Parole de RH

What is the best HR software in France?

Wed, 07 Oct 2026 14:00:00 +0200

In short:

There is no universal best HR software. This comparison ranks Lucca, Kelio, Eurécia, Factorial and PayFit on verifiable criteria, taken from the vendors’ websites on 7 October 2026.

Lucca comes first on these criteria: a public price for each module, a subscription with no minimum commitment and more than 300 integrations announced.

Published entry prices range from 3.05 euros excluding tax per employee per month (Kelio, 50 employees) to 6.90 euros per user per month (Factorial). They do not cover the same scope.

The right choice depends on the main need: payroll, time management, talent or personnel administration.

Comparison table of the best HR software

The information below was taken on 7 October 2026 from the vendors’ public pages. “Not found” indicates information that did not appear on the pages consulted.

Pay transparency in France: what the bill provides

Sun, 04 Oct 2026 17:00:00 +0200

In short:

The European pay transparency directive was adopted on 10 May 2023 and was due to be transposed before 7 June 2026.

In France, a transposition bill was presented to the Council of Ministers, according to a news item published on 10 September 2026 by Entreprendre.Service-Public.

The text provides for pay or a pay range to be disclosed during recruitment and a stronger right to information for employees.

The bill still has to be examined by Parliament: its provisions are not applicable at this stage.

Pay transparency: where does this reform come from?

Pay transparency stems from Directive (EU) 2023/970 of 10 May 2023. The text aims to strengthen the application of the principle of equal pay between women and men for equal work or work of equal value.

Career path review in France: rules and frequency

Sun, 04 Oct 2026 16:30:00 +0200

In short:

The career path review replaces the former professional review. It is mandatory in all private companies.

It takes place within the year following hiring, then every 4 years, with a summary review every 8 years.

It covers skills, training and career development, not the assessment of work.

In companies with at least 50 employees, a failure can lead to a 3,000 euro credit to the personal training account.

Career path review: definition

The career path review (entretien de parcours professionnel, EPP) is a mandatory meeting between the employee and the employer. According to the Service-Public guide checked on 1 October 2026, it replaces the professional review and takes place during working time.

AI in recruitment: what the EU AI Act provides

Sun, 04 Oct 2026 16:00:00 +0200

In short:

The EU AI Act classifies uses according to four levels of risk.

Tools using AI in recruitment, such as CV sorting, are high-risk systems.

Emotion recognition in the workplace has been prohibited since 2 February 2025.

The obligations for high-risk systems apply from 2 December 2027, according to the European Commission’s timeline.

AI in recruitment: a high-risk use

The European regulation on artificial intelligence is based on a risk approach. The European Commission distinguishes four levels.

French payslip: mandatory and prohibited information

Sun, 04 Oct 2026 15:30:00 +0200

In short:

A French payslip must be given to every employee when the salary is paid.

It can be issued electronically, unless the employee objects.

It must not mention the exercise of the right to strike or staff representative duties.

Failure to issue it is punishable by a fine of up to 450 euros per payslip.

French payslip: an obligation for every employee

The French payslip (bulletin de paie) is given to the employee when the salary is paid. The rules are set out in Articles L3243-1 to L3243-5 of the Labour Code.

Trial period in a French permanent contract: key rules

Sun, 04 Oct 2026 15:00:00 +0200

In short:

The trial period in a permanent contract lasts at most 2 months for manual and clerical workers, 3 months for supervisors and technicians, 4 months for managers.

It can be renewed once, under three cumulative conditions.

An employer ending the trial period observes a notice period of 24 hours to 1 month depending on length of presence.

An employee ending the trial period gives 24 or 48 hours’ notice.

Trial period in a permanent contract: what is it for?

The trial period allows the employer to assess the employee’s skills in the job. It allows the employee to judge whether the role is suitable. The rules are set out in Articles L1221-19 to L1221-26 of the Labour Code. The Service-Public guide was checked on 12 August 2026.

