{"id":14367,"date":"2026-02-03T22:45:28","date_gmt":"2026-02-03T21:45:28","guid":{"rendered":"https:\/\/patchwork.law\/?p=14367"},"modified":"2026-09-30T09:07:21","modified_gmt":"2026-09-30T07:07:21","slug":"portage-salarial-in-france","status":"publish","type":"post","link":"https:\/\/patchwork.law\/en\/employment-law-glossary\/portage-salarial-in-france\/","title":{"rendered":"Portage Salarial in France: How It Works and Status of the Salaried Consultant"},"content":{"rendered":"<p><em>Portage salarial<\/em> is a French employment arrangement that allows an independent professional to carry out their activity while benefiting from the status of a salaried employee. It rests on a tripartite relationship between the consultant, the <em>portage salarial<\/em> company (sometimes referred to as an umbrella company), and the client company. Flexible and legally secure, it attracts a growing number of independent professionals seeking to combine autonomy with social protection. But this hybrid status is governed by precise rules, ignorance of which can expose both the consultant and the <em>portage salarial<\/em> company to significant legal risks.<\/p>\n<nav class=\"pw-sommaire\" aria-label=\"Table of contents\">\n<p class=\"pw-sommaire__titre\"><strong>Table of contents<\/strong><\/p>\n<ul class=\"pw-sommaire__liste\">\n<li><a href=\"#1-definition\">1. Portage salarial: definition and legal framework<\/a><\/li>\n<li><a href=\"#2-fonctionnement\">2. How portage salarial works: the tripartite relationship<\/a><\/li>\n<li><a href=\"#3-statut\">3. The status of the salaried consultant: rights and social protection<\/a><\/li>\n<li><a href=\"#4-remuneration\">4. Remuneration under portage salarial<\/a><\/li>\n<li><a href=\"#5-avantages-limites\">5. Advantages and limitations of portage salarial<\/a><\/li>\n<li><a href=\"#6-risques\">6. Legal risks of portage salarial<\/a><\/li>\n<li><a href=\"#7-questions\">7. Frequently asked questions about portage salarial<\/a><\/li>\n<li><a href=\"#contact\">8. Your employment lawyer for portage salarial matters<\/a><\/li>\n<\/ul>\n<\/nav>\n<p><!-- ===================== SECTION 1 ===================== --><\/p>\n<section id=\"1-definition\" class=\"pw-section\">\n<h2>1. Portage salarial: definition and legal framework<\/h2>\n<h3>1.1 &#8211; What is portage salarial?<\/h3>\n<p><em>Portage salarial<\/em> is defined in <a title=\"Art. L. 1254-1 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033024514\" target=\"_blank\" rel=\"noopener\">Article L. 1254-1 of the Labour Code<\/a> as a set of contractual relationships organised between a <em>portage salarial<\/em> company, a consultant, and client companies, under which the consultant benefits from salaried employee status and receives payment for their services to the client through the <em>portage salarial<\/em> company.<\/p>\n<p>In practice, the consultant brings their expertise to a client company, negotiates their assignment and daily rate directly, and the <em>portage salarial<\/em> company converts the revenue generated into a salary, after deducting its management fees and social security contributions.<\/p>\n<h3>1.2 &#8211; The legal framework: belated but solid recognition<\/h3>\n<p><em>Portage salarial<\/em> was first given legal recognition by the Act of 25 June 2008, and was then precisely regulated by the Ordinance of 2 April 2015 (<a title=\"Arts. L. 1254-1 to L. 1254-32 Labour Code\" href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033024514\" target=\"_blank\" rel=\"noopener\">Articles L. 1254-1 to L. 1254-32 of the Labour Code<\/a>). A national collective agreement on <em>portage salarial<\/em>, concluded on 22 March 2017 and extended, supplements this framework.<\/p>\n<div class=\"pw-callout pw-callout--info\" role=\"note\" aria-label=\"Key point\">\n<p class=\"pw-callout__title\"><strong>Key point<\/strong><\/p>\n<p class=\"pw-callout__text\"><em>Portage salarial<\/em> may only be used for the provision of services. It is excluded for activities subject to specific professional regulation (medical professions, lawyers, chartered accountants) and for personal care services provided in the home.<\/p>\n<\/div>\n<h3>1.3 &#8211; Who can use portage salarial?