Clear HR processes for French businesses, built remotely from India
GullyHR helps small and mid-sized businesses in France audit, design and document their HR processes. We work remotely from Bengaluru and leave legal questions to your French adviser, then build the confirmed rules into your process.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps French businesses with HR audits, hiring and onboarding processes, handbooks, absence and performance workflows, and manager training. We work remotely by video call and shared documents. We do not give legal advice or run payroll. Your French adviser confirms the rules, and we build them into your HR system.
Time zone. France is on UTC+1 in winter and UTC+2 in summer. India is 4 hours 30 minutes ahead in winter and 3 hours 30 minutes ahead in summer. The Indian morning meets the French afternoon, and French lunch hours are respected when we set call times.
Who this suits in France
- A French company with a small team where the owner or a gestionnaire de paie handles contracts, absences and staff questions.
- A French subsidiary of an Indian or foreign group that needs local HR documents and processes written down and consistent with head office.
- A growing technology, hospitality or services business that wants clear onboarding, review and absence steps before it hires more people.
- A business covered by a sector collective agreement that wants its everyday HR steps written clearly so every manager follows the same routine.
What we do for businesses in France
HR audit
We review contracts, policies, staff files, onboarding steps and management practice against a clear checklist. You receive a written report, with questions for your French adviser marked separately.
Read more →HR process design
We map and redesign hiring, onboarding, absence, performance and exit workflows. Each step has an owner and a record, so managers act in the same way across teams.
Read more →HR documentation process
We set up how HR documents are created, approved, stored and updated. Staff files, templates and version control are tidy, so you can find the right paper when a question arises.
Read more →Policies and employee handbook
We draft a handbook and core policies in plain English. Legal wording and entitlements stay open until your French adviser confirms them. French versions are then arranged and checked locally.
Read more →Fractional HR management
If you have no full-time HR lead, we can act as an outside HR manager on an ongoing basis. We keep the process calendar and support managers remotely, flagging legal questions to your adviser.
Read more →HR situations we help with in France
Sector agreements alongside contracts.
Many French employers apply a sector collective agreement as well as company rules. Managers need to know which document answers which question, and the HR process should point to it.
Staff representative bodies.
Larger employers have elected staff representatives who are consulted on certain matters. A process showing when to inform or consult them avoids rushed changes.
Documents expected in French.
Staff documents are normally written in French. An English draft followed by a checked translation keeps the meaning clear and avoids disputes about what was agreed.
Formality in written communication.
Warnings, changes and notices are usually written and carefully worded. Templates and a clear approval step stop managers sending informal messages that later cause confusion.
Group policies from another country.
Head-office policies from India or elsewhere may not fit French workplace habits. Local managers need versions they can explain to their teams without apology.
Probation and trial periods.
Trial periods are used in different ways across employers. A dated review schedule and short written notes help managers decide in good time and keep fair records.
Local rules your adviser confirms
These are French regimes an employer should confirm with a qualified local adviser. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| Collective agreements | Sector agreements often set terms beyond the contract. Your adviser confirms which one applies to you. We then build its terms into your documents and manager guides. |
| Staff representative bodies | Elected representatives are informed or consulted on some matters. We map where your processes touch them. Your adviser confirms when involvement is required. |
| Employment contract types | Open-ended and fixed-term contracts follow different rules. We create contract and onboarding templates. Your adviser confirms the permitted use and the wording. |
| Working time | Hours, overtime and rest, plus how they are recorded. We design the recording and approval steps. Your adviser confirms what applies to your roles. |
| Leave and sickness absence | Annual leave, family leave and sick-leave notification. We draft the policy structure and request flow. Entitlements go in only after your adviser confirms them. |
| Disciplinary and dismissal steps | Rules on warnings and ending employment, including meetings and written steps. We design the documentation workflow. Your adviser decides legal steps in every case. |
| Payroll and social contributions | Handled by your payroll provider or accountant. We add the joiner, change and leaver steps that feed them, so correct information arrives on time. |
| Data protection in HR | Handling of staff records and applicant data. We design record-keeping steps with care for who sees what. Your adviser or data protection officer confirms the details. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call to understand your business, team size, managers and the issues you want solved. We agree scope in writing and set meeting windows that suit French time.
- 2
Document review
You share contracts, handbooks, forms and sample records in a shared folder. French documents are welcome, and we tell you where we need a translation to review them properly.
- 3
Written findings
We send a written report in plain English with priorities, then go through it on a call so you can ask questions before design starts.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in shared documents. You comment, we revise, and legal points stay marked for your adviser.
- 5
Handover and support
We hand over final documents with a short guide for managers. Your adviser or translator finalises the French versions. If you want ongoing help, we can provide it remotely.
What we do not do
- We do not give legal advice or opinions on French employment law.
- We do not run payroll, handle social contributions or make statutory filings.
- We do not represent you before staff representatives, unions or labour bodies.
- We do not supply contract staff, run background verification or give visa advice.
- We do not claim a French office, registration or past French clients.
Questions from businesses in France
GullyHR does. We are based in Bengaluru and work remotely with French businesses on audits, process design, documents and manager training. We do not give legal advice, and we work alongside your French adviser.
No. We name areas to check, such as collective agreements and staff representative rules, but your qualified adviser confirms what applies. We then build the confirmed requirement into your processes.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change steps that feed your payroll provider or accountant, so the right information arrives on time.
We draft in English. You can share French documents and we will tell you where a translation is needed for review. Final French versions are prepared and checked by your adviser or a translator.
Yes. We can adapt head-office policies so local managers can use them, and map which steps follow group rules and which need local confirmation. Your French adviser confirms the legal points.
The first conversation is free. After it we share a written scope, timeline and fee for the work, so you can decide before committing. An HR audit is a paid service.