Portage salarial blends the security of an employment contract with the freedom of independent consulting. In France this tripartite model links consultant, client, and a specialized company under rules in the Code du travail. The worker gains the statut salarié and access to sécurité sociale while delivering services with autonomy.
Net pay often comes to roughly half the invoiced amount after fees and contributions, and once you find a mission setup can be completed in under 24 hours. You can work as a salarié porté without creating a company or handling payroll.
We outline the legal framework, contract types (CDD/CDI), eligibility, and how invoicing converts to salary. You will learn how to evaluate management fees, financial guarantees, insurance, expense rules, and tools that can lift take-home pay.
This route suits qualified, autonomous professionals selling intellectual services. It is less suited for buy-resell activity, personal services, or tightly regulated professions.
For a focused look at social protection details, see our guide on protection sociale in portage salarial.
Table of Contents
Key Takeaways
- Hybrid model: employment protections plus consulting freedom.
- Net pay is typically ~50% after fees and contributions.
- Fast setup once a client mission is found—often under 24 hours.
- Check fees, guarantees, insurance, and expense policies when choosing a partner.
- Best for skilled, independent professionals offering intellectual services.
Why independent professionals in France are choosing portage salarial in today’s market
More specialists opt for a managed-employment option that lets them begin client work without forming a company. This route removes early hurdles and keeps focus on billable tasks.
Independence without creating a legal entity
No company creation means you avoid setup costs, recurring accounting complexity, and other contraintes administratives. The partner handles legal, payroll and social filings so you can quickly exercer activité with minimal delay.
Employee-level security with freelance-style autonomy
You keep control: choose clients, set rates, and manage delivery. Meanwhile a société portage acts as employer, granting access to French social protection and employee benefits that reduce career risk.
Fast setup when a mission is already identified
When mission details, pricing and client contact are ready, signatures and admin can be completed in hours. Many professionals start billing in under 24 hours with a responsive entreprise portage.
- Start quickly without registering a company.
- Avoid ongoing accounting and compliance work.
- Keep commercial freedom while gaining social coverage.
| Benefit | What it saves you | When it works best |
|---|---|---|
| No company setup | Formation fees, registration, initial admin | First mission already negotiated |
| Employer-managed declarations | Payroll, social & tax filings | When you want to focus on delivery |
| Speed to revenue | Reduced time-to-invoice | Responsive partner with digital processes |
For a clear comparison with freelancing options, read our guide on difference between this solution and freelance.
What portage salarial is and how the model works
The three-party arrangement simplifies your day-to-day work. You deliver services to the entreprise cliente while a société portage salarial legally employs you and invoices the client. This lets you concentrate on projects while someone else manages compliance.
The tripartite relationship
The consultant porté signs an employment contract with the portage company. The portage company issues invoices to the client and collects payments. You keep client control over deliverables without a direct subordination link.
What “employee on assignment” means
As a salarié porté you receive payslips and social protections. At the same time, you act like an independent consultant for planning, pricing, and delivery.
Monthly revenue-to-payroll cycle
- Mission performed and activity report submitted.
- The employer issues the invoice to the entreprise cliente.
- Client pays, fees and contributions are deducted, salary is paid.
Where autonomy starts and ends
You keep prospecting, pricing, and day-to-day delivery. You must follow reporting cadences, health and safety rules onsite, and the employer’s administrative requirements.
| Role | Main responsibility | Why it matters |
|---|---|---|
| Consultant porté | Deliver services, report activity | Preserves commercial freedom |
| Société portage salarial | Billing, payroll, declarations | Absorbs legal and administrative risk |
| Entreprise cliente | Define mission needs, pay invoices | Receives the service without employer duties |
Key legal framework under French labor law and the collective agreement
French law gives this managed-employment model a clear legal identity. The official definition appears in the Code du travail (article L1251-1) and was reinforced by the ordinance of April 2, 2015, effective July 1, 2016.