<\/h3>\n<p><em>Portage salarial<\/em> is reserved for individuals who can demonstrate the <strong>expertise, qualifications and autonomy<\/strong> that enable them to find their own clients and negotiate their own assignments. In practice, it is used primarily by:<\/p>\n<ul>\n<li>Independent consultants and experts (interim management, strategy, HR, IT)<\/li>\n<li>Trainers and professional coaches<\/li>\n<li>Managers in career transition or retraining<\/li>\n<li>Retired professionals wishing to continue working<\/li>\n<li>Entrepreneurs testing a new activity before setting up a company<\/li>\n<\/ul>\n<\/section>\n<p><!-- ===================== SECTION 2 ===================== --><\/p>\n<section id=\"2-fonctionnement\" class=\"pw-section\">\n<h2>2. How portage salarial works: the tripartite relationship<\/h2>\n<h3>2.1 &#8211; The three parties and their contractual relationships<\/h3>\n<p><em>Portage salarial<\/em> rests on a three-tier contractual structure:<\/p>\n<div class=\"pw-table-wrapper\">\n<table class=\"pw-table\">\n<thead>\n<tr>\n<th>Relationship<\/th>\n<th>Contract<\/th>\n<th>Content<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Portage salarial company \/ Consultant<\/strong><\/td>\n<td>Employment contract (open-ended or fixed-term)<\/td>\n<td>Terms of employment, remuneration, mutual obligations<\/td>\n<\/tr>\n<tr>\n<td><strong>Portage salarial company \/ Client company<\/strong><\/td>\n<td>Commercial service agreement<\/td>\n<td>Nature of the assignment, duration, daily rate, conditions<\/td>\n<\/tr>\n<tr>\n<td><strong>Consultant \/ Client company<\/strong><\/td>\n<td>Assignment agreement (or letter of engagement)<\/td>\n<td>Practical terms for performing the assignment<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<h3>2.2 &#8211; The consultant&#8217;s employment contract<\/h3>\n<p>The <em>portage salarial<\/em> company must conclude an employment contract with the consultant on either an <strong>open-ended or fixed-term basis<\/strong>, depending on the nature of the assignment. A fixed-term <em>portage salarial<\/em> contract may not exceed <strong>18 months<\/strong>, including renewals. The contract must state:<\/p>\n<ul>\n<li>The consultant&#8217;s professional qualifications<\/li>\n<li>The method for calculating remuneration and management fees<\/li>\n<li>The amount of any business origination payment, where applicable<\/li>\n<li>The reporting arrangements<\/li>\n<li>The conditions for early termination in the absence of an assignment<\/li>\n<\/ul>\n<h3>2.3 &#8211; The obligations of the portage salarial company<\/h3>\n<p>The <em>portage salarial<\/em> company has specific obligations towards the consultant:<\/p>\n<ul>\n<li>Pay the salary even where the client company has not yet paid (subject to contractual provisions)<\/li>\n<li>Open and maintain an <strong>activity account<\/strong> recording sums received from clients and salaries paid to the consultant<\/li>\n<li>Guarantee salary payments by means of a <strong>financial guarantee<\/strong> from an authorised body<\/li>\n<li>Hold <strong>professional indemnity insurance<\/strong> covering the consultant&#8217;s activities<\/li>\n<li>Be registered with the DREETS and have <em>portage salarial<\/em> as its exclusive activity<\/li>\n<\/ul>\n<\/section>\n<p><!-- ===================== SECTION 3 ===================== --><\/p>\n<section id=\"3-statut\" class=\"pw-section\">\n<h2>3. The status of the salaried consultant: rights and social protection<\/h2>\n<h3>3.1 &#8211; Full employee status<\/h3>\n<p>The consultant benefits from <strong>all the rights attached to salaried employee status<\/strong>, subject to the adaptations provided for by statute and the <em>portage salarial<\/em> collective agreement:<\/p>\n<ul>\n<li>Affiliation to the general social security scheme (sickness, maternity, workplace accidents)<\/li>\n<li>Pension contributions (general scheme and supplementary pension via AGIRC-ARRCO)<\/li>\n<li>Entitlement to unemployment benefit (France Travail) on termination of contract<\/li>\n<li>Access to professional training and the personal training account (CPF)<\/li>\n<li>Protection in the event of illness or accident<\/li>\n<li>Paid leave<\/li>\n<\/ul>\n<h3>3.2 &#8211; Specific features of the status<\/h3>\n<p>The consultant nonetheless retains <strong>complete autonomy in prospecting for and managing their assignments<\/strong>. They choose their clients, negotiate their rates and organise their work freely. The <em>portage salarial<\/em> company exercises no management authority over the content of services performed for the client.