35-hour working week in France: myths and realities

One of the most persistent concerns raised by UK businesses considering an expansion into France is the famous 35-hour working week. It is often perceived as a rigid, unflexible rule, incompatible with international business, operational demands or growth ambitions.

In practice, this perception is largely a myth.

French employment law is certainly structured and protective, but it also offers a wide range of flexible working-time arrangements that are frequently misunderstood outside France. With the right advice, these rules can be adapted to suit most business models, including those of UK companies. This is where CERDIC Legal, specialised in labour law, can help you.

Where does the 35-hour working week rule really come from?

The 35-hour working week is the statutory threshold for working time in France. Importantly, it is not a maximum limit.

It simply means that:

35 hours is the reference point for calculating working time;
hours worked beyond this threshold may qualify as overtime, depending on the applicable scheme.

French employees do not stop working after 35 hours, nor are companies required to organise their operations strictly around that figure.

35-hour working week: can French employees work overtime?

Employees in France can lawfully work overtime, subject to statutory limits:

a maximum of 10 hours per day (or 12 under certain conditions);
a maximum of 48 hours per week.

Overtime is generally paid with an increase:

+25% for the first 8 overtime hours (from the 36th to the 43rd hour);
+50% thereafter.

However, French law allows company-level or sector-level collective agreements to reduce this premium, provided it is not lower than 10%.

In addition, overtime can, under certain conditions, be compensated by rest days rather than paid, meaning that additional working hours do not necessarily result in increased payroll costs.

35 hour working week: how annualised working time grants flexibility over the year

French law also allows companies to adjust working time over a reference period, usually one year, through a collective agreement.

This system enables employers to:

increase working hours during peak periods;
reduce or suspend activity during quieter periods.

Weeks exceeding 35 hours are offset by weeks below 35 hours, meaning that no overtime is triggered, as long as the annual average is complied with.

In practical terms, this makes it entirely possible to operate longer working weeks at certain times of the year; with significantly reduced activity at others.

For many UK businesses, this model is particularly well-suited to seasonal or project-based activities.

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Choosing the right working time: how collective agreements work

Many of the flexible arrangements described above require a company-level collective agreement.

This is often perceived by foreign companies as complex or union-driven. In reality:

where trade unions are present, agreements are negotiated with union representatives;
where there are no unions, agreements can be concluded with elected employee representatives;
in very small companies (fewer than 11 employees), agreements can even be approved directly by employees, subject to a two-thirds majority.

For newly established UK subsidiaries in France, this process is usually far more accessible than anticipated.

35-hour working week: key takeways from the article

The idea that the French 35-hour week makes business not flexible is outdated.

French employment law offers:

overtime mechanisms;
annualised working time;
highly flexible arrangements for managers and senior staff.

With appropriate structuring and local advice, UK companies can implement working-time systems that fully align with their operational and commercial needs, while remaining compliant with French law.

CERDIC LEGAL – UKBC Lille legal service provider specialised in labour law – regularly supports UK companies in setting up their French operations and designing compliant yet pragmatic employment frameworks.

🔍 Discover more about labour law legal representation for British companies

The 35-hour week should not be seen as a barrier but as a legal reference point within a system that is, in practice, far more adaptable than its reputation suggests.

Want to know more about labour law support you can benefit from? Discover our interview with CERDIC Legal.

CERDIC Legal was founded by Alexandra Dabrowiecki. It is a niche law firm specialised in French employment law and advises international clients.

They are used to working with British companies looking to enter the French Market and navigating French labour laws.

This support allows those companies to focus on what really matters, growing their business.

“I start off by analyzing their needs, then we tailor everything: the right clauses, compliant working-time arrangements, and more. I also offer training courses – because when you understand the law, you make smarter and safer decisions.” – Alexandra Dabrowiecki,