That statutory recognition turns practice into enforceable rules for consultants and employers. Ask any partner to cite the code travail references when you review their contracts.
How the collective agreement improves protections
The convention collective portage adds concrete safeguards. It sets classification tiers, minimum pay elements, paid-leave rules, and required reserve or bonus mechanisms for CDD and CDI.
For you, this means clearer standards on pay calculation and leave compensation. The convention collective turns abstract rights into predictable pay components.
Exclusivity rule and compliance risks
Compliant sociétés portage must make this their exclusive activity. That rule helps prevent misuse and strengthens worker protection.
Failure to respect obligations can trigger fines and sanctions. We advise you to verify a partner’s legal basis and how they apply the collective portage rules before signing.
| Legal element | What it defines | Why it matters to you |
|---|---|---|
| Article L1251-1 | Official definition in Code du travail | Provides enforceable status and basic protections |
| Ordinance Apr 2, 2015 | Modernised rules; effective Jul 1, 2016 | Clarifies obligations for employers and consultants |
| Convention collective portage | Classification, pay floors, reserves | Ensures minimum pay elements and leave rights |
| Exclusivity rule | Provider must operate this activity exclusively | Reduces conflict of interest and misuse |
Who can benefit and eligibility requirements to become a salarié porté
This solution fits people who bring real expertise and the ability to sell their services directly to companies. The model targets professionals who can manage client relationships and deliver independent work while keeping employee protections.
Qualification rules
To apply, you typically need a Bac+2 diploma or at least three years of proven experience in the same field. Providers will ask for documentation to confirm your background and sector knowledge.
Profiles commonly suited
- Independent consultants and sector experts
- Trainers, coaches, and interim managers
- Executives moving to freelance life or active retirees with marketable skills
- Early-career professionals with demonstrable, billable expertise
Autonomy expectations
You must prospect, negotiate scope and pricing, and maintain client relations. The employer company handles payroll and declarations but does not provide missions or find clients for you.
Buyer’s tip: Prepare diplomas or proof of experience, a clear service offer, and a pricing rationale before contacting a provider. This speeds onboarding and improves trust.
| Entry criterion | Why it matters | Quick self-check |
|---|---|---|
| Minimum Bac+2 or 3+ years’ experience | Shows technical competence and credibility | Do you have a diploma or 3 years of sector work? |
| Ability to find and negotiate clients | Ensures you can generate invoices and sustain activity | Can you list 3 potential clients and a rate? |
| Clear service offer | Helps the provider evaluate fit and compliance | Do you have a one-page service description and pricing? |
Decision point: If you want to faire portage as a risk-managed step into independence, both eligibility and autonomy are non-negotiable. We guide you through evidence and offer preparation to make the transition smooth.
Jobs and services that fit this form of employment
When assignments are defined by outcomes and knowledge, the managed-employment model becomes a natural fit. It favors expert-led deliverables rather than routine, hands-on tasks.
Consulting and intellectual services: where this thrives
Consulting and prestations intellectuelles work well because clients buy expertise, not time. You can price outcomes, keep autonomy, and report results clearly.
Typical French fields
- IT development, data analysis, and BI projects
- SEO/SEA, content strategy, and social media consulting
- HR advisory, finance consulting, and interim management
- Professional training, executive coaching, and instructional design
Who benefits most and why
Senior experts and niche specialists benefit the most because high day rates absorb management fees and contributions. Juniors can fit if demand and negotiation power exist.
Commercial lens: the client gains a simple supplier relationship. The entreprise hires expertise while the provider handles payroll and compliance, so the buyer gets quick access to skills with limited vendor risk.
Practical tip: If you can define scope, measurable outcomes, and a clear value proposition, you can usually exercer portage salarial effectively.
What portage does not allow and common deal-breakers
Not every business fits the managed-employment route; some activities are simply excluded by rule and practice.
