Portage salarial 2025: how does it work?
09 April 2025 · 3 min reading time
Join Staffmatch
See job offersWhat is the principle of portage salarial?
Portage salarial is based on a tripartite relationship between three actors: the umbrella employee (salarié porté), the client company, and the umbrella company (société de portage).
The way it works is simple: the professional canvasses clients, negotiates the terms of the assignment (rate, length, content), then passes these details on to the umbrella company. It is the latter that draws up the commercial contract with the client company, and, in parallel, an employment contract with the umbrella employee (either a fixed-term or an open-ended contract). Once the assignment has been carried out, the umbrella company invoices the client, receives payment, and pays a salary to the umbrella employee after deducting social-security contributions and its management fees.
The umbrella company also handles all the administrative formalities: URSSAF returns, pay slips, accounting management, professional civil-liability insurance… The umbrella employee can therefore concentrate on his or her activity while enjoying full social protection (pension, health cover, unemployment insurance). It is a system that combines autonomy, security and time-saving.
Which profiles are concerned by portage salarial?
Portage salarial attracts a wide variety of professionals who share one point in common: the desire to work independently without shouldering all the constraints involved in setting up a business. For some, it is a way of testing an activity without taking on a legal status. For others, it is a long-term choice that combines flexibility and security.
Freelancers or independents find in it an alternative to micro-enterprise status: they keep their freedom to choose assignments while enjoying full social protection that is often missing from the self-employed regime (unemployment, pension, health insurance). This is notably the case for copy-writers, graphic designers, developers, digital consultants, and professionals in marketing or communication.
Consultants—whether working in strategy, HR, or even finance—may opt for portage salarial to practise their activity flexibly while inspiring confidence in their clients thanks to the secure contractual framework offered by the umbrella company.
Many trainers and coaches also rely on this status to work with their clients without having to handle invoicing, VAT or accounting obligations. They can thus focus on their core business.
Finally, portage salarial also appeals to executives in career change, recent retirees who wish to continue working occasionally, and recent graduates who want to test their project before setting up a company. For all of them, it is a way of becoming an entrepreneur without being isolated, benefiting from guidance, pooled services and valuable salary security.
What are the advantages and disadvantages of portage salarial?
✅ Advantages of portage salarial
The main advantage of portage salarial is that it allows you to work completely independently without being alone. The umbrella employee chooses assignments, negotiates rates, organises time as desired, all while enjoying the security of employee status. He or she pays into pension, unemployment insurance, health insurance, and can even benefit from supplementary health and provident cover. It is therefore an ideal solution for those who want to be entrepreneurial without setting up a company or managing administrative tasks.
Another significant advantage is credibility. For clients, going through an umbrella company can reassure and secure the collaboration (clear contract, professional civil-liability insurance, clean invoicing).
Lastly, some umbrella companies offer additional services: commercial support, training courses, access to a professional network, even works-council-type benefits, which can create a stimulating environment for developing one’s activity.
⚠️ Disadvantages of portage salarial
The main drawback is cost. Between the management fees charged by the umbrella company (generally between 5 % and 10 %) and social-security contributions, the net remuneration received is lower than under micro-enterprise status. In other words, for the same turnover, the disposable income is smaller.
Another limitation is that portage salarial does not suit every occupation. Manual activities, regulated professions (lawyers, doctors, chartered accountants, etc.) or assignments that are too subordinate to an employer cannot be carried out under this status. You also have to handle client prospecting yourself, which can be an obstacle for those uncomfortable with the commercial side.
Finally, portage often requires a minimum turnover for the model to be viable, which can deter some beginners or people in retraining.
What is the legal framework for portage salarial?
Portage salarial enjoys strict legal regulation, written into the French Labour Code since 2008. It is officially defined in Article L1254-1, which lays down the foundations of the tripartite relationship between the umbrella employee, the umbrella company and the client company. This status was reinforced by the Ordinance of 2 April 2015, then clarified by an implementing decree dated 30 December 2015.
The goal: to secure employee rights while regulating each party’s obligations.
How to be eligible for umbrella-employee status?
To be eligible for umbrella-employee status in France, it is essential to possess expertise, a qualification and sufficient autonomy to seek out and negotiate assignments with clients yourself. This autonomy implies that the professional must be capable of defining how the services are carried out and of setting the price.
Regarding qualification, although no legal provision specifies a minimum level, it is generally expected that the professional holds at least a two-year higher-education diploma (Bac + 2) or can demonstrate at least three years’ significant professional experience in the relevant sector.
The services performed must be intellectual in nature, such as consulting, training or engineering. Certain activities, notably personal-service activities, are excluded from umbrella employment.
Finally, the umbrella employee’s remuneration is also regulated. A monthly gross salary floor is imposed, generally around €2 700 gross (i.e. 70 % of the monthly Social-Security ceiling) to ensure the economic viability of the status. This threshold may change depending on the type of contract and the volume of activity.
