This is a guide on all our setups and contractual settings.
We have a global team spread in different continents, which brings a few subtleties when it comes to your contractual engagement.
These are the current options if you choose to work with us: Either being employed in France or being an employer via EoR.
Employment in France
We are currently only able to employ people in our subsidiary in France, in any city. If you live in France or your life is taking you there, we'll be happy to employ you through Slite France.
Employment through an EoR
We work with a service called Deel to offer employment in countries we don't have an entity in.
They outsource employment and become an Employer of Record (EoR). In this case, you would be employed by Deel in your country and provided statutory benefits directly by them.
When you're in this setup, Deel will officially take care of managing your payroll, taxes withholding, compliance, and benefits administration. However, you don't need to have a daily relationship with them and will be working with us on a daily basis, Slite will handle your performance management, approve any changes in your contract (like salary adjustments), etc.
Employment or EoR are our standard setups. If you don't live in France or a country where we can offer EOR, or for some reason you cannot be employed, you can always engage with us as an independent contractor.
If you have your own company, you can be employed as an independent contractor under it, or you can be a sole-trader/independent contractor. You will be responsible for your own income tax, pensions, and other benefits in this instance.
You will always be responsible for your own tax in your country of residence in any cross-border instances and we strongly encourage you to speak to a tax advisor.
Contractual benefits in detail
We believe our whole team should have the same quality of life regardless of where they live. We match most of our benefits to French standards. Where country standards aren't up to our standards, we decide to be more generous.
If you're employed by Deel, your country's laws apply when the employer-paid benefits mandated by law are better.
35 days + bank holidays. Paid sick and bereavement leave. Respect of any unpaid leave as mandated by law.
Parental leave may be extended without top ups for up to 37 consecutive weeks or 63 consecutive weeks in the case of extended parental leave.
35 days + bank holidays.
Additional paid time off as set by the CBA: 2 weeks for marriage, 1 moving day, breastfeeding hours, etc).
Respect of any paid or unpaid leave as mandated by law.
3, 4 or 6 months depending on the role, as set by the CBA.
15 minimum for resignations.
30 days minimum for dismissals or as required by law.
35 days + bank holidays.
Respect of any paid or unpaid leave as mandated by law.
Maternity leave may be extended without top ups for up to 52 weeks.
3, 4 or 6 months depending on the role.
In the UK, the notice period is based on the length of the relationship:
1-2 years of employment: 1 week's notice
Up to 12 years of employment: 1 week's notice for each year of service
12+ years of employment: 12 weeks' notice.
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Our minimum is 30 days for dismissals.