Excluded categories
- Buy‑and‑resell commerce and trading of goods.
- Personal services delivered directly to households.
- Regulated professions such as lawyer, doctor, architect, notary, and chartered accountant.
When rates and market traction matter
If your pricing is very low, the conversion from chiffre affaires to take‑home pay becomes weak.
Management fees, social contributions and a practical salaire minimum floor mean low‑rate work often leaves little pay after deductions.
Risk of no validated demand
Unlike a salarié classique, you must find clients. No guaranteed salary exists between missions.
Without early market traction, income can be volatile.
| Deal-breaker | Why it blocks you | Quick remedy |
|---|---|---|
| Excluded activity | Legal or regulatory bar | Choose a compliant service offer |
| Too low pricing | Poor net after fees | Raise rates or target higher-value niches |
| No validated demand | Income gaps between missions | Build pipeline, diversify clients, set a reserve plan |
For a full comparison with other statuses and to check fit for your profile, see our comparison with other statuses.
How to set up portage quickly, from mission to signed contracts
Moving quickly from client agreement to signed contracts depends on three things: mission clarity, a responsive provider, and complete paperwork.
Mission negotiation with the client company
Start with a concise scope: deliverables, timeline, price, and milestones. Confirm the entreprise cliente legal identifiers and payment terms before you proceed.
Signing the membership agreement
The membership agreement defines operating rules, services, fees, and expense policies. Read clauses on insurance and payment timing before you sign.
Service contract and employment contract
The setup uses two contracts: a commercial service contract between the client and the société portage, and your contrat travail (CDD or CDI) with the employer. This dual architecture protects you and formalizes billing.
Starting in under 24 hours: realistic checklist
- Confirmed scope, price and deliverables.
- Client legal IDs and PO or signature authority.
- Signed membership agreement and service contract.
- Signed employment contract and ID documents.
- Responsive partner able to handle tâches administratives and payroll.
Buyer caution: speed is valuable, but verify insurance, expense rules and payment timing to protect net income. For details on paperwork and gestion administrative see gestion administrative.
| Step | Who signs | Why it matters |
|---|---|---|
| Membership agreement | You & société portage | Defines fees, services, and expense policy |
| Service contract | Client & société portage | Formalizes scope and payment terms |
| Contrat travail | Société portage & you | Grants employee status and payroll |
Understanding the contracts in portage: CDD vs CDI
The right employment arrangement balances mission flexibility with long-term security and cash-flow predictability. Choosing CDD or CDI affects how you plan revenue, negotiate rates, and manage gaps between assignments.
When a CDD makes sense
CDD is tied to a specific assignment and is ideal for time-limited projects or client-led missions.
Key rules you must know under the code travail guidance:
- Purpose: drafted for a defined mission.
- Renewals: limited to two renewals.
- Maximum total duration: 18 months including renewals (can be extended by 3 months by mutual agreement in specific cases).
- Timing: the signed document must be transmitted to you within two business days after agreement.
CDI realities for salariés portés
A CDI provides an open-ended employment framework but does not guarantee pay during non-assignment periods.
Gaps between client missions are generally unpaid, so you must plan cash flow and maintain a client pipeline to smooth income.
Compliance checklist for any contrat travail
Ensure every contract includes the elements below to protect your rights and clarify pay calculations:
| Mandatory clause | What it defines | Why it matters |
|---|---|---|
| Pay calculation | How invoice turns into net salary | Protects salaire portage salarial predictability |
| Management fees & expenses | Percentages and reimbursement rules | Prevents disputes over deductions |
| Guarantor and insurer | Identity, RC policy number | Financial and liability protection |
| Benefit institutions | Retirement and provident bodies listed | Ensures social coverage and declarations |
In short, a clear and compliant contrat travail with an entreprise portage secures legal protections and helps you forecast net pay. We recommend reviewing these clauses before you sign to reduce disputes and preserve take-home expectations.
