Taxing Wages 2026

France

Abstract

This chapter includes data on the income taxes paid by workers, their social security contributions, the family benefits they receive in the form of cash transfers as well as the social security contributions and payroll taxes paid by their employers. Results reported include the marginal and average tax burden for eight different family types.

Methodological information is available for personal income tax systems, compulsory social security contributions to schemes operated within the government sector, universal cash transfers as well as recent changes in the tax/benefit system. The methodology also includes the parameter values and tax equations underlying the data.

 

 

The national currency is the Euro (EUR). In 2025, EUR 0.88 equalled USD 1. In that year, the average worker earned EUR 45 964 (Secretariat estimate).

Personal income tax system

Tax levied by the central government on 2025 income

Tax unit

The tax unit is aggregate family income, but children over 18 are included only if their parents claim them as dependants. Other persons may be fiscally attached on certain conditions: unlike spouses, who are always taxed jointly, children over 18 and other members of the household may opt to be taxed separately. Beginning with the taxation of 2004 income, the law provides for joint taxation of partners in a French civil union (pacte civil de solidarité, or PACS), as soon as the PACS is signed. Reporting obligations for “PACSed” partners are similar to those of married couples.

Earned income is reported net of compulsory employer and employee payroll deductions, except for 2.4 percentage points worth of CSG (contribution sociale généralisée) and the 0.5% CRDS (contribution pour le remboursement de la dette sociale), which are not deductible from the income tax base.

Tax reliefs and tax credits

Standard tax reliefs

• Work-related expenses, corresponding to actual amounts or a standard allowance of 10% of net pay (with a minimum of EUR 509 and a ceiling of EUR 14 556 per earner).

• Family status: The “family quotient” (quotient familial) system takes a taxpayer’s marital status and family responsibilities into account. It involves dividing net taxable income into a certain number of shares [two shares for a married (or “PACSed”) couple, one share for a single person, one half-share for each dependent child, an additional share for the third and each subsequent dependent child, an additional half-share for single parent, and so on]: the total tax due is equal to the amount of tax corresponding to one share multiplied by the total number of shares. The tax benefit for a half-share is limited, however, to EUR 1 807per half-share in excess of two shares for a couple, or one share for a single person, except for the first two half-shares granted for the first child of a single parent, in which case the maximum benefit is EUR 4 262.

Main non-standard reliefs available to the average worker

There are compensatory allowances in case of divorce if paid in a lump sum (25% reduction, capped at EUR 30 500); home employment costs (child care, home help, housekeeper…) (50% reduction up to annual expenditure of EUR 12 000 with additional EUR 1 500 per dependent), child care costs for children under six (50% reduction, up to annual expenditure of EUR 2 300); dependent children attending secondary school or in higher education; donations to charities or other organisations assisting those in needs; trade union dues, etc. The exemption of the employer’s participation to the collective contracts of supplementary health cover is abolished in the budget act for 2014 (i.e., income earned in 2013).

Tax schedule

	Fraction of taxable income (1 share, in Euros)	Rate (in %)
1st bracket	Up to 11 600	0
2nd bracket	From 11 600 to 29 579	11
3rd bracket	From 29 579 to 84 577	30
4th bracket	From 84 577 to 181 917	41
5th bracket	From 181 917	45

A special rebate for taxpayers with a low tax liability is applied to the amount of tax resulting from the above schedule before reductions and tax credits. To be eligible, the tax on the household’s income must be less than EUR 1 982 for single households and less than 3 277 for couples. The rebate is equal to 45.25 % of the difference between this ceiling and the amount of tax before the rebate.

Exceptional contribution on high revenues

An exceptional contribution on high revenues is based on the reference taxable income (“revenu fiscal de référence”). The tax rates are 3% from EUR 250 000 to EUR 500 0000 (single person), 4% over EUR 500 0000 (single person), 3% from EUR 500 000 to EUR 1 000 000 (married couple or civil union) and 4% over EUR 1 000 000 (married couple or civil unions).

Differential tax on high incomes

In 2025, a temporary differential tax on high incomes (over 250,000 euros) was introduced, raising the minimum income tax rate to 20% after deduction of PIT and exceptional contribution on high income. This tax has been extended until the deficit falls below 3%, in the finance law for 2026.

Taxes levied by decentralised authorities

Local taxes levied on working households are:

• Residency tax ("taxe d’habitation”) on secondary homes apply at rates set by local authorities.

• Property taxes on developed and undeveloped land.

