfully from one applied at payment date. Expandys processes salaries by the 5th of each month and offers advance options when invoice collection delays arise.
International assignments carry legal complexity. Ask your provider how they respond to regulatory inquiries, tax audits, or employment disputes in the target country. Do they maintain local legal counsel? What indemnification do they offer if their advice proves incorrect?
A provider with genuine local presence can address issues directly with authorities. One that operates through distant partnerships may leave you exposed. Request references from clients who have used the provider in your specific target market for at least 12 months.
Many French companies use portage salarial to test a market before committing to full subsidiary creation. Ask whether your provider can support that transition: transferring employee records, advising on local incorporation, and managing the handover without disrupting your consultant's status.
Providers focused solely on portage transactions may not offer this strategic perspective. Expandys supports the complete arc from market testing through subsidiary establishment and ongoing compliance management.
The eight questions above serve as a foundation, but selection ultimately depends on matching your specific situation to a provider's genuine capabilities. A provider with strong UK expertise may lack depth in India or Australia. One that excels with tech consultants may not understand manufacturing sector requirements.
Expandys specializes in supporting French companies expanding to the UK, Australia, and India through international portage salarial, recruitment, and market entry services. Our local teams operate directly in target markets, combining legal expertise with practical experience across more than 600 client projects.
International portage salarial is a French employment framework that allows a consultant to work abroad through a portage company without the client creating a local entity. The portage company acts as the legal employer, managing payroll, social contributions, and regulatory compliance while the consultant retains commercial autonomy over their assignments.
Request the provider's company registration number and verify it through official government registries. In France, use Pappers.fr or the RCS database. In the UK, search Companies House. Check that the registered activity code aligns with employment services rather than generic consulting.
Fees typically range from 5% to 12% of billed revenue depending on services included. Some providers charge flat monthly fees instead. Always request a detailed breakdown showing what the fee covers and confirm whether currency conversion, payment processing, or compliance audits carry additional charges.
Bilateral agreements allow French consultants to retain French social coverage during assignments abroad, avoiding double contributions. Your provider should determine whether your assignment qualifies for secondment status and prepare necessary documentation such as the EU A1 certificate or CFE coordination paperwork.
Ask about their physical presence in the target country, the tenure of their local legal advisors, and how many clients they currently support in that specific market. Request references from companies in your industry who have completed similar assignments. Generic responses suggest limited real-world experience.
Switching providers mid-assignment creates administrative complexity and potential gaps in coverage. Before signing, confirm contract termination terms and whether the provider supports orderly transitions. The initial selection process deserves careful attention precisely because changing providers later carries meaningful risk.
Get expert guidance from Expandys and make your international hiring decision with confidence. Our local teams in the UK, Australia, and India can help you navigate payroll, compliance, social security, and market-entry requirements from day one.