Roles and responsibilities across the three parties
A precise division of duties keeps missions running smoothly and protects your income. Map responsibilities before you sign so there are no gaps that could delay payment or shift liability.
What the salarié porté must do
You find clients, negotiate price and conditions, organise delivery, and submit activity reports at least once per month.
Prospecting and clear deliverables are part of your role. Keep written agreements to avoid disputes.
What the entreprise cliente must ensure
The client company is responsible for execution conditions on site: health, safety, and working time expectations.
They must respect your autonomy while enforcing site rules and providing a safe workplace.
What the société portage must manage as employer
- Employment contracts, payroll and social declarations.
- Invoicing the client, contributions, and maintaining your activity account.
- Insurance coverage and employer obligations owed to you as staff of a société portage salarial.
Boundary note: the consultant porté has operational freedom but no managerial link with the client. If any party tries to shift legal duties—who pays insurance, who files reports—pause and get written clarification.
For details on insurance and mandatory coverage, see our professional liability and insurance rules.
Costs, fees, and how your invoice becomes take-home pay
A simple numeric flow from billed amount to net salary clarifies what you actually earn.
Management fees explained and what they cover
Frais gestion are taken directly from your chiffre affaires before payroll calculations. They cover invoicing, contract management, legal compliance, payroll processing, accounting, and basic support or training.
Typical fee range in France and what affects it
In practice, frais gestion usually range from 5% to 15%. Lower rates suit simple admin-only services. Higher rates buy deeper support, guarantees, or training platforms from the société portage salarial.
Payroll deductions: employee and employer contributions
After management fees, the remaining amount funds gross salary. Then employee and employer social contributions are deducted, which is why net often sits near ~50% of the original billed sum.
Realistic net pay benchmarks
Example flow (rounded):
| Step | Percent of invoice | Explanation |
|---|---|---|
| Chiffre affaires billed | 100% | Amount invoiced to client |
| Minus frais gestion | 5–15% | Operational and support fees |
| Gross salary after fees | ~70–80% | Before social charges |
| Net salary (salaire portage) | ~45–55% | After employee & employer contributions |
How reimbursable business expenses can improve outcomes
Frais professionnels properly documented and contractually allowed reduce taxable base and increase effective net. Ask your provider which expenses they accept and how reimbursements appear on payslips.
Buyer action: always request a written simulation showing the conversion coefficient from your billed amount to salaire portage. Compare assumptions on frais gestion, accepted frais professionnels, and any savings plans before you commit. For a detailed cost breakdown, see our guide on how much does wage portage cost.
Minimum salary rules and how monthly pay is structured
Indexed salary floors protect consultants by tying minimum pay to the Social Security ceiling (PMSS). This approach makes the arrangement an employment relationship with predictable pay elements.
PMSS-based minimums and why they matter
The convention collective sets a gross monthly floor linked to the PMSS. For example, a referenced minimum gross can be €2,517.13. This ensures a real salaire minimum across classifications and prevents informal undercutting.
What monthly pay must include
Under the collective portage salarial rules, each monthly package contains:
- Base pay (core gross salary).
- Paid-leave compensation (10% of base).
- Business development bonus (5% to reward commercial effort).
CDI reserve vs CDD end-of-contract bonus
For a CDI the employer builds an inter-mission reserve, typically 10% of the last mission base to cover gaps between assignments.
For a CDD a compensatory bonus at contract end (precariousness indemnity) replaces that reserve.
Buyer takeaway: a reliable provider will show a full breakdown on a simulation and cite the convention collective to confirm each line complies with the rules.
Social protection and benefits: what you gain versus freelancing
With this model you gain formal social protection and benefits, while still operating as an independent consultant.
Key coverages: you receive French sécurité sociale health protection, statutory retirement contributions, and access to supplemental plans that improve long-term income security.
Unemployment and registration
Salariés portés may be eligible for unemployment benefits and can register with France Travail. Rights are calculated like a classic job when conditions are met, and it can be possible to combine ARE with income from your activity under specific rules.