• There are common rules for each type of tax, to which certain municipalities make certain adjustments.

These local taxes, the rates of which vary widely, depending on the municipality, are not assessed here.

Universal social contribution (contribution sociale généralisée, or CSG)

The universal social contribution (CSG) was introduced on 1 February 1991. Since 1 January 2018, the rate of CSG has been 9.2%. This rate has been applied to a base of 98.25% as of 1st January 2012. The CSG is deductible against taxable income, but at a lower rate of 6.8%.

Contribution to the reimbursement of social debt (contribution au remboursement de la dette sociale, or CRDS)

The contribution to the reimbursement of social debt has been in effect since 1 February 1997. Like the universal social contribution, its base has passed to 98.25% of gross pay as of 1st January 2012. The rate is set at 0.5%. Unlike social security contributions, CRDS payments are not deductible from taxable income.

Compulsory social security contributions to schemes operated within the government sector.

Some contributions are levied on a capped portion of monthly earnings. Since 1997, this ceiling has been adjusted once a year on 1 January. After remaining stable between 2020 and 2022 at EUR 3 428 (or EUR 41 136 per year), the ceiling increased in January 2023 to EUR 3 666 (+6,9%), rose again in January 2024 to EUR 3,864 (+5,4%), and further increased in 2025 to EUR 3 925 (or EUR 47 100 per year) (+1,6%).

Employee contributions

Pension

• 6.9% on earnings up to the ceiling (unchanged compared to 2023).

• 0.4% on total earnings (unchanged compared to 2023).

Illness, pregnancy, disability, death

• 0.0% on total earnings (0.0% in 2021)

Unemployment

• 0.0% on earnings since 1^st October 2018.

Others

• Supplemental pension1 for non-managers and managers: minimum 3.15% up to the ceiling and 8.64% between one and eight times the ceiling.

• The CEG (“Contribution d’Équilibre Général”) replaced AGFF and GMP in 2019. The rate of this contribution is, for non-managerial workers and managers, 0.86% of earnings up to the social security ceiling and 1.08% between one and eight times the ceiling.

• The CET (“Contribution d’Équilibre Technique”): a contribution of 0.14% on total earnings up to eight times the ceiling, for employees who earnings exceed one time the ceiling.

Employer contributions

Some employer contributions and reductions vary based on company size thresholds. The rates applied refer to companies with more than 50 employees.

Pensions

8.55% (unchanged compared to 2024) of gross pay, up to the ceiling, plus a 2.02% (unchanged compared to 2024) levy on total pay.

Illness, pregnancy, disability, death

13.0% of total earnings (unchanged compared to 2024). The rate has been reduced to 7.0% up to 2.5 times the minimum wage since 1^st January 2019 with the conversion of the CICE into a permanent cut in social contributions. In 2025, the ceiling for the reduction is set at 2.25 times the minimum wage.

An additional contribution of 0.3% (contribution de solidarité autonomie – CSA) is levied on total salary.

Unemployment

4% of earnings since 1^st May 2025 (4.05% in 2024 and until 30^th April 2025) (4.5% for some temporary contracts and between 2.95% and 5% for some companies), up to four times the ceiling; in addition, 0.25% (0.20% until 30^th June 2024, 0.25% since 1^st July 2024) up to four times the ceiling to endow the salary guarantee fund (AGS).

Work-related accidents

Contribution rates for work-related accidents vary by line of business and are published annually in the official gazette (Journal officiel de la République française). In 2025, the average rate is 2.12% (unchanged compared to 2024).

Family allowances

5.25% of total pay. The rate has been reduced to 3.45% up to 1.6 times the minimum wage from 2015 with the responsibility pact, up to 3.5 times the minimum wage from April 2016. In 2025, the ceiling for the reduction is set at 3.3 times the minimum wage.

Others

• Supplemental pension: for non-managers and managers, 4.72% up to the ceiling and 12.95% between one and eight times the ceiling.

• The CEG (“Contribution d’Équilibre Général”) contribution is 1.29% up to the ceiling, 1.62% between one and eight times the ceiling for managers and non-managers. In the table, this is combined with the rates for supplemental pensions.

• The CET (“Contribution d’Équilibre Technique”), a contribution of 0.21% on total earnings up to eight times the ceiling for employees whose earnings exceed one time the ceiling.