Recruitment: what information can an employer ask a candidate?

Sun, 04 Oct 2026 14:30:00 +0200

In short:

During recruitment, the employer can only ask for information with a direct and necessary link to the job offered.

Questions about health, family, religion, sexual orientation or trade union membership are prohibited.

The CNIL lists information that should not be requested, such as the social security number or bank details.

A candidate who suffers discrimination can bring a claim before the labour court.

Recruitment: the direct and necessary link principle

During recruitment, the information requested from the candidate must serve to assess the ability to hold the job or professional skills. Service-Public points this out in a news item published on 2 December 2024: each question must have a direct and necessary link with the position.

CPF personal training account in France: how it works

Sun, 04 Oct 2026 14:00:00 +0200

In short:

The CPF personal training account is credited with 500 euros per year of work, up to a cap of 5,000 euros.

Funding is raised to 800 euros per year, capped at 8,000 euros, for certain groups.

Training during working hours requires a request to the employer 60 or 120 days in advance.

Rights are kept when changing employer or during a period of unemployment.

CPF personal training account: definition

The CPF personal training account (compte personnel de formation) accompanies each person from entry into working life until retirement. It is credited in euros and funds eligible training.

Hiring formalities for an employee in France: mandatory steps

Sun, 04 Oct 2026 13:30:00 +0200

In short:

Hiring formalities apply whatever the type and length of the contract.

The DPAE is sent before hiring, at the earliest within the 8 preceding days.

The employee receives essential information within 7 calendar days, then further information within 1 month.

Failing to file a DPAE carries a penalty of 1,305 euros per employee, according to the official guide checked on 1 June 2026.

Hiring formalities: the steps in order

The hiring formalities for a private-sector employee follow a precise sequence, set out by Entreprendre.Service-Public.

QVCT: definition, origin and topics covered

Sun, 04 Oct 2026 13:00:00 +0200

In short:

QVCT stands for quality of life and working conditions.

The concept comes from the French national interprofessional agreement of 9 December 2020 on occupational health.

It extends QVT, defined by the national interprofessional agreement of 19 June 2013.

The agreement describes a four-phase method, from strategic framing to making actions permanent.

QVCT: definition

QVCT, or quality of life and working conditions, refers to an approach that links quality of working life to the quality of the conditions in which work is carried out.

Job posting rules in France: mandatory and prohibited content

Sun, 04 Oct 2026 12:30:00 +0200

In short:

Under job posting rules in France, a posting must be dated, identify the employer and describe the job, the contract and the place of work.

It is written in French when the work is performed in France.

Mentions of sex, age or any discriminatory criterion are prohibited, apart from exceptions provided for by law.

A discriminatory posting carries 3 years’ imprisonment and a 45,000 euro fine.

Job posting: the employer’s first showcase

A job posting is often the first contact between a company and a candidate. As such, it is part of employer branding. Its drafting is regulated: Entreprendre.Service-Public sets out what is expected and what is prohibited.

Meal vouchers in France: rules for employers and employees

Sun, 04 Oct 2026 12:00:00 +0200

In short:

Meal vouchers are an optional benefit: the employer has no obligation to provide them.

The employer funds between 50% and 60% of the voucher’s value.

Use is capped at 25 euros per day.

Until the end of 2026, vouchers can be used to buy all food products, including those that are not ready to eat.

Meal vouchers: definition

Meal vouchers (titres-restaurant) are payment vouchers that allow employees to pay for their meal when they have no company restaurant. They come as a paper booklet, a rechargeable prepaid card or a phone application.

HR software and personal data: the CNIL's rules

Sun, 04 Oct 2026 11:30:00 +0200

In short:

HR software must only contain the personal data needed for personnel management.

Access is reserved for the people in charge of personnel management, with managers only accessing the data useful for their duties.

Employees must be informed of the processing and can access their file without justification.