Training and skills development
You keep access to CPF credits, skills assessments and VAE routes. These training devices help increase your rates and stabilise your pipeline.
Mutual insurance and provident cover
Providers usually include basic mutual and provident schemes; enhanced plans may be optional. Ask for policy names, coverage limits and certificate numbers before signing.
| Coverage | What it means | Action to request |
|---|---|---|
| Health (sécurité sociale) | Medical care and reimbursements | Ask for registration proof |
| Retirement & supplemental | Mandatory contributions and top-up plans | Request contribution statements |
| Unemployment & training | ARE eligibility; CPF access | Get written rules and examples |
Compared with freelance-only status, this arrangement keeps your independence tout conservant an employee-grade safety net and clear avantages sociaux. For a full breakdown of social protection, consult our detailed social protection guide.
Insurance and risk coverage: RC Pro, liability, and who covers what
Before you accept a mission, confirm the insurance that protects you, your client, and the employer-company. A clear, traceable policy prevents surprises and speeds onboarding for both the consultant and the entreprise cliente.
Responsabilité civile professionnelle is a foundational protection for a consultant porté. It covers claims that arise from professional errors, omissions, or advice that cause financial or operational loss to a client.
Responsibility split: general vs professional liability
Responsabilité civile (general third-party liability) handles accidental physical damage or bodily injury on site.
Civile professionnelle (professional liability) covers mistakes in services, faulty deliverables, or negligent advice. Both are important, but they protect different risks.
What to check in contracts
Contracts must name the insurer and list the policy number that covers the consultant for work performed at the client site.
Ensure the certificate includes:
- Insurer name and policy number
- Coverage scope and limits
- Territorial limits (France or international)
- Effective dates matching the mission period
“Insurance must be explicit in contract clauses so coverage is immediately verifiable by all parties.”
Liability allocation and practical rules
The entreprise cliente remains responsible for on-site execution conditions: health, safety, and working hours. Professional errors and service-related damages are handled via the assurance responsabilité civile of the consultant’s employer structure.
| Risk | Primary cover | Who verifies |
|---|---|---|
| On-site injury or property damage | Responsabilité civile (general) | Entreprise cliente & site manager |
| Faulty advice or service error | Responsabilité civile professionnelle | Société employer / insurer |
| Cross-border activity | Policy territorial clause | Consultant porté (you) & insurer |
Buyer’s checklist: confirm insurer identity, policy number, coverage limits, territorial scope, and whether your exact service category is covered. Keep digital copies of certificates and the contract clause accessible. When clients ask for proof before start, you can respond immediately and maintain trust.
How to choose a société de portage salarial that protects your income
A reliable employer partner reduces cash‑flow risk and preserves your take‑home pay when clients delay payment. Start by checking the company’s financial safeguards, fee rules, and practical services that affect net income.
Financial guarantee and late payment protection
Garantie financière is a regulatory safeguard. It helps ensure salary payment even if a client pays late or defaults. Ask for the guarantee amount and the insurer’s details.
Example: ITG publicly cites a >€9M guarantee. That level reduces risk and speeds payroll when receipts are delayed.
Transparency on fees and expense rules
Confirm the base frais gestion rate and any add-on charges. Typical ranges run 5–15% but ask for a written simulation.
Also verify which frais professionnels are reimbursable and how reimbursements show on payslips. Hidden charges can shrink net pay fast.
Service quality and credibility signals
Evaluate responsiveness, legal support, and training offers. Look for PEPS membership or ISO 9001 certification as trust markers. ABC Portage, for example, cites ISO certification and industry membership.
| Buyer scorecard | What to check | Why it matters |
|---|---|---|
| Income security | Garantie financière amount, insurer | Protects payroll on late client payments |
| Fee clarity | Base frais gestion, extras, expense rules | Predictable conversion to net salary |
| Service | Legal support, training, collections | Speeds contracts, improves recoveries |
| Perks | PEE/PERCO, meal vouchers, pre‑financing | Increases effective net pay |
Decision tip: Prioritize income protection and compliance over the lowest listed fee. Ask for a personalised simulation that includes guarantee, fee breakdown, and available employee plans before you choose société portage.