• Others (construction, housing, apprenticeship, further training): 2.646% of pay (for enterprises with more than 50 employees). The transport tax is not included because it varies geographically. Contributions to finance a fund dedicated to workers exposed to distressing work conditions (“Fonds Pénibilité”) vary with the levels of exposure of each worker and are therefore not included.

Reduction of employer-paid social insurance contributions

The reduction of employer-paid social insurance contributions, introduced in 1993, has been gradually extended and strengthened. As of 2023, it includes two types of measures:

(i) The general reduction of employer-paid social insurance (ex-“Fillon Act”, also called today “zero contributions URSSAF”) is a decreasing reduction in social security contributions, which eliminates all common law social contributions paid at the minimum wage and whose level decreases with wage to become zero for a gross annual wage equal to 1.6 times the gross annual minimum wage. It applies irrespective of the number of hours worked for workers with contracts of at least three months. Since 1^st of January 2025, the maximum reduction is 32.33% for companies with more than 50 employees and 31.93% for companies with less than 50 employees.

(ii) A proportional reduction in health insurance and family allowance contributions, which allow for a reduction of 6 and 1.8 percentage points respectively for gross annual wage below 2.25 and 3.3 times the gross annual minimum wage. In 2025, the ceiling of the two reductions was reduced (in 2024, it was set, respectively, at 2.5 and 3.5 times the gross annual minimum wage applicable on 31 December 2023). The 6 percentage point’s reduction replaces since 1^st January 2019 the competitive tax credit (CICE – crédit d’impôt pour la compétitivité et l’emploi), whereas the 1.8 percentage point reduction was introduced in 2015 by the Responsibility Act (Phase 1).

The gross annual minimum wage (for 1 820 hours) is at EUR 21 622 since November 1^st 2024.

Universal cash transfers

Main minimum social benefits

The RSA (“Revenu de Solidarité Active”) is the minimum income benefit. However, the eight family types studied here earn too high an income to benefit from this benefit.

Main family benefits (in respect of dependent children)

• Family allowances: the monthly base for family allowances (BMAF) was equal to EUR 466.44 between January 1^st and end of March 2025. It was automatically adjusted on 1 April 2025 to EUR 474,37. The family allowances, granted to families with two or more children, are subject to revenue conditions since 1 July 2015, and adjusted every year:

  • Up to EUR 78 565 (+EUR 6 546 per child after the second child), the rate is 32% for two children and 41% per additional child. An extra amount of 16% of the BMAF is reversed if the child is over 14 years old (the extra amount is not incorporated into the model).

  • Between EUR 78 565 (+EUR 6 546 per child after the second child) and EUR 104 719 (+EUR 6 246 per child after the second child), the above rates are divided by 2.

  • Beyond EUR 104 719 (+EUR 6 546 per child after the second child), the above rates are divided by 4.

• ASF (Allocation de Soutien Familial): extra child benefit for isolated parent is at most 42.20 % of the BMAF per month, against 28.13% in 2022. It is reduced by the amount of child support paid by the other parent to the family.

• ARS (Allocation de Rentrée Scolaire): The amount payable depends on the age of the child to reflect needs. The allowance is payable to families or persons with children aged 6 to 18 attending school, and whose income is below a certain level (not incorporated into the model).

Age of the child	Percentage of the BMAF in 2025
6–10 years	89.72%
11–14 years	94.67%
15–18 years	97.95%

• Family supplement (Complément Familial): 41.65% of the BMAF. Subject to revenue ceilings, this is paid to families as of the third child aged between 3 and 21. An extra amount (20.83% of BMAF) is reversed for families whose incomes are below a given threshold. The family supplement is not incorporated into the model.

• Early childhood benefit (not incorporated in the model) known as PAJE (Prestation d’Accueil du Jeune Enfant): subject to revenue ceilings. It includes:

  • A birth grant of 229.75% of the BMAF received at the 2nd month following the birth.

  • A grant of 459.5% of the BMAF is received upon the adoption of a child.

  • A benefit (“allocation de base”) of 41.65% (or 20.825% depending on the family income) of the BMAF a month from the birth of the child until three years of age.

Housing benefits

The housing benefits are not included in the model.

In-work benefit

The November 2014 Supplementary Budget Act eliminated the earned income tax credit (Prime pour l’emploi, PPE) so that it could be merged with the in-work income supplement (RSA Activité) and become a single in-work benefit. The in-work benefit was created by the Act of 17 August 2015 on Labour‑Management Dialogue and Employment, and has been in place since 1 January 2016. The in-work benefit is better targeted to promote a return to full-time work for low-paid workers. The benefit is not paid if its monthly amount is less than EUR 15.

