France uses a 35-hour statutory week; Everhour helps keep approved time records aligned with payroll review.
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For France, the practical question is how much extra pay applies after the legal full-time working duration of 35 hours per week. Service-Public also expresses that full-time duration as 151.67 hours per month and 1,607 hours per year. For employees covered by standard hourly overtime rules, hours above 35 in the counting week move into overtime pay.
The calculation also tells you which tier applies. Unless a collective agreement defines another seven-day period, overtime is counted from Monday at 00:00 through Sunday at 24:00. Senior executives and employees working under an annual days package are not covered by the standard hourly overtime rules, so confirm worker category before using an hourly overtime result.
In the absence of a collective agreement, the first eight overtime hours in a week, hours 36 through 43, are paid with a 25% salary increase. Weekly overtime from the 44th hour onward is paid with a 50% salary increase. A company, establishment, or branch collective agreement can set different overtime premium rates, but each rate must be at least 10%.
Example: an hourly employee in France covered by the standard hourly overtime rules works 46 hours in one Monday-to-Sunday week at €22 per hour, with no collective agreement changing the default premiums. Standard pay is 35 × €22 = €770. Hours 36 through 43 are 8 × €22 × 1.25 = €220. Hours 44 through 46 are 3 × €22 × 1.5 = €99. Total gross pay for the week is €1,089.
The common mistake is treating the statutory default as the final answer before checking the applicable collective agreement. An agreement can change the counting week, annual overtime quota, and premium rates, subject to the 10% minimum premium. If no applicable collective agreement sets the annual overtime quota, the default quota is 220 overtime hours per employee per year.
Caps matter before you approve the schedule. Actual work is generally capped at 10 hours per day, 48 hours in a single week, and an average of 44 hours per week over 12 consecutive weeks, subject to specified derogations. Overtime beyond the annual quota also triggers mandatory rest consideration: 50% of excess hours in companies with up to 20 employees and 100% in companies with more than 20 employees, unless a more favorable agreement applies.
A one-off calculation is enough when you are checking one employee, one completed week, and one known rate with no agreement-specific override. It is also enough for a quick payslip review when the time record is already approved and you only need to verify the 25% and 50% premium tiers.
A managed workflow is needed when overtime must move from time capture to approval, reporting, and payroll handoff. Everhour can embed tracking controls inside supported project tools and sync project and task metadata, so approved time stays connected to the work source before managers review weekly totals and overtime exceptions.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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For employees covered by standard hourly overtime rules in France, overtime generally starts after the 35-hour statutory workweek. Service-Public lists the legal full-time working duration as 35 hours per week, 151.67 hours per month, and 1,607 hours per year. Collective agreements can affect counting details, so check the applicable agreement before final payroll.
In the absence of a collective agreement, hours 36 through 43 are paid with a 25% salary increase, and weekly overtime from the 44th hour onward is paid with a 50% salary increase. A company, establishment, or branch collective agreement can set different premium rates, but each overtime premium rate must be at least 10%.
Unless a collective agreement defines another seven-day period, overtime is counted by calendar week from Monday at 00:00 through Sunday at 24:00. Do not calculate overtime from a payroll month alone unless the agreement and payroll method support that treatment. The weekly boundary decides which hours fall into the 35-hour baseline and which move into overtime.
Yes. A company, establishment, or branch collective agreement can set the overtime counting week, annual overtime quota, and premium rates. The premium rates cannot fall below 10%. This is why the correct calculation starts with the worker category and agreement, then applies either the agreement terms or the default 25% and 50% tiers.
No. May 1 has a special holiday pay rule. It is a mandatory non-working public holiday except for activities that cannot interrupt work. Employees who work that day receive their normal pay plus an equal indemnity. Keep that rule separate from ordinary weekly overtime premiums so holiday work is not undercounted.
Everhour embeds tracking controls inside supported project management tools such as Asana, ClickUp, Jira, Trello, Monday, GitHub, Linear, Notion, and others. Project and task metadata sync into Everhour, so managers can review time in the same work structure before payroll or billing checks.
Everhour Reporting can show overtime and double-overtime data in Team Hours and configurable reports when overtime tracking is enabled. Reports can use columns, grouping, filters, date ranges, and exports, giving managers a cleaner review path before approved totals move to payroll.
Connect time tracking to the tools where work happens. Everhour keeps project context, approvals, and review data together, making French overtime checks easier to hand off for payroll.
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