France uses a 35-hour statutory week; Everhour gives teams approved timesheets for payroll-ready overtime review.
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This calculation answers how much gross weekly pay is due when an hourly employee in France works beyond the legal full-time working duration. France sets that duration at 35 hours per week, also expressed by Service-Public as 151.67 hours per month and 1,607 hours per year. The result separates base pay, overtime premium pay, and total gross pay for the week.
The calculation applies to employees covered by the standard hourly overtime rules. Senior executives and employees working under an annual days package are excluded from those standard hourly rules. A company, establishment, or branch collective agreement can also change the counting week, annual quota, and premium rates, so the calculator result should match the agreement that applies to the employee.
In the absence of a collective agreement, France pays the first eight overtime hours in a week, hours 36 through 43, with a 25% salary increase. Weekly overtime from the 44th hour onward is paid with a 50% salary increase. Unless a collective agreement defines another seven-day period, overtime is counted from Monday at 00:00 through Sunday at 24:00.
For example, an hourly employee earns €24 per hour and works 48 hours in one counting week. Standard pay is 35 hours × €24 = €840. Hours 36 through 43 are 8 hours at €24 × 1.25 = €240. Hours 44 through 48 are 5 hours at €24 × 1.50 = €180. Total gross pay is €1,260.
The main mistake is applying the default 25% and 50% premium bands before checking the applicable collective agreement. A company, establishment, or branch agreement can set overtime premium rates, but each rate must be at least 10%. The same agreement can also define a different seven-day counting period or a different annual overtime quota.
If no applicable collective agreement sets the annual overtime quota, the default quota is 220 overtime hours per employee per year. Overtime beyond the annual quota triggers mandatory rest consideration of 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 need to check one week, one hourly rate, and the default French premium bands. It is also enough for a quick payroll review when the employee is clearly covered by the standard hourly rules and no collective agreement changes the counting period, premium, or quota.
A managed workflow is better when weekly totals need approval, corrections, locked records, or payroll handoff. Everhour Timesheets collect weekly project hours and working hours by person, let users submit time for review, and let admins approve, reject, partially approve, or lock entries before payroll or billing uses them.
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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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. The default calculation compares actual weekly hours with the 35-hour legal full-time working duration, then applies the relevant overtime premium bands to the hours above 35.
In the absence of a collective agreement, 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 premium rates, but each overtime premium rate must be at least 10%.
Senior executives and employees working under an annual days package are not covered by the standard hourly overtime rules. For those categories, do not force a 35-hour weekly overtime calculation into payroll. Use the contract, applicable agreement, and French employment rules that govern that worker category.
The most common mistake is ignoring the applicable collective agreement. France has default weekly overtime premiums of 25% and 50%, but an agreement can change the counting week, annual quota, and premium rates, subject to the 10% minimum premium. Check the agreement before treating the default calculation as final.
May 1 has a separate 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 double-pay rule separate from the ordinary weekly overtime premium calculation.
Everhour Timesheets collect weekly project hours and working hours so managers can review submitted time before payroll or billing. Admins can approve, reject, partially approve, and lock entries, which gives the overtime calculation a documented approval trail instead of relying on an editable spreadsheet.
Use approved weekly timesheets before payroll review. Everhour keeps submitted time locked after approval, giving teams a cleaner record for French overtime checks and payroll handoff.
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