The amount of in-work benefit is equal to a targeted income, less the maximum between resources and a lump sum. The lump sum (“montant forfaitaire de la prime d’activité”) was equal to EUR 595.25 from 1 January 2024 to 1 April 2024, it then increased to EUR 622.63.

The targeted income is determined as the sum of three elements:

• A lump sum (before CRDS) modulated according to the composition of the household. For instance, it is increased by 50% for couple, then 30% for each child until two and 40% for each additional child. The amount may be increased for a temporary period2 for an isolated parent (128.412% of the basic lump sum for the adult and then 42.804% for each child).

• An individual bonus of 29.101% of the basic lump sum is planned for persons whose net income exceeds around 100% of the net minimum wage; this bonus grows linearly if the net income is between around 50% and 100% of the net minimum wage3.

• 61% of the net professional income of the household.

Then resources are assessed as the sum of the household income, plus the benefits (family benefits and others, except RSA and housing benefits)4. A lump sum depending on the composition of the household (12% of the basic lump sum for a single person, 16% for a couple, 16.5% for three persons or plus) is used to take into account the housing benefits5.

Main changes in the tax system and social benefits regime since the taxation of 2015 income

• Tax system (2020 income)

  • New tax schedule following the personal income tax reform (Budget Act 2020):

    The Budget Act of 2020 (article 2) introduced a reform of the personal income system. The reform provides a significant lowering of income tax rate for an amount of around 5 billion euros. 16.9 million taxpayers are benefitting from this reduction from the 1^st January, for an estimated average gain of around EUR 300. The changes are the following:

    • the marginal rate of 14% is reduced at 11%.

    • the tax rebate is reduced from three quarters to 45.25%.

    • the special 20% tax reduction rate is removed.

    If the final tax is less than EUR 61, no tax is payable.

• Increase of 1.7 points of CSG deductible (2018)

• Social benefits regime

  • Increased reduction of employer-paid contributions for family allowance: 3.45% instead of 5.25% for salary up to 3.5 times the minimum wage from April 2016 (1.6 times before).

  • Removal of sickness and unemployment employee contribution

  • Creation of a new cash transfer benefit for low-income workers (“prime d’activité”) which replace the PPE and the “RSA activité”6.

Changes to labour taxation in 2025

In August 2022, the French Parliament adopted the permanent raise of overtime pay exemption ceiling from EUR 5 000 to EUR 7 500 for income tax only, applicable from 2023 (tax on 2022 income).

The exceptional bonus scheme introduced in 2018 (“Prime Exceptionnelle de Pouvoir d’Achat”) was replaced in July 2022 by a permanent value-sharing bonus scheme (“Prime de Partage de la Valeur”) with new conditions valid until December 2023. In November 2023, the law transposing the national interprofessional agreement on value sharing within the company introduced new conditions, which apply between January 2024 and December 2026, before the permanent scheme comes into effect from January 2027 onwards. The scheme is thus implemented in three phases:

• From July 2022 to December 2023, value-sharing bonuses could be paid once a year with a limit of EUR 3 000 (EUR 6 000 in the case of the signature of a profit-sharing agreement). Under this phase of the scheme, tax exemptions varied depending on the employee’s salary. For employees earning less than 3 times the minimum wage, the payment of a value-sharing bonus was exempt from employers’ and employees’ social contributions – including “Contribution sociale généralisée” (CSG) and ”Contribution pour le remboursement de la dette sociale” (CRDS), income tax and the additional employer social contribution (“forfait social”). For employees earning at least 3 times the minimum wage, the exemption from social contributions did not cover the CSG and CRDS, and an additional employer social contribution (”forfait social”) applied to companies with 250 employees or more (20 % of the bonus). If applicable, income tax must also be paid.

• From January 2024 to December 2026, value-sharing bonuses can be paid twice a year, with a total limit of EUR 3 000 (EUR 6 000 in the case of the signature of a profit-sharing agreement). The previous exemption was extended within firms employing less than 50 employees – in these firms, for employees earning less than three times the minimum wage, the payment of a value-sharing bonus is exempt from employers’ and employees’ social contributions – including CSG and CRDS – and from income tax. For all other employees (employees working in firms employing more than 50 workers or employees working in firms employing less than 50 workers and earning three times the minimum wage or more), the regime of the scheme is aligned with another value-sharing scheme (profit-sharing - “intéressement”). The bonus is exempt from employers’ and employees’ social contributions but not from CSG and CRDS. Moreover, companies employing 250 workers or more are liable to pay an additional employer social contribution (“forfait social”) on bonuses paid to all employees (20 % of the bonus). Bonuses are subject to income taxation, except if saved in an employee or retirement savings plan.