Finding missions while in portage: a practical buyer’s guide approach
Your ability to secure projects remains the single biggest driver of income stability. As a salarié porté, you keep sales responsibility. Treat mission-finding as a core, scheduled business activity.
Clarify your positioning and ideal client profile
Start with a short statement of what you deliver and the measurable outcomes clients buy.
Define an ideal client profile (ICP): sector, company size, decision-maker, typical budget, and the pain you solve.
Prospecting channels and networking that work in France
- LinkedIn outreach targeted by role and sector.
- Specialized consultant job boards and bidding platforms.
- Industry meetups, trade events, and alumni networks.
- Warm referrals and partnerships with agencies or boutiques.
Using training and coaching from your société portage
A reputable société portage or entreprise portage often offers negotiation and mission-search coaching.
Use these services to sharpen rates, improve proposals, and speed first contacts.
“Treat prospecting like a product: test messages, measure responses, and iterate.”
| Action | Why it matters | Quick tip |
|---|---|---|
| Positioning statement | Justifies rates and speeds decisions | Write a one-line value proposition |
| Channel mix | Diversifies lead flow | Balance LinkedIn, events, and boards |
| Training use | Improves win rate and negotiation | Ask provider for role-play sessions |
Execution discipline: track leads, standardize proposals, and build multi-client resilience so you can exercer portage salarial with steadier income. We recommend a weekly pipeline review and a three-month target for repeatable processes.
Portage salarial international and working with foreign client companies
When you deliver services across borders, a precise plan for social and tax coverage avoids costly surprises. International work lets a France-based professional bill foreign firms while keeping an employment framework at home.
How “detachment” can preserve sécurité sociale
Detachment is a formal mechanism that can maintain French social contributions, unemployment rights, and retirement accrual during a temporary posting abroad. It must be recorded with authorities to secure your couverture sociale and avoid dual declarations.
Common scenarios
- Remote from France: you work from France for an overseas entreprise cliente — simpler for tax and social rules.
- Temporary assignment abroad: you travel to the client site for a defined period and may need detachment paperwork.
Administrative and tax coordination — pre-flight checks
- Confirm territorial insurance and professional liability limits.
- Agree contract jurisdiction and invoicing rules with the entreprise cliente.
- Validate tax residency effects and payroll withholding.
Role of your société portage salarial
A strong provider coordinates documents, applies for detachment where needed, and issues compliant invoices. Still, you must get written confirmation of social coverage and insurance before any start.
“International missions are attractive, but compliance gaps are costly — secure written proof of coverage and tax treatment.”
For deeper guidance on cross-border setups, consult our guide on international arrangements.
Conclusion
If you value social protection and simpler admin, this model can bridge freelance freedom and employment security.
Deciding point: become a salarié porté while tout conservant commercial control and reducing contraintes administratives. Understand the tripartite setup, how your contrat travail (CDD or CDI) shapes gaps and reserves, and how your chiffre affaires converts through frais gestion into net pay.
Compliance anchors protect you: the code travail definition and the convention collective set minimums and pay rules. Financial reality is clear — after management fees and contributions, salaire portage salarial typically sits near ~50% of invoicing, and allowed frais professionnels can improve outcomes.
Before signing, verify garantie financière levels and explicit responsabilité civile / civile professionnelle coverage. Ask the entreprise portage or société portage for written simulations, fee transparency, and insurer details so client contracts include insurance references.
Next step: shortlist 2–3 sociétés, request a personalised simulation, compare fees and expense rules, then choose the société portage that fits your market and working style.
