19 Jobs in French Polynesia

Monthly pay arrives through the SMIG framework, with statutory deductions for the CAFAT social fund appearing on every payslip.

Questions

• Who can work in French Polynesia?

  French nationals and EU citizens have automatic work rights. Third-country nationals require employer sponsorship and a work permit issued by local authorities, which involves demonstrating the role cannot be filled locally. Visa validity and employment contract duration must align.

• What types of employment contracts exist?

  CDI (permanent contract) and CDD (fixed-term contract) are the standard forms. CDI offers indefinite employment with formal termination procedures; CDD specifies an end date and is common for seasonal or project-based work. Both include probation periods defined in the contract.

• What are standard working hours?

  The legal working week is 39 hours spread across five days. Collective agreements and individual contracts may specify different daily or weekly distributions. Overtime is compensated according to rates set in sector agreements or individual contracts.

• How is overtime handled and paid?

  Overtime beyond 39 weekly hours is compensated at rates typically 25% above base pay for standard overtime and 50% for night or Sunday work. Accumulation and compensation method depend on the employment contract and applicable sector agreement.

• When does the working year break?

  Employment follows a calendar-year structure with statutory holidays including New Year, Bastille Day, and local observances. Many sectors experience seasonal fluctuations; hospitality and tourism see peaks at specific times. Individual contracts specify holiday entitlement and blackout dates.

• What deductions appear on payslips?

  The CAFAT (social insurance and maternity fund) is a mandatory deduction on all wages. Income tax withholding, pension contributions, and unemployment insurance contributions also appear, depending on employment status and contract type.

• When and how is pay received?

  The SMIG (monthly guaranteed minimum wage) framework structures pay cycles, typically monthly for permanent employees. Payment is usually by bank transfer. Payslips must detail gross salary, all deductions, and net amount paid.

• What qualifications do employers typically require?

  Employers request proof of professional qualifications relevant to the role—often a CAP or equivalent vocational certification. A clean criminal record and health clearance may also be required depending on sector. Proof of tax registration and social security affiliation is standard.

• Are there probation periods?

  Yes, probation periods are standard in employment contracts. For CDI contracts, this typically lasts one to three months and can be terminated by either party with notice, usually shorter than standard termination notice periods.

• How do employment contracts address termination?

  Contracts specify notice periods for resignation and dismissal, which vary by role and seniority. Lawful dismissal requires documented cause and follows procedures outlined in labour law. Redundancy or restructuring triggers statutory severance calculations based on length of service.