• A permanent scheme will be applicable from 2027 onwards for all employees. Value-sharing bonuses will be exempt from social security contributions – except CSG and CRDS – and liable to pay the “forfait social” (20 % of the bonus for firms employing 250 workers or more). Bonuses will be subject to income tax, except if saved in an employee or retirement savings plan.

The value-sharing bonus scheme is not taken into account in the model as it is not mandatory for employers to use it.

Moreover, the LFSS (loi de financement de la Sécurité sociale) for 2025 introduced a measure to include the value-sharing bonus (PPV) in the calculation of employers' general social contribution exemptions (AG), effective from January 1, 2025. This change means that gross remuneration for AG calculations now includes the PPV, unlike before when only the gross salary was considered. For example, an employee earning the minimum wage and receiving an annual PPV of €1,200 will have a gross remuneration of €1,901.80, impacting the amount of employer's AG benefits due to the tapering effect of AG.

Finally, the 2023 law transposing the national interprofessional agreement on value sharing within the company also made it mandatory for all firms employing between 11 workers and 50 workers7 to establish a profit-sharing scheme when making lasting profits. From 2025 onwards, firms achieving a net fiscal profit of at least 1 % of their turnover for three consecutive years will have to establish a profit-sharing scheme – employers may choose which one among the existing schemes, including the value-sharing bonus.

Memorandum items

To assess the degree of comparability between countries, the following additional information should be taken into account:

• Coverage is of the private and semi-public sectors of NACE sections C to K up to 2007 and NACE rev.2 sections B to N from 2008.

• The category “employees” encompasses all full-time dependent employees (excluding apprentices and interns).

• The figures presented are obtained by applying income tax and social contribution scales to gross salaries as listed in annual social data reports (DADS) in NACE.

There is a break in the average wage time-series starting with the year 2016. That year, the National Statistics Office (INSEE) changed their methodology for the calculations of the average wage.

Additionally, the 2020 annual average wage decreased compared to previous years due to the exceptional use of Covid STW schemes in 2020. Indeed, Covid STW schemes led to the substitution of unemployment benefits to wages for workers benefitting from such schemes while contract duration includes periods of STW during which the contract is only suspended. Therefore, the annualised average wage which is computed as the ratio of wages to contract length that year declined by 3.7 % between 2019 and 2020. The OECD series of compensation per employee used as a proxy to forecast the 2024 average wage (2024 forecast is obtained by applying to the latest level published by Insee, which refers to year 2022, the evolution rates published by OECD for years 2023 and 2024) decreased as well in 2020 for the same reason, although to a slightly lesser extent: compensation per employee declined by 3.5 % in 2020 followed by a rebound in 2021,2022 and 2023 by 4.9 %, 4.9 % and 4.1 % respectively. The discrepancy between the variation in the INSEE series of average wage and the variation in the OECD series of compensation per employee in 2020 (i.e., 0.2 percentage point) can be regarded as standard compared to historical differences between these two times series8. Therefore, the usual methodology is kept unchanged: the 2024 average wage value is derived from the INSEE 2022 average wage level and evolutions in the OECD compensation per employee series in 2023 and 2024. No specific correction has been brought to forecast in order to take into account the difference between these two series for 2020 since this difference is not particularly important compared to what is observed in other years.

Summary table: the socio-fiscal regime of the value-sharing bonus (“PPV”)

	Affected employees	Subject to employers’ and employees’ social contributions	Subject to CSG1 and CRDS2	Subject to the additional employer social contribution (”forfait social”)	Subject to income tax
July 2022 – December 2023	Employees earning less than 3 times the minimum wage	No	No	No	No
	Employees earning more than 3 times the minimum wage	No	Yes	Only in firms employing 250 workers or more (20 %)	Yes
January 2024 – December 2026	Employees earning less than 3 times the minimum wage within firms employing less than 50 workers	No	No	No	No
	Employees earning more than 3 times the minimum wage within firms employing less than 50 workers	No	Yes	No	Yes3
	Employees within firms employing more than 50 workers	No	Yes	Only in firms employing 250 workers or more (20 %)	Yes3
January 2027 onwards	All employees	No	Yes	Only in firms employing 250 workers or more (20 %)	Yes3

1. ”Contribution sociale généralisée”.