How to choose an umbrella company?
Choosing a suitable umbrella company is essential to optimise your professional activity. Below are the main criteria to consider:
Financial solidity – make sure the company has positive cash flow and wage-guarantee insurance, ensuring your salary is paid even in the event of failure.
Transparency of management fees – examine the fees deducted from your turnover, usually between 5 % and 12 %. Ask for a detailed simulation to avoid hidden costs.
Services offered – check whether the company provides additional services such as legal assistance, continuing training or access to a professional network.
Reputation and client reviews – read testimonials and online evaluations to gauge other umbrella consultants’ satisfaction.
Responsiveness and availability – the company must be easy to contact and able to respond quickly to your requests.
Experience and seniority – a firm with several years of experience often guarantees reliability and competence.
Legal compliance – ensure that the company respects current regulations and possesses the required insurance, such as professional civil-liability cover.
By assessing these criteria, you will be able to select an umbrella company that matches your needs and secures your professional activity.
How much can you earn in portage salarial?
In umbrella employment, net salary generally represents between 45 % and 50 % of turnover excluding VAT, after deduction of management fees and social-security contributions.
Example calculation:
Monthly turnover: with an average daily rate (TJM) of €500 over 20 working days, turnover is €10 000 excl. VAT.
Management fees: at 7 %, i.e. €700.
Base for social contributions: €9 300 (€10 000 − €700).
Social contributions: about 45 % of €9 300, i.e. €4 185.
Estimated net salary: about €5 115 (€9 300 − €4 185).
These figures are indicative and may vary according to umbrella companies and individual situations.
Portage salarial or temporary agency work: what are the differences?
Autonomy and choice of assignments
- Temporary work (intérim): the temp agency offers assignments to the worker according to client needs. The temp can accept or refuse these assignments but generally has less latitude in choosing them and in negotiating pay. This approach is particularly suited to people seeking a diversity of professional experiences without having to canvass clients directly.
- Portage salarial: the professional searches for and negotiates assignments alone, chooses clients and sets fees, thus benefiting from great autonomy. This arrangement is suitable for experts who wish to build their own client portfolio while retaining independence in managing their activity.
Link of subordination
Intérim: the temp is placed under the hierarchical authority of the client company for the duration of the assignment and must comply with its directives and schedules. This structure offers a clear, defined framework, making temporary integration into existing teams easier.
Portage salarial: the consultant is not subject to any hierarchical subordination with the client company, enabling independent organisation of work. This freedom promotes flexible project management and adaptation to each assignment’s specific needs.
Remuneration
- Intérim: pay is generally determined by the client company’s wage scale, leaving little room for negotiation by the temp. Nevertheless, the temp often benefits from an end-of-assignment bonus, called the prime de fin de mission, which partly offsets this limitation.
- Portage salarial: the consultant negotiates and sets fees directly with the client, depending on the assignment and expertise. After deduction of management fees and social contributions, the net salary received can vary but offers a certain control over the income generated.
Nature of assignments
- Intérim: intended mainly for temporary tasks—often manual or technical—to cover a short-term labour need. This arrangement is ideal for short assignments requiring rapid integration.
- Portage salarial: often used for intellectual or consulting services requiring specific expertise. Assignments are generally longer and more strategic, involving close collaboration with the client company.
Worker profiles
- Intérim: concerns a wide range of workers, from the least qualified to the most experienced, seeking short-term assignments proposed by the temp agency. This diversity makes it possible to access a varied range of professional opportunities.
- Portage salarial: generally aimed at qualified professionals, experts in their field, who wish to maintain independence while benefiting from employee status. This status is particularly suited to consultants, trainers and interim managers.
In summary, temporary agency work offers a flexible solution for workers who wish to gain rapid access to varied assignments without worrying about prospecting or administrative management, whereas portage salarial suits professionals who want to develop their own client base and keep strategic control over their activity while enjoying the protection of employee status.
Similar articles
B2B
Intérim, freelance ou CDD : lequel est plus avantageux pour mon entreprise ?
06 October 2023 · 5 min reading time
Le choix entre l’intérim, le freelance et un CDD est une décision importante pour les entreprises qui souhaitent embaucher. Chacune de ses options comporte ses propres avantages et inconvénients et il n’est pas toujours évident de déterminer laquelle choisir.
Staffmatch vous explique tout à propos de ces trois types de contrat pour savoir lequel est plus avantageux pour votre entreprise !
B2B
Intérim ou CDD : Quel contrat choisir ?
22 November 2023 · 4 min reading time
Lorsque votre entreprise a besoin de renfort temporaire, la question cruciale se pose souvent : intérim ou contrat à durée déterminée (CDD) ? Staffmatch vous explique leurs spécificités et avantages.
Become a temp worker with Staffmatch!
OUR MOBILE APPS
Download the temp worker app
Download the business appDownload our temp worker appDownload our business app
Download the temp worker appDownload the business appDownload our temp worker appDownload our business app