Complying with legal obligations is essential for any company expanding into France — but the process can be complex and difficult to manage alone. CERDIC Legal shares its exclusive insights on how they support British businesses like yours in navigating labour law challenges.
Why do British companies like yours need legal representation when expanding into France?
Growing in France opens exciting opportunities — but also brings complex legal requirements. From employment contracts to social security compliance, the French legal landscape can be challenging, especially with the language barrier and cultural differences.
If your company is looking to hire staff in France, having a trusted legal representative is not optional — it’s the safest way to ensure compliance, avoid costly mistakes, and protect your business reputation.
Introducing CERDIC Legal: legal representation in labour laws
CERDIC Legal is a niche law firm based in Lille, specialised in French employment law. The firm regularly advises international clients, especially UK companies entering the French market for the first time.
Their expertise covers:
#1 General French employment law
#2 Social security and training
#3 The URSAFF (dedicated to collecting social security contributions)
“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, Founder of CERDIC Legal”
How does CERDIC Legal provide legal representation through the UK Business Centre Lille?
Synergies to support British companies
The role of the UK Business Centre Lille is to put British companies in touch with the right contacts at every step of their development. CERDIC Legal is their expert dedicated to employment laws – who can provide legal representation to those companies in terms of:
- Drafting compliant contracts.
- Advising on the right collective bargaining agreement (CBA).
- Designing flexible working time arrangements.
- Supporting safe terminations and internalising roles after using an Employer of Record.
That happens if you don’t comply with those legal requirements?
Failing to follow French employment law can have serious financial and reputational consequences for your business.
Take the example of working time: if a contract states 35 hours per week but an employee works 37 hours, and the company tries to “compensate” with a day off at the end of the month, that arrangement is not legal.
In France, overtime is assessed weekly, meaning the employee could still claim additional pay — plus penalties for non-compliance.
Another common pitfall is the misclassification of workers.
One UK company initially paid a worker as a freelancer to help launch their store, before later hiring her as an employee.
When she was eventually let go, she sued — arguing that she had effectively been an employee all along. The court considered this undeclared work, which is a serious violation under French law.
These examples highlight a crucial point: employment law must be taken seriously from day one.
Even arrangements that seem informal or temporary can expose your company to costly disputes and sanctions.
Legal representation concrete cases: how CERDIC legal supported them
- Fast-track employment setup during the Olympics
“A UK company needed to set up a temporary employment agency in France fast. I handled everything — contracts, working time, payroll — ensuring they were fully compliant in time for the Games.”
- Resolving an overtime disputes
“We reviewed the company’s working time system and implemented a more efficient, compliant structure.”
Other concrete cases include safe dismissals, contract reviews, mandatory risk assessments, and staff representative elections.
Legal representation tips: what you should take into consideration
From an expert in employment law
#1 Identify the right collective bargaining agreement (CBA) — it defines a lot of rules such as the minimum wage, the job classification, extra payment for overtime. You can’t ignore it.
#2 Don’t copy-paste UK contracts or use a template provided by someone who is not an employment lawyer. Have the employment contract drafted or at least reviewed by a French employment lawyer.
#3 Think ahead about working time, especially if your business needs flexibility.
#4 Don’t wait for problems to happen. Get the legal representation early, and most of the time, you’ll avoid the big issues altogether.
🔍 Legal representation is not the only crucial point British companies should take into account when expanding.
Discover why you need banking support to carry on with your project
5 key takeaways from this article: why getting legal representation when expanding will help you
These are the main things to take into account
#1
Legal representation in France is essential for British companies hiring staff — it ensures compliance and avoids costly mistakes.
#2
CERDIC Legal specialises in French employment law, offering tailored advice from recruitment to termination.
#3
Customised solutions — from collective bargaining agreements to working time arrangements — are critical for business success.
#4
Proactive legal guidance prevents problems, saving time, money, and stress in the long run.
#5
Partnering with the UK Business Centre Lille and CERDIC Legal provides British companies with trusted, expert support for smooth market entry.
Do you want to access the EU market more easily?
Discover how our Cross-Channel experts can support you
We create tailored support to give you concrete solution to access the EU market and fast-track your development.
#1Express your needs
#2We contact you back shortly
#3We put you in touch with the right contacts
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