2. ”Contribution pour le remboursement de la dette sociale”.

3. Value-sharing bonuses are exempt from income tax when saved in an employee or retirement savings plan.

2025 Parameter values

APW earnings	Ave_earn	45 964	Secretariat estimate
Income tax
Work expenses	work_rel_fl	509
	work_rel_ceil	14 556
	work_rel_rate	0.100
Tax schedule	tax_sch	0.000	11 600
		0.110	29 579
		0.300	84 577
		0.410	181 917
		0.450
	limit_demipart	1 807
	limit_sp_demipart1	4 262
Décote value	decote_sing	1 982
	decote_mar	3 277
	decote_pente	0.4525
Tax reduction	red_taux	0.0000
	red_seuil_1	0.0000
	red_seuil_2	0.0000
	red_seuil_dp	0.0000
	tax_min	61
CEHR	cehr_rate1	0.0300
	cehr_rate2	0.0400
	cehr_ceil1	250 000
	cehr_ceil2	500 000
CSG+CRDS	CSG_CRDS_abat	0.0175
	CSG_rat_noded	0.0240
	CRDS_rat_noded	0.0050
	CSG_CRDS_rat_noded	0.0290
	CSG_rat_ded	0.0680
	CRDS_special	0.0050
Employee contributions
	pension_rate	0.0690
	pension_rate2	0.0040
Sickness	sickness_rate	0.0000
Unemployment	unemp_rate	0.0000
Extra pension (non-cadres) (incl. AGFF)	pens_rate_ex	0.0401
	pens_rate_ex2	0.09716
	pens_rate_ex3	0.0014
Employer contributions
	pens_empr1	0.0855
	pens_empr2	0.0202
Sickness	sickness_empr	0.0700
	Sickness_emp2	0.1300
Authonomous Solidarity Contribution	CSA	0.0030
Unemployment (incl. "garantie de salaire")	unemp_empr	0.0425
Accidents	accidents_empr	0.0212
Family Allowance	fam_empr	0.0525
	fam_empr_2	0.0345
Extra pension (incl. AGFF)	pens_empr_ex	0.0601
	pens_empr_ex2	0.1457
	pens_empr_ex3	0.0021
Others	others_empr	0.02646
CS reduction & corporate tax credit
Employer SSC reduction rate	SSC_empr_redrate2	0.6
Employer SSC reduction maximum	SSC_empr_red_max	0.3233
Employer SSC reduction SMIC reference	SSC_empr_SMIC_ref	1.6
	SSC_empr_SMIC2	3.3
	SSC_empr_SMIC3	2.25
Social transfers
Child benefit (second child)	CB_2	1 813.968
third & subsequent before CRDS	CB_3	2 324
First ceiling for CB	CB_c1	78 565
Second ceiling for CB	CB_c2	104 719
Increase of ceiling per child	CB_ceiling_extra_child	6 546
Extra child benefit for isolated parent	CB_isol	2 392
Prime d'activité	pa_forf	631
	pa_maj1	0.50
	pa_maj2	0.30
	pa_maj3	0.40
	pa_maj_isol1	0.28412
	pa_maj_isol2	0.42804
	pa_min	180
	pa_pct	0.5985
	pa_bonus	0.29101
	pa_bonus1	0.29101
	pa_bonus2	0.38901
	pa_forf_logement1	0.12
	pa_forf_logement2	0.16
	pa_forf_logement3	0.165
Others
Social security contributions	SSC_ceil	47 100
Derivation of minimum income	SMIC_horaire	11.88
	SMIC_heures	1 820
	SMIC	21 622

2025 Tax equations

The equations for the French system are mostly calculated on a family basis. Variable names are defined in the table of parameters above, within the equations table, or are the standard variables “married” and “children”. A reference to a variable with the affix “_total” indicates the sum of the relevant variable values for the principal and spouse. And the affixes “_princ” and “_spouse” indicate the value for the principal and spouse, respectively. Equations for a single person are as shown for the principal, with “_spouse” values taken as 0.