<\/p>\n<div class=\"pw-callout pw-callout--warning\" role=\"note\" aria-label=\"Important note\">\n<p class=\"pw-callout__title\"><strong>Important note<\/strong><\/p>\n<p class=\"pw-callout__text\">The consultant does not benefit from all the protections afforded to an ordinary salaried employee. In particular, the <em>portage salarial<\/em> collective agreement provides specific rules on termination of contract in the absence of an assignment, which differ from the ordinary rules on dismissal. The employment contract should be read carefully before signing.<\/p>\n<\/div>\n<h3>3.3 &#8211; The guaranteed minimum remuneration<\/h3>\n<p>The national <em>portage salarial<\/em> collective agreement guarantees the consultant a <strong>minimum remuneration<\/strong>. In 2025, the minimum gross monthly salary for a full-time consultant is set at <strong>\u20ac2,517.13<\/strong>, equivalent to approximately 75% of the monthly social security ceiling. This floor applies regardless of the duration or rate of assignments performed.<br \/>\n<\/section>\n<p><!-- ===================== SECTION 4 ===================== --><\/p>\n<section id=\"4-remuneration\" class=\"pw-section\">\n<h2>4. Remuneration under portage salarial<\/h2>\n<h3>4.1 &#8211; From revenue to net salary: the mechanism<\/h3>\n<p>The consultant&#8217;s remuneration is calculated from the revenue generated by their assignments, as follows:<\/p>\n<ul>\n<li><strong>Revenue excluding VAT<\/strong> invoiced to the client company<\/li>\n<li>Deduction of the <em>portage salarial<\/em> company&#8217;s <strong>management fees<\/strong> (generally between 5% and 15% of revenue)<\/li>\n<li>Deduction of <strong>justified business expenses<\/strong> (travel, accommodation, equipment)<\/li>\n<li>Deduction of <strong>employer social security contributions<\/strong> (approximately 42-45% of gross salary)<\/li>\n<li>Payment of <strong>gross salary<\/strong>, from which <strong>employee social security contributions<\/strong> are deducted (approximately 22-25%)<\/li>\n<li>= <strong>Net salary<\/strong> paid to the consultant<\/li>\n<\/ul>\n<div class=\"pw-callout pw-callout--info\" role=\"note\" aria-label=\"Illustrative example\">\n<p class=\"pw-callout__title\"><strong>Illustrative example<\/strong><\/p>\n<p class=\"pw-callout__text\">For monthly revenue of \u20ac10,000 excluding VAT: after deducting management fees (10%, i.e. \u20ac1,000), the calculation base is \u20ac9,000. After employer contributions (43%), gross salary is approximately \u20ac6,294. After employee contributions (23%), the <strong>net salary is approximately \u20ac4,847<\/strong>. These figures are indicative and vary depending on the <em>portage salarial<\/em> company and business expenses incurred.<\/p>\n<\/div>\n<h3>4.2 &#8211; The activity account<\/h3>\n<p>The <em>portage salarial<\/em> company must maintain an <strong>activity account<\/strong> for each consultant, recording all sums received from clients, management fees deducted, business expenses reimbursed and salaries paid. The consultant has the right to access this account at any time and to request a detailed statement.<\/p>\n<h3>4.3 &#8211; The business origination payment<\/h3>\n<p>Some <em>portage salarial<\/em> companies pay a <strong>business origination payment<\/strong> to the consultant in recognition of the fact that they themselves have prospected for and brought in the client. This payment, provided for by the collective agreement, is added to the remuneration and is subject to the same social security contributions as salary.<br \/>\n<\/section>\n<p><!-- ===================== SECTION 5 ===================== --><\/p>\n<section id=\"5-avantages-limites\" class=\"pw-section\">\n<h2>5. Advantages and limitations of portage salarial<\/h2>\n<h3>5.1 &#8211; Advantages of portage salarial<\/h3>\n<p><em>Portage salarial<\/em> offers significant advantages over other self-employed statuses:<\/p>\n<ul>\n<li><strong>Comprehensive social protection<\/strong>: health insurance, pension, unemployment benefit, workplace accident cover<\/li>\n<li><strong>Administrative simplicity<\/strong>: the <em>portage salarial<\/em> company handles invoicing, social security contributions and filings<\/li>\n<li><strong>Entitlement to unemployment benefit<\/strong> on termination, unlike sole trader or majority shareholder status<\/li>\n<li><strong>Easier access to credit<\/strong>: payslips provide evidence of regular income<\/li>\n<li><strong>Network and services<\/strong>: some <em>portage salarial<\/em> companies