Welcome. This short guide explains why many independent professionals in France see the advantages of portage salarial as a practical route between solo work and salaried life.
We describe what this hybrid model is, its legal roots in French law since 2008, and why it blends autonomy with social protection. You will find clear points on who it suits and who should look elsewhere.
Next, we show the decision criteria you should weigh: revenue level, risk tolerance, need for social protection, and appetite for admin tasks. We preview the tripartite structure, contracts, insurance, social contributions, fees, and take-home pay mechanics.
Read the whole article for a full picture, or jump to costs, eligibility, or contracts depending on your immediate question. Our aim is simple: give you a practical framework to decide if this employment model and its status match your current activity.
Table of Contents
Key Takeaways
- Portage salarial offers a mix of autonomy and employee-like protection.
- This guide helps you compare costs, contracts, and social coverage.
- Ideal for consultants and service professionals with moderate revenue.
- Decide based on revenue, risk, social needs, and admin tolerance.
- Use the article end-to-end or jump to the section that answers your question.
Portage salarial in France: the hybrid employment status freelancers are choosing
A growing number of independent experts in France opt for a structured middle ground between self‑employment and full employment. This model lets you sell your expertise on the market while keeping payroll protections through an employer intermediary.
What “salarié porté” means today
Under the current legal framework (recognized since 2008), the salarié porté signs an employment contrat with a société de portage. You deliver missions to clients, but the société handles salaries, social charges, and certain insurances.
Why this status sits between independent work and employee status
You keep freedom to find clients and set fees like an independent consultant. At the same time, you benefit from employee-level health, retirement, and unemployment coverage.
- You act commercially; the client pays for a mission.
- Your employment relationship is with the portage company—not the client.
- This solution reduces start-up risk for specialists who prefer market-facing work without creating a company immediately.
In short, this nature of work is mission-based while protections remain anchored to employee status. For a concise definition, read a simple explanation on portage salarial definition.
How portage works day-to-day: the tripartite structure with client, consultant, and société de portage
Three players make the system run: the consultant, the client, and the société portage company. Each actor has clear duties so daily operations stay predictable and light on admin.
Who signs what
The client and company usually sign a mission contract that sets scope, dates, price, and payment terms. You sign a membership agreement with the company and an employment contract that formalises payroll and social coverage.
The company’s tasks versus what you keep
The société portage handles invoicing, collections, payroll processing, tax and social declarations, and routine management tasks. This saves you time and compliance headaches.
You keep customer development, defining services, delivering missions, and protecting your market position. Your income is tied to billed missions rather than a fixed role inside the client organisation.
Mission-driven work without hierarchical subordination
There is no classic reporting line to the client or the company during mission execution. You answer on deliverables and deadlines, not on daily supervision. Timesheets or validations can exist, but they serve the mission contract—not workplace subordination.
advantages of portage salarial: the benefits that matter most for freelancers
For consultants who prize stability, a hybrid setup can deliver near-employee protection without giving up client control.
Full social protection
You gain coverage that closely matches standard employee rights: sick pay, workplace accident support, and occupational illness benefits. This social protection can be decisive for professionals prioritizing long-term security.
Unemployment and retirement security
Access to unemployment insurance and regular retirement contributions keeps your income plan steady while you build your activity. This reduces the personal risk tied to gaps between missions.
Mutuelle and extra insurance
Employee status usually opens company mutual options and supplementary plans. Those reduce your out-of-pocket healthcare costs and help forecast expenses.
- Many companies include RC Pro insurance, lightening the burden of sourcing separate policies.
- The model offers a safer runway to test a business idea before you create a formal entreprise.
| Benefit | What it covers | Why it matters |
|---|---|---|
| Social protection | Illness, workplace accidents, occupational illness | Stability comparable to an employee |
| Unemployment insurance | Support between missions | Reduces income risk |
| Mutuelle | Supplementary healthcare | Predictable medical costs |
| RC Pro | Professional liability | Simplifies compliance and reduces personal exposure |
These protections have a cost. You should weigh fees against net take-home pay and long-term security. For a direct comparison with freelance work, see our portage vs freelance guide.
Administrative relief and time savings: why portage is a “done-for-you” solution
Handling invoices and declarations takes time; a managed solution frees that time for revenue-generating tasks. With the right company, your back office runs like clockwork so you focus on clients and delivery.
Invoicing, contracts, and contributions handled for you
The company issues invoices, chases payments, and converts client receipts into payroll. This includes preparing the employment contrat and mission documents that set clear terms and limits for risk.
Social contributions and tax declarations are lodged by the société, cutting the chance of errors and late filings. That saves time and reduces compliance stress for your activity.
Less paperwork than running your own structure
Compared with creating a company, you face fewer filings, simpler accounting, and no need to build an internal back office. The result is faster onboarding with clients.
- Standardised contracts and payment terms improve cash predictability.
- Centralised management of administrative tasks reduces daily friction.
- You still keep responsibility for mission details and deliverables to be paid on time.
| Task | Handled by the company | What you keep |
|---|---|---|
| Invoicing & collections | Issue invoices, follow-up, bank reconciliation | Client relations, pricing negotiation |
| Contracts & mission documents | Templates, legal checks, signing process | Scope definition, deliverables, deadlines |
| Social contributions & declarations | Calculation, payment, official filings | Provide mission data and expense proofs |
In short, this solution centralises routine work so you sell services, grow your book of clients, and receive a clear salaire without building a full administration yourself.
Flexibility and autonomy: keeping control of your missions, clients, and pricing
This status lets you steer your professional path: you select clients, define work terms, and choose projects that match personal values and working habits.