	Line in country table and intermediate steps	Variable name	Range	Equation
1.	Earnings	Earn
	Quotient for tax calculation	Quotient	J	1+Married+IF(Children<3, Children/2, Children-1)+0.5*(Married=0)*(Children>0)
2.	Allowances
	CSG deductible	CSG_ded	B	CSG_rat_ded*((1-CSG_CRDS_abat)*MIN(earn;4*SSC_ceil)+Positive(earn-4*SSC_ceil))
	Salary net	earn_dec	B	earn-SSC-CSG_ded
	Work related	work_exp	B	MIN(work_rel_ceil, MAX(work_rel_rate* earn_dec, MIN(work_rel_fl, earn_dec)))
	Basic	basic_al	B	0
3.	Credits in taxable income	taxbl_cr	B	0
4.	CG taxable income	tax_inc	J	Positive(earn_dec_total-work_exp)
5.	CG tax before credits
	Calculation according to schedule	sch_tax	J	MAX(quotient*Tax(tax_inc/quotient, tax_sch), IF(Married, 2*Tax(tax_inc/2, tax_sch)-limit_demipart*(quotient-2), Tax(tax_inc, tax_sch)-(Children>0)* (limit_sp_demipart1+limit_demipart*(quotient-2))))++cehr_rate1* MIN((cehr_ceil2-cehr_ceil1)*(1+Married);MAX(tax_inc-cehr_ceil1*(1+Married);0))+cehr_rate2 * MAX(tax_inc-cehr_ceil2*(1+Married);0)
	Adjusted for decote	adj_tax	J	SI(Married;Positive(MINA(tax_sch; (1+decote_pente)*tax_sch- decote_pente*decote_mar));Positive(MINA(tax_sch;(1+decote_pente)*tax_sch-decote_pente*decote_sing)))
	Tax liable	inc_tax	J	(adj_tax>=tax_min)*adj_tax
	CSG+CRDS (non-deductible)	CSG_CRDS_noded	B	CSG_CRDS_rat_nod*((1-CSG_CRDS_abat)*MIN(earn;4*SSC_ceil)+Positive(earn-4*SSC_ceil))
	CSG deductible	CSG_ded	B	CSG_rat_ded*((1-CSG_CRDS_abat)*MIN(earn;4*SSC_ceil)+Positive(earn-4*SSC_ceil))
6.	Tax credits :	tax_cr	J	adj_tax*SI((tax_inc<=red_seuil_1*(1+Married)+red_seuil_dp*Children);red_taux;SI(tax_inc<='red_seuil_2*(1+Married)+red_seuil_dp*Children;(tax_inc*red_taux'/(red_seuil_1*(1+Married)+red_seuil_dp*Children-(red_seuil_2*(1+Married)+red_seuil_dp*Children)))+(red_taux*(red_seuil_2*(1+Married)+red_seuil_dp*Children))/(red_seuil_2*(1+Married)+red_seuil_dp*Children-(red_seuil_1*(1+Married)+red_seuil_dp*Children));0))
7.	CG tax	CG_tax	J	inc_tax+CSG_CRDS_noded+CSG_ded-tax_cr
8.	State and local taxes	local_tax	J	0
9.	Employees' soc security	SSC	B	((sickness_rate+pension_rate2)*earn + (pension_rate + pens_rate_ex )*MINA(earn;SSC_ceil) + unemp_rate*MINA(earn;4*SSC_ceil) + pens_rate_ex2* MAX(MIN(earn;8*SSC_ceil) - SSC_ceil;0))+SI(earn<SSC_ceil;0;SI(earn>8*SSC_ceil;8*SSC_ceil*pens_rate_ex3;pens_rate_ex3*earn))
11.	Cash transfers	cash_transf_gross	J	SI(Children<2;0;(CB_2+(Children-2)*CB_3)*SI(tax_inc<=(CB_c1+CB_ceiling_extra_child*(Children-2));1;SI(tax_inc<=(CB_c2+CB_ceiling_extra_child*(Children-2));0,5;0,25)))+SI(Isolated=1;CB_isol*Children;0)
		calculated_in_work_benefit_gross	J	MAX(SI((Isolated='1);' 12*pa_forf*(1+pa_maj_isol1+pa_maj_isol2*Children); 12*pa_forf*(1+SI(Married=1;pa_maj1;0)+pa_maj2*SI(Children<=2;Children;0)+pa_maj3*SI(Children>2;Children-2;0)))+pa_pct*(earn_dec-CSG_CRDS_noded)+pa_bonus*pa_forf/(pa_bonus2-pa_bonus1)*12*SI(ET(pa_bonus1*SMIC<(earn_dec_princ-CSG_CRDS_noded_princ);pa_bonus2*SMIC>(earn_dec_princ-CSG_CRDS_noded_princ));(earn_dec_princ-CSG_CRDS_noded_princ)/SMIC-pa_bonus1;0)+pa_bonus*pa_forf/(pa_bonus2-pa_bonus1)*12*SI(ET(pa_bonus1*SMIC<(earn_dec_spouse-CSG_CRDS_noded_spouse);pa_bonus2*SMIC>(earn_dec_spouse-CSG_CRDS_noded_spouse));(earn_dec_spouse-CSG_CRDS_noded_spouse)/SMIC-pa_bonus1;0)+pa_bonus*pa_forf*12*SI((earn_dec_princ-CSG_CRDS_noded_princ)>=pa_bonus2*SMIC;1;0)+pa_bonus*pa_forf*12*SI((earn_dec_spouse-CSG_CRDS_noded_spouse)>=pa_bonus2*SMIC;1;0)-MAX(earn_dec-CSG_CRDS_noded+(family_benefit_gross-SI(Isolated='1;CB_isol*Children;0)*(1-(22,5%'/42,2%)))+((Married+Children='0)*' pa_forf_logement1*pa_forf*12+ (Married+Children='1)*pa_forf_logement2*pa_forf*1,5*12' + (Married+Children>='2)*pa_forf_logement3*pa_forf*1,8*12);' SI(ET((Married='0);(Children>0));' 12*pa_forf*(1+pa_maj_isol1+pa_maj_isol2*Children);pa_forf*12*(1+SI(Married=1;pa_maj1;0)+pa_maj2*SI(Children<=2;Children;0)+pa_maj3*SI(Children>2;Children-2;0))));0)
		final_gross _in_work benefit_gross		SI(calculated_in_work_benefit_gross>pa_min; calculated_in_work_benefit_gross;0)
		crds_cash_transf	J	cash_transf_gross*-1*CRDS_special
		cash_transf_net	J	cash_transf_gross+crds_cash_transf
13.	Employer's soc security	SSC_empr_gross	B	(CSA + pens_empr2 + accidents_empr+others_empr)*earn + pens_empr1*MINA(earn;SSC_ceil) + pens_empr_ex*MINA(earn;SSC_ceil) + pens_empr_ex2* MAX(MIN(earn;8*SSC_ceil) - SSC_ceil;0) + unemp_empr*MIN(earn;4*SSC_ceil) +SI(earn<SSC_empr_SMIC2*SMIC; fam_empr_2*earn; fam_empr*earn)+SI(earn<SSC_ceil;0;SI(earn>8*SSC_ceil;8*SSC_ceil*pens_empr_ex3;pens_empr_ex3*earn))+SI(earn<SSC_empr_SMIC3*SMIC;sickness_empr*earn;sickness_empr2*earn)
		SSC_empr_reduction	B	IF(OR(earn>SSC_empr_SMIC_ref*SMIC,earn='0),0,-MIN' (SSC_empr_red_max*earn,(SSC_empr_red_max/SSC_empr_redrate2)*(SSC_empr_SMIC_ref*SMIC/earn-1)*earn))
		SSC_empr_final	B	SSC_empr_gross+SSC_empr_reduction