offer support, training and networking services<\/li>\n<li><strong>Business testing<\/strong>: allows a self-employed activity to be tested without creating a legal entity<\/li>\n<\/ul>\n<h3>5.2 &#8211; Limitations of portage salarial<\/h3>\n<p><em>Portage salarial<\/em> also has constraints that should be understood:<\/p>\n<ul>\n<li><strong>High cost<\/strong>: management fees (5-15%) and social security contributions significantly reduce net income compared with direct invoicing<\/li>\n<li><strong>Variable income<\/strong>: in the absence of assignments, income may be very low or nil<\/li>\n<li><strong>Dependence on the portage salarial company<\/strong>: the quality of service and financial solidity of the company are critical<\/li>\n<li><strong>Excluded activities<\/strong>: certain sectors cannot use <em>portage salarial<\/em><\/li>\n<li><strong>Implicit revenue ceiling<\/strong>: beyond a certain level of activity, setting up a company may prove more tax-efficient<\/li>\n<\/ul>\n<\/section>\n<p><!-- ===================== SECTION 6 ===================== --><\/p>\n<section id=\"6-risques\" class=\"pw-section\">\n<h2>6. Legal risks of portage salarial<\/h2>\n<h3>6.1 &#8211; The reclassification risk for the client company<\/h3>\n<p>A client company that uses <em>portage salarial<\/em> abusively to fill on a lasting basis a post linked to its normal and permanent activity risks <strong>reclassification as a direct employment relationship<\/strong> with the consultant. This reclassification may arise in particular where:<\/p>\n<ul>\n<li>The consultant is integrated into the client company&#8217;s teams and subject to its management authority<\/li>\n<li>The assignment continues indefinitely without any identifiable service provision<\/li>\n<li>The daily rate is abnormally low and does not correspond to an independent service<\/li>\n<\/ul>\n<h3>6.2 &#8211; Risks associated with the choice of portage salarial company<\/h3>\n<p>Not all <em>portage salarial<\/em> companies offer the same guarantees. Certain risks arise from a poorly structured or insolvent company:<\/p>\n<ul>\n<li>Non-payment of salaries in the event of financial difficulties<\/li>\n<li>Absence of financial guarantee or professional indemnity insurance<\/li>\n<li>Practices not compliant with the collective agreement (excessive management fees, unfair terms)<\/li>\n<li>Risk of reclassification as undeclared work<\/li>\n<\/ul>\n<div class=\"pw-callout pw-callout--warning\" role=\"note\" aria-label=\"Important note\">\n<p class=\"pw-callout__title\"><strong>Important note<\/strong><\/p>\n<p class=\"pw-callout__text\">Before signing with a <em>portage salarial<\/em> company, verify that it is registered with the DREETS, holds a financial guarantee and professional indemnity insurance, and that its management fees and contractual terms comply with the national <em>portage salarial<\/em> collective agreement.<\/p>\n<\/div>\n<h3>6.3 &#8211; Portage salarial and non-competition clauses<\/h3>\n<p>A consultant who leaves their employer to work under a <em>portage salarial<\/em> arrangement may find themselves subject to a <strong>non-competition clause<\/strong> in their former employment contract. Where the clause is valid (limited in time, geographical scope and the activities covered, and accompanied by financial consideration), it applies equally to activity carried out under <em>portage salarial<\/em>. Prior analysis by a lawyer is essential before starting any assignment that might compete with the former employer&#8217;s business.<br \/>\n<\/section>\n<p><!-- ===================== SECTION 7 ===================== --><\/p>\n<section id=\"7-questions\" class=\"pw-section\">\n<h2>7. Frequently asked questions about portage salarial<\/h2>\n<section itemscope itemtype=\"https:\/\/schema.org\/FAQPage\">\n<div class=\"pw-accordion\">\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ps-1\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ps-1\" itemprop=\"name\"><br \/>\nWhat is the difference between portage salarial and sole trader status?<br \/>\n<span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n<\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n<p><em>Portage salarial<\/em> provides full employee status with comprehensive social protection (health, pension, unemployment benefit), whereas sole trader status (<em>auto-entrepreneur<\/em>) offers a simplified regime but without unemployment benefit and with a pension proportional to generally low contributions. <em>Portage salarial<\/em> is more costly in terms of charges but offers greater security. Sole trader status is better suited to a supplementary or low-volume activity. Beyond a certain level of income, setting up a company (SASU, EURL) may prove more advantageous than either.