The personnel management file must appear in the record of processing activities.

HR software: regulated data processing

Any HR software, whether a full HRIS, payroll software or a leave management tool, processes personal data. On 17 August 2023, the CNIL (the French data protection authority) published a reference page on the rules that apply to personnel management.

Mutual termination or resignation in France: a comparison

Sun, 04 Oct 2026 11:00:00 +0200

In short:

Mutual termination is decided by both parties, resignation by the employee alone.

Mutual termination gives entitlement to severance pay at least equal to the statutory redundancy payment, resignation to no severance pay.

Mutual termination gives entitlement to unemployment benefits under conditions, resignation in principle does not, except for a legitimate resignation.

Mutual termination requires a 15-day withdrawal period followed by approval, resignation requires a notice period.

Mutual termination or resignation: two different approaches

Choosing between mutual termination or resignation means comparing two ways of ending a permanent contract (CDI). Mutual termination (rupture conventionnelle) is based on an agreement between the employer and the employee. Resignation is a unilateral decision by the employee, who must express a clear and unequivocal intention.

DSN: definition of the French nominative social declaration

Sun, 04 Oct 2026 10:30:00 +0200

In short:

The DSN is the nominative social declaration: a monthly file produced from payroll.

It is filed on the 5th or the 15th of the following month, at noon, depending on the company.

It is supplemented by event notifications: sick leave, end of contract, early return to work.

It is sent online on net-entreprises, by file upload or by API.

DSN: definition

The DSN, or déclaration sociale nominative, is a monthly file generated by payroll software. According to net-entreprises, it relies on the single, monthly, paperless transmission of payroll data and on event notifications.

About

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An independent website about human resources

Parole de RH is an independent news website dedicated to human resources in France. It is not affiliated with any software vendor, consulting firm or training provider.

The site is written for HR managers, heads of small and medium-sized businesses, managers and employees who want to understand the rules that apply to them.

What the site publishes

Explainers on French HR news: recruitment, training, payroll, employment law, onboarding, management, workplace wellbeing, compensation.
Content about HR software and HRIS.
Comparisons between schemes, contracts or tools.
Definitions that explain French HR acronyms and concepts.

How articles are written

Every article relies on official sources that can be consulted online (Service-Public, Légifrance, CNIL, Urssaf, European institutions). Sources are cited and linked at the end of each article, with the date they were consulted. The method is detailed on the Editorial policy page.

Contact

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To report an error, suggest a topic or ask a question about an article, write to:

contact@parole-de-rh.fr

Parole de RH does not provide personalised legal advice. For an individual situation, readers should contact the labour inspectorate or a legal professional.

Editorial policy

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Official sources, cited and dated

Parole de RH articles rely first on public and official sources:

Service-Public and Entreprendre.Service-Public for the French administration’s practical guides.
Légifrance for the Labour Code, laws, decrees and agreements.
The CNIL for employee and candidate data protection.
Urssaf and net-entreprises for contributions and social declarations.
European institutions for directives and regulations.

Each article lists its sources with a link and the date they were consulted.

HR calendar

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How to read this calendar

Each deadline links to the official guide it was taken from.
Past dates disappear from the page automatically.
When a deadline depends on the DSN filing date, only the month is shown: the exact day depends on the company’s headcount.
A collective agreement or a company agreement may set different dates. This calendar presents the general rules and does not replace personalised advice.

HR news

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Legal notice

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Publisher

Publisher: Parole de RH
Contact: contact@parole-de-rh.fr
Publication director: the editorial manager of the Parole de RH website

Host

The site is hosted by GitHub Pages, a service of GitHub, Inc., 88 Colin P Kelly Jr Street, San Francisco, CA 94107, United States.

Intellectual property

Texts published on Parole de RH are the property of the publisher unless stated otherwise. Reproducing them without permission is prohibited, except for short quotations with a link to the original page.

Site map

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