Key to range of equation B calculated separately for both principal earner and spouse P calculated for principal only (value taken as 0 for spouse calculation) J calculated once only on a joint basis.

Notes

← 1.  The social protection scheme is named ARRCO for non-managers and AGIRC for managers. The two protection schemes have been merged since the 1st January 2019.

← 2.  During at most 12 months over a 18-months period; or, if there is a child under three in the family, until the child is three.

← 3.  The boundaries are defined as: minimum of 59 hours paid at gross minimum wage per hour per month and maximum of 120 hours paid at gross minimum wage per hour per month.

← 4.  Capital income, unemployment benefits, pensions or minimum old-age pensions are not taken into account in this model.

← 5.  The complete formula uses the minimum of this lump sum tax and the amount of housing benefits, if the family is a tenant. As the model does not include housing benefits, we only use the lump sum in the formula. This method tends to minimize the amount of “prime d’activité” served.

← 6.  In the previous model, for 2015 revenues, this reform only affects the income tax (no PPE in 2016) but not the benefits, since the “prime d’activité” will be served as from the beginning of 2016.

← 7.  Firms with more than 50 employees were already required to set up a profit-sharing scheme called “participation”

← 8.  Discrepancies can be explained by differences of coverage. For instance, the INSEE average wage series excludes public administration workers from its scope while the OECD series includes them.