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ps-2\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ps-2\" itemprop=\"name\"><br \/>\nCan a consultant work under portage salarial while also being employed by another company?<br \/>\n<span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n<\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n<p>Yes, subject to conditions. Combining a <em>portage salarial<\/em> contract with another employment contract is possible, provided the rules on maximum working hours are respected, the duty of loyalty to each employer is observed, and any exclusivity clauses in the principal employment contract are complied with. The principal employment contract should be checked carefully before engaging in any <em>portage salarial<\/em> activity.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ps-3\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ps-3\" itemprop=\"name\"><br \/>\nIs a consultant under portage salarial entitled to unemployment benefit at the end of their contract?<br \/>\n<span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n<\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n<p>Yes, and this is one of the major advantages of <em>portage salarial<\/em>. On termination of the <em>portage<\/em> contract (expiry of a fixed-term contract or termination of an open-ended contract), the consultant may claim unemployment benefit (ARE) paid by France Travail, subject to meeting the affiliation conditions (having worked at least 6 months in the preceding 24 months). This is a decisive advantage over sole trader or company director status, neither of which gives rise to unemployment benefit entitlement.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ps-4\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ps-4\" itemprop=\"name\"><br \/>\nHow should a portage salarial company be chosen?<br \/>\n<span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n<\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n<p>Several criteria are decisive: the management fee rate (between 5% and 15%), the company&#8217;s financial solidity and track record, the existence of a financial guarantee and professional indemnity insurance, the quality of the activity account and transparency over deductions, the services offered (support, training, networking), and compliance with the national <em>portage salarial<\/em> collective agreement. It is advisable to compare several offers and to have the contract reviewed by a lawyer before committing.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"pw-accordion__item\" itemscope itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n<input id=\"pw-faq-ps-5\" type=\"checkbox\" \/><br \/>\n<label class=\"pw-accordion__label\" for=\"pw-faq-ps-5\" itemprop=\"name\"><br \/>\nIs it straightforward to move from portage salarial to setting up a company?<br \/>\n<span class=\"pw-accordion__icon\" aria-hidden=\"true\"><\/span><br \/>\n<\/label><\/p>\n<div class=\"pw-accordion__body\">\n<div class=\"pw-accordion__body-inner\" itemscope itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n<div itemprop=\"text\">\n<p>Yes, and this is one of the most common uses of <em>portage salarial<\/em>: testing a self-employed activity before creating a legal entity. The transition is made easier by the fact that the client base and commercial relationships have already been built up during the <em>portage<\/em> period. The terms of the <em>portage salarial<\/em> contract should nonetheless be checked, in particular any client non-solicitation clauses, and the tax and social security implications of the change in status should be anticipated.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n<\/section>\n<p><!-- ===================== CONCLUSION ===================== --><\/p>\n<section id=\"contact\" class=\"pw-section\">\n<h2>Your employment lawyer for portage salarial matters<\/h2>\n<p><em>Portage salarial<\/em> is an attractive but technically complex status, sitting at the intersection of employment law, commercial law and social security law. Whether you are considering whether <em>portage salarial<\/em> is right for you compared with other self-employed statuses, wish to have a contract reviewed before signing, need to analyse a non-competition clause, or are facing a dispute with your <em>portage salarial<\/em> company, a consultation with a specialist lawyer allows these questions to be addressed with confidence.