Guadeloupe

• New Year's Day
• Carnival Monday
• Mardi Gras
• Ash Wednesday
• Mid Lent
• Easter Monday
• Labour Day
• Victory Day
• Ascension Day
• Abolition Day
• Whit Monday
• National Day
• Assumption Day
• All Saints' Day
• Armistice Day
• Christmas Day

Working Hours

The standard work week in France is 35 hours, and employees cannot work more than 10 hours a day.  A work break is obligatory every 4.5 hours.

Overtime hours are calculated at 25% from the 36th hour and 50% from the 44th hour of overtime. There are exceptions in specific cases, such as collective agreements and concerning  managerial staff.

Minimum Wage

Minimum wage: €1,060 per month.

Employee Tax

Annual income	Tax rate
Up to EUR 10,225	0%
EUR 10,226 - 26,070	11%
EUR 26,071 - 74,545	20%
EUR 74,546 - 160,336	41%
More than EUR 160,336	45%
Old age insurance contribution	6.9%
Social security surcharge	9.2%
Social security debt reimbursement contribution (CRDS)	0.5%

Bonuses

Statutory regulation by France.

In Guadeloupe, indefinite-term employment contracts allow for two to four-month probationary periods depending on the work position. Employers may (once) extend the probation time, to double the original probation period indicated in the contract.

Annual Leave

Leave entitlement depends on the length of the employee's service.  Employees who have worked for 12 months are entitled to 5 weeks of annual leave, prorated if they have worked for less than 12 months.

Sick Leave

Sick leave is paid from the 4th day and up to a maximum of 6 months with a medical certificate from a medical professional.

Parental Leave

• Maternity leave varies between 16 and 46 weeks, depending on whether it is a single or multiple birth. An additional two weeks before giving birth or four weeks after the birth are provided to the mother, if there are any complications during the pregnancy. Maternity leave is calculated and paid by the social security authorities, and employers do not have to pay a salary during this period. Employees who have worked a full continuous year on the date of the child's birth or adoption may be paid in full if a CBA (Collective Bargaining Agreement) is in place.
• Paternity leave: can vary between 25 and 32 days, depending on whether it is a single or multiple birth.

Termination Process

In France, there are two types of dismissal:

Employee reasons include:

• Misconduct
• Disciplinary
• Incompetence

Economic reasons include:

• Discontinuation of operations
• Change of the employee's job responsibilities
• Changes in technology
• Restructuring of the operation

The notice provided by the employer depends on the employee's seniority, length of service, and from the date of presentation. In specific cases, the notice period can be suspended or postponed.

Severance Pay

Severance is paid to employees with an indefinite-term contract, according to the CBA agreement (collective bargaining agreement), and a minimum of 8 months of service. Severance pay is calculated on the employee's average salary in the last 12 months and may include the basic salary and bonuses.

When a CBA is not in place, or the severance rate is lower than the statutory severance rate, a severance payment may be received equal to one quarter of the monthly salary for each year of the first ten years of service. Employee contacts may include severance payments if they are higher than the CBA agreement or the statutory rate. In specific cases, such as the company director's severance payment, approval must be received by the business' corporate governance committee.

Global Master Insurance Coverage with Mauve’s Employer of Record Solution
Under a Mauve Group Employer of Record (EOR) solution, clients and their international workers benefit from access to Mauve’s Global Master Insurance Programme—a market-leading, unified corporate insurance framework that supports global compliance across all Mauve entities.

This international insurance coverage ensures legal and regulatory alignment through a combination of a central master policy and country-specific local policies, where required by law. This allows companies to remain fully compliant when expanding their workforce globally or employing staff overseas.

The Global Master Insurance Programme includes the following coverage:

• Employer’s Liability and Public Liability – £10,000,000 combined limit
• Professional Indemnity – £5,000,000 limit
• Worker’s Compensation – Varies depending on the employee’s location

Whether you're expanding internationally or managing global teams, Mauve’s EOR services and insurance support streamline your operations and reduce risk. For tailored advice on mandatory insurance requirements in specific countries, contact Mauve’s international HR consulting team today.