Employment against contracting: what the company has to invoice to match

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The deduction is a field rather than a tax table because your own payslip is the more faithful number: it already carries your dependants, your health plan and anything else that is taken off before the money reaches you.

The same goes for the tax on the invoice. Which bracket a company falls into depends on its activity and its turnover, and a figure fixed here would be this page guessing at your situation.

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What the company has to invoice every month to match the job

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The salary is worth almost a fifth more than the figure on the contract, before any argument starts. The thirteenth salary adds eight and a third in a hundred, the holiday bonus adds two and seven tenths, and the severance fund adds eight and two thirds because it is paid on thirteen salaries rather than twelve. Comparing a bare salary against an invoice, which is the comparison people usually make, is wrong by that whole amount and always in the same direction.

The month of holiday is deliberately not counted. You are paid that month anyway, so the only extra is the constitutional bonus of one third. Adding a whole extra salary for it, which is a common shortcut, would count the same money twice and overstate the employment side by another eight in a hundred.

The severance fund is money with a lock on it. It is deposited in your name, but it only turns into money in your hand in specific situations, and the extra penalty exists only when the employer ends the contract without cause. That is why it sits on its own line and why the invoice you would need is shown both with it and without it.

What this page does not do is compare risk. Notice periods, unemployment insurance, paid sick leave and the plain possibility of ending a month with no contract at all are worth something, and none of them appear in any line above. The number here settles the money question and leaves the harder one to you.