Global employment law,
explained in plain language
Authoritative guides to employment contracts, leave, termination, benefits, and compliance in 180+ countries — written for HR teams, not lawyers.
Browse by topic
Compare employment practices across countries for the topics that matter most.
Employment Contracts
Fixed-term vs. indefinite, required clauses, probationary periods, and notice provisions by country.
180+ country guidesMinimum Wage
Current statutory minimum wage rates worldwide, including recent changes and scheduled increases.
Updated quarterlyPaid Leave & Holidays
Annual leave entitlements, statutory holidays, sick leave, parental leave, and special leave by country.
Statutory + supplementalTermination Rules
Notice periods, severance calculations, at-will vs. just-cause, wrongful dismissal exposure, and works council requirements.
Risk-ranked by countryStatutory Benefits
Mandatory employer contributions, social security, healthcare, pension, and supplemental benefit norms.
Employer cost calculatorContractor Classification
Misclassification risk tests, country-specific criteria, and safe harbor rules for contractor engagements.
Risk indicators includedWorking Hours & Overtime
Standard working week, maximum hours, overtime rules, rest periods, and right-to-disconnect laws.
EU Working Time Directive coveredWork Permits & Visas
Permit types, sponsorship obligations, processing timelines, and common pitfalls by country.
For global mobility teamsBrowse by region
Select a region to explore country-specific employment guides.
Asia Pacific
Middle East & Africa
Country complexity at a glance
Not all markets are created equal. Here's a snapshot of the hiring complexity in popular destinations.
Strict works council rules; terminations require detailed documentation and often negotiation.
Read full guideLabour code heavily favors employees; standard probation is 4 months for executives.
Read full guide13th salary is mandatory; FGTS severance fund contributions apply from day one.
Read full guideFlexible dismissal regime; CPF contributions are well-defined and consistent.
Read full guideState-level variations in labor law add complexity; gratuity is mandatory after 5 years.
Read full guidePost-Brexit immigration rules; 2-year unfair dismissal qualifying period for most employees.
Read full guideWhy teams trust Globalpedia
Written by employment lawyers and HR specialists with in-country expertise — not AI-generated summaries. Every guide is reviewed quarterly for regulatory changes and verified against official sources.
- Lawyer-reviewed content — In-country legal experts review every guide before publication
- Updated quarterly — We track regulatory changes in every country, every quarter
- Practical, not theoretical — Written for HR teams who need to make decisions, not pass bar exams
- Linked to Vectis EOR — Ready to hire? One click from guide to onboarding in 48 hours
You asked:
"What is the mandatory severance for a 3-year employee in France?"
Vecta™ answers:
In France, the statutory severance (indemnité de licenciement) for an employee with 3 years of seniority is 3/10 of monthly salary × 3 years = 0.9 months gross salary, subject to a minimum base calculation. Enhanced collective agreement rates may apply.
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