<\/p>\n<p>As specialists in <a title=\"Employment law for independent professionals\" href=\"\/en\/employment-law\/\">employment law<\/a> and the <a title=\"Lawyers for independent professionals\" href=\"\/en\/independent-professionals\/\">law applicable to independent professionals<\/a>, Patchwork Avocats advises consultants, managers in career transition and companies on all matters relating to <em>portage salarial<\/em> and the statuses available to independent workers.<br \/>\n<\/section>\n<footer class=\"pw-footer\">Do you have a question about <em>portage salarial<\/em>, your contract or your status? <a href=\"https:\/\/patchwork.law\/contact\/\">Contact us<\/a>.<\/footer>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the difference between portage salarial and sole trader status?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Portage salarial provides full employee status with comprehensive social protection (health, pension, unemployment benefit), whereas sole trader status offers a simplified regime without unemployment benefit and with lower pension contributions. Portage salarial is more costly but offers greater security.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can a consultant work under portage salarial while also being employed by another company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes, subject to conditions: compliance with maximum working hours, the duty of loyalty to each employer, and any exclusivity clauses in the principal employment contract.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Is a consultant under portage salarial entitled to unemployment benefit at the end of their contract?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes. On termination of the portage contract, the consultant may claim unemployment benefit paid by France Travail, subject to meeting the affiliation conditions. This is a decisive advantage over sole trader or company director status.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How should a portage salarial company be chosen?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Key criteria: management fee rate, financial solidity, financial guarantee and professional indemnity insurance, transparency over deductions, services offered, and compliance with the national portage salarial collective agreement.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Is it straightforward to move from portage salarial to setting up a company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes, and this is one of the most common uses of portage salarial. The client base built up during the portage period eases the transition. The contract terms should be checked, particularly any client non-solicitation clauses.\"\n      }\n    }\n  ]\n}\n<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Portage salarial is a French employment arrangement that allows an independent professional to carry out their activity while benefiting from the status of a salaried employee. It rests on a tripartite relationship between the consultant, the portage salarial company (sometimes referred to as an umbrella company), and the client company. Flexible and legally secure, it [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[444],"tags":[],"class_list":["post-14367","post","type-post","status-publish","format-standard","hentry","category-employment-law-glossary","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts\/14367","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/comments?post=14367"}],"version-history":[{"count":3,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts\/14367\/revisions"}],"predecessor-version":[{"id":14443,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/posts\/14367\/revisions\/14443"}],"wp:attachment":[{"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/media?parent=14367"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/categories?post=14367"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/patchwork.law\/en\/wp-json\/wp\/v2\/tags?post=14367"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}