Choosing clients means screening offers for fit, location, and meaning. You keep the final call on who to serve and how to collaborate.
How you choose clients aligned with your values and working conditions
You prioritise clients whose briefs match your expertise and preferred work nature. This improves satisfaction and long‑term positioning.
Negotiating rates and mission terms while staying under an employment contract
You negotiate fees directly with the client, then formalise terms through the employment contract managed by the company. That preserves commercial freedom while granting employee protections.
| Element | What you control | What the status provides |
|---|---|---|
| Client selection | Choose clients and collaboration style | Contractual clarity and invoicing support |
| Pricing | Negotiate rates based on expertise | Payroll conversion and social cover |
| Deliverables | Define scope and deadlines | Employment contract records terms |
If you have questions about definition and fit, read our quick guide on what is portage salarial. Balance flexibility with fees to protect your expected salary and overall security.
Costs, fees, and take-home salary: what portage salarial really costs
Clear cost transparency is the best tool to compare this employee-like solution with other freelance regimes.
How management commission works
The company applies a management commission on your invoice. Typical rates range up to ~15%, with many firms charging 8–12% for standard services.
That fee covers invoicing, payroll, contract formalities, and basic legal support. Comparing only headline fees misses service scope and credit risk coverage.
Social contributions and net salary mechanics
Social contributions usually sit around 40–45% of revenue. They fund unemployment, retirement, and broader security benefits that independent regimes often lack.
Example: from €5,000 invoice to net pay
Using a representative split: 10% management fee (€500) + 40% contributions (€2,000) → net ~€2,500 before income tax.
| Item | Rate | Amount (€) | What it funds |
|---|---|---|---|
| Invoice | — | 5,000 | Client payment |
| Management fee | 10% | 500 | Invoicing, payroll, contracts |
| Social contributions | 40% | 2,000 | Unemployment, retirement, health |
| Net salary | ~50% | 2,500 | Take-home before tax |
If your priority is broad benefits and predictable payroll, these costs can be justified. If you want to maximise net at low revenue, a micro‑enterprise regime may be more competitive.
Eligibility, conditions, and excluded professions: who this is (and isn’t) for
Before you sign, check whether your professional activity fits the legal limits for this employment model. This step prevents wasted time and mismatched expectations.
Professions excluded by the Code du travail
The Code du travail blocks many regulated roles and personal services from this scheme.
- Regulated professions: notaires, médecins, experts-comptables and other order-bound roles.
- Personal care: childcare, in-home elderly or disability assistance are generally excluded.
- Commercial trade: buying and selling goods is not suited to this structure.
Experience and education requirements
Most companies ask for at least a bac+2 level or three years of proven expertise in the activity. Proven expertise can replace formal diplomas when missions require specialist skills.
Minimum billing and the “ticket to enter” reality
Many firms expect a daily rate near €250–€300 HT. If your pricing is lower, the model may not be viable after fees and charges.
“Make a simple cash test: can your invoices cover company fees and still meet legal salary minima?”
| Requirement | Typical threshold | Why it matters |
|---|---|---|
| Education / experience | Bac+2 or 3 years’ expertise | Ensures mission legitimacy |
| Daily rate | €250–€300 HT/day | Supports fees and contributions |
| Legal minimum gross monthly pay (2025) | €2,517.13 | Includes base pay +10% paid leave +5% business bonus |
If your pricing model or activity cannot meet these conditions, consider another structure rather than forcing a poor fit. For help on becoming independent with this solution, see our short guide becoming independent with portage salarial.
Contracts you’ll sign and what to check before committing
Before you sign, make contracts your ally: clear clauses prevent disputes and secure income. Read every document with a checklist in hand.
The mission contract: scope, duration, pricing, and payment terms
Ensure the mission contract lists deliverables, start and end dates, and acceptance criteria. Check invoicing triggers and who handles payment follow-up with the client.
Verify late payment terms, retention clauses, and the exact price formula to avoid surprises.
The membership agreement: services, management rules, and commission
Review included services: invoicing, payroll, insurance, and any extra support. Confirm management rules that can change how your net pay is calculated.
Your employment contract: CDI vs CDD and key clauses
Decide whether a CDI or a CDD suits your plan. Read clauses on salary calculation from billed missions, trial period, and guarantees between missions.
Duration limits and exit options that affect unemployment insurance
Remember: a CDD cannot exceed 36 consecutive months. Exit routes—resignation, mutual agreement, or end of trial—change eligibility for unemployment insurance. Clarify conditions in writing.
| Document | Key elements | What to check |
|---|---|---|
| Mission contract | Scope, duration, price, payment | Acceptance criteria, invoicing trigger, client follow-up |
| Membership agreement | Services, management rules, commission | Fee rate, scope of services, change notice |
| Employment contract | Type (CDI/CDD), salary method, clauses | Trial, duration limits, post-exit rights |
If you have questions, ask the company and get written answers. For how exit choices affect your rights, see our note on unemployment insurance and exit options.
Conclusion
, Choosing this route lets you keep commercial control while a company handles employee duties. It is a clear single‑sentence summary that helps you decide fast.
In short, this guide shows the main benefits: employee-level protection, added insurance cover in many cases, and real administrative relief so you sell services, not paperwork.
Trade‑off: costs reduce net pay. Check eligibility, estimate monthly billing, then compare two to three company offers line by line.
Treat contracts as protection: read mission scope, exit rules, and management clauses before you sign. For practical steps to find a company, see find a portage salarial partner.
Finally, use this status as a test. You can later switch to an entreprise when your activity and pricing make sense.
