Prepare and disseminate a job offer

Verified 02 October 2025 - Directorate of Legal and Administrative Information (Prime Minister)

The content of the job offer, as well as its distribution methods, must comply with the framework set by the Labor Code. We present you the rules to know.

Make sure hiring is necessary and identify the real need of the company are of course the prerequisites. But before starting the recruitment process, the employer must also sometimes ensure that no employee of the company wishing to change positions or that no person benefiting from a re-hiring priority could fill the vacant or newly created position.

These situations usually occur in the following two contexts:

  • A priority of access to the post, for an employee working part-time and wishing to work full-time or working at night and wishing to work by day (or conversely, switching to part-time or night work)
  • A priority for re-hiring, for a former employee dismissed on economic grounds: this priority is mentioned in his dismissal letter and entitles him to apply to be reinstated in his company for one year from the termination of his employment contract.

In both cases, the employer must then inform these employees of the characteristics of the new position to be filled. If no one wishes or is unable to fill the job, or if, even outside these assumptions, the position cannot be filled internally, the employer may proceed with external recruitment.

The content of a job offer must comply with certain rules laid down by the Labor Code.

The offer must thus be written in french if the work is to be done on French territory, or, if it is to be accomplished abroad, if the offeror or employer is French.

It must not includefalse or misleading claims the applicant (e.g. false or ambiguous statements on the job description or proposed benefits), orexpressions likely to generate a discrimination (on health status or religion for example).

Please note

Criminal penalties are incurred: one year in prison and €37,500 fine in the event of false statements and 3 years imprisonment and €45,000 a fine for discrimination.

Similarly, the following information may not be included in the job offer:

  • Particulars concerning sex, unless it relates to the employment of an artist (female or male role), model or model
  • Particulars concerning age or age group, unless an age requirement is imposed by law or the company implements an action plan on the elderly.

Example :

It is therefore not possible to indicate in the offer that the company is specifically looking for “a male” or “a female saleswoman”, nor to indicate a minimum or maximum age.

The offer of employment must indicate its date of publication or upload.

In particular, it specifies the following:

  • Presentation of the company
  • Title and description of the position and the main tasks to be carried out
  • Type of contract and duration (DTA: titleContent, FIXED-TERM CONTRACT: titleContentcontract, professionalization, apprenticeship, etc.)
  • Profile sought (training, experience, required skills)
  • Workplace
  • Diploma or qualification for regulated professions
  • Indications on the contact and the procedure to follow to apply.

Please note

Indicate the salary and, if applicable, the additional remuneration in the job offers is not required, but mention may soon be required.

A European directive on pay transparency requires that information on remuneration, or a range of initial remuneration, be given in the job offer. This directive is being transposed into French law.

France Travail offers support tools for Writing a job offer

The employer is not obliged to inform France Travail of recruitment offers.

It may use other broadcasting channels, for example:

  • Announcements in the press
  • Websites
  • Professional social networks
  • Recruitment firms
  • Temporary work agencies
  • Trade shows or forums.

France Travail offers tools to help Publication of a job offer online.