Hiring my first permanent employee: employer obligations checklist

Hiring your first permanent employee is a milestone. Between advance declarations, mandatory information, occupational health, payroll and financial support, there is little room for error. Here is an operational, up-to-date 2026 checklist to secure your first hire.

Quick checklist (chronological)

• Days -15 to -8: choose the collective agreement, open/configure payroll accounts (DSN), join the occupational prevention and health service, select supplementary health/protection cover.
• Days -8 to 0: submit the DPAE (Urssaf) no later than before work starts; prepare the permanent contract and mandatory information document.
• Day 0: safety induction, provide documents (contract, rules/notices, IT/remote-work policy where applicable), enter the employee in the single staff register.
• Day +7: provide the first mandatory written information (14 items split between 7 days/1 month, as applicable).
• End of the first month: complete remaining information; check AGIRC-ARRCO, supplementary health and protection affiliations; schedule the VIP (information and prevention visit).
• First payroll: issue a compliant payslip, submit DSN, pay social contributions.

1) DPAE: essential before work starts

The pre-employment declaration (Déclaration Préalable à l’Embauche, DPAE) is mandatory and must be made no later than before the contract starts (at the earliest 8 days before). Submit it online through Urssaf (net-entreprises). It notably triggers the employee's social-security registration and unemployment insurance affiliation. Failure to submit it is punishable (fine per employee and possible undeclared-work classification in cases of fraudulent conduct) (Service-Public – Hiring formalities).

2) Written permanent contract and 14 mandatory information items

Written permanent contract: strongly recommended

For full-time permanent employment, a written contract is not always legally required, but is strongly recommended (and sometimes required by the collective agreement). At minimum, specify parties' identities, role/duties, location(s), start date, pay and variable components, probation duration/conditions, working time, collective agreement and specific clauses (confidentiality, justified non-compete, role-appropriate IP). See usual particulars and clauses (Juritravail – Permanent contracts: particulars & clauses).

Written employee information: 14 items, strict deadlines

Following developments in the European framework transposed into French law, employers must provide employees with 14 items of information about the employment relationship in writing, some within 7 calendar days of the first actual working day, others within one month at the latest (e.g. parties' identities, workplace, duties, start date, working-time duration/organisation, pay, termination procedures, social-security bodies, etc.). A useful overview is available (PayFit – Mandatory particulars 2026) and the administration explains the approach in hiring formalities (Service-Public).

3) Collective agreement, minimum pay and sensitive clauses

Identify the applicable collective agreement (the business's actual activity) and comply with minimum pay, classifications, bonuses, protection cover and probation periods. For tech startups, choosing between Syntec/Bureaux d’études is common: see our guide to choosing the appropriate collective agreement.

Probation period: to be enforceable, it must be written and comply with statutory/collectively agreed maximum periods (e.g. 2 to 4 months depending on category, renewable subject to conditions) (Juritravail). Include clauses suited to your activity (confidentiality, IP, proportionate and compensated non-compete, mobility if necessary). For hybrid/remote roles, govern remote work through a policy.

4) Health, safety and occupational health

• Join the occupational prevention and health service (SPST) before hiring and schedule the VIP (information and prevention visit) within 3 months, or before assignment for hazardous roles.
• Single occupational risk assessment document (DUERP) from the first employee, safety training and safety induction booklet.
• Single staff register, mandatory notices (hours, labour inspection/contact details, safety instructions, workplace equality if thresholds apply, etc.).

The administration's “first hire” guide details these practical and legal essentials (DRIEETS – First hire guide).

5) Payroll, social-security bodies and social protection

• AGIRC-ARRCO: enrol your employee in supplementary retirement insurance (managerial/non-managerial) and configure payroll software.
• Company supplementary health insurance mandatory for all, with a minimum employer contribution; supplementary protection cover depending on status (e.g. managers) and collective agreement.
• Monthly DSN, compliant payslip and contribution payments.

The administration outlines the key URSSAF, unemployment insurance and social declaration steps (Service-Public).

6) Job-ad transparency and older workers: changes in 2026

In 2026, transparency requirements advance: rules published by the Ministry of Labour specify changing obligations for job advertisements and the labour market (Travail-Emploi – What is changing). Meanwhile, the framework for employment of older workers evolves with new incentives to secure hiring and continued employment (Service-Public – Employment of older workers).

7) Hiring support (including first employees) in 2026

Depending on your circumstances (sector, location, employee age/profile, contract), national or local support may be available. Consult updated overviews of 2025/2026 hiring support (Baker Tilly) and the dedicated first-employee list (Propulse by CA).

8) Common mistakes (and how to avoid them)

• Late DPAE: exposure to fines and litigation risk; prepare 8 days before work starts (Service-Public).
• Unwritten probation period: it becomes unenforceable (potential notice and compensation). Secure it in writing (Juritravail).
• Forgetting the 14 information items: failure to inform = employer breach; provide a separate information memo alongside the contract (PayFit).
• Failure to join SPST: health/safety breach; join before hiring and schedule the VIP (DRIEETS).
• Ignoring the collective agreement: minimum-pay/protection-cover risks. Have the agreement and classifications validated; our guide “Syntec or Bureaux d’études” helps you decide.

Practical example — A client (early-stage SaaS startup) let its first permanent employee start before the DPAE and without a written probation clause. Inspection: DPAE regularised with penalties, probation deemed unenforceable. Result: notice and compensation paid on termination. We have since provided a standardised hiring pack (permanent contract + “14 items” memo + safety check) and a remote-work framework. No incidents since.

9) Copy-and-paste checklist template

• Determine the collective agreement and role classification.
• Join SPST and schedule VIP; update DUERP.
• Choose supplementary health/protection cover; configure payroll (DSN, workplace accident/occupational disease rates).
• Draft permanent contract (probation, working time, pay, clauses).
• Prepare the “14 information items” document (7 days/1 month).
• Submit DPAE before arrival; check right to work (foreign nationals).
• Enter employee in single register; provide safety booklet/instructions.
• Day 0: safety induction, sign documents, provide health-insurance notices.
• Day +7/+30: finalise written information and VIP.
• Month end: payslip, DSN, AGIRC-ARRCO/Urssaf contributions.

If still choosing between a permanent hire and continued contracting, assess freelancer reclassification risk. To retain your first talent, compare BSPCE, BSA, AGA suited to startups.

Quick FAQ

Is the DPAE mandatory, and when should it be filed?

Yes. No later than before work starts (at the earliest 8 days before), through Urssaf. Penalties apply for omission (Service-Public).

Must a permanent contract be written?

For full-time permanent employment, writing is not always required, but the “14 items” must be provided in writing. In practice, provide a written contract + information memo (PayFit).

What occupational health duties apply?

Join SPST before hiring, organise VIP (within 3 months or before a hazardous assignment), DUERP and safety prevention (DRIEETS).

What support is available for a first employee?

Check 2025/2026 national/local schemes and those targeting “first employees” (Baker Tilly) and (Propulse by CA).

What is new in 2026?

Stronger transparency and older-worker employment provisions specified by the Ministry of Labour (Travail-Emploi) and (Service-Public).