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Payroll & HR

Payroll and social obligations, from hiring to an employee's departure.

Hire · Pay · Secure
  1. Payroll processing
  2. HR audit
  3. Collaborative tool: settings and leave
  4. Reporting and secure archiving

HR management drives your business, but its legal complexity and time-consuming nature can hold you back as a business owner. Faced with laws and collective agreements that must be known inside out, Auriom positions itself as a strategic partner.

Flawless operational management and legal certainty

Auriom handles the entire payroll and personnel administration cycle to secure your legal obligations. We prepare your payslips and social security returns with complete accuracy, while managing employment contracts, absences and final settlements. This rigorous management is backed by continuous legislative monitoring, protecting you against the risk of errors or penalties in the event of URSSAF inspections.

Strategic management that drives performance

Beyond compliance, we provide modern monitoring tools to turn your HR data into decision-making levers. With monthly dashboards and key performance indicators, you gain a clear view of your human capital. Auriom also supports the digital transformation of your HR functions by implementing HRIS and collaborative interfaces, while optimising your payroll costs through profit-sharing schemes or hiring incentives.

Expert advice and talent development

Working with people sometimes means stepping into delicate situations. Auriom supports you in managing contract terminations and workplace mediation, facilitating dialogue between management and teams when communication breaks down. At the same time, we contribute to your company’s growth by structuring your recruitment and training policies. By assessing existing skills and rolling out Quality of Working Life strategies, we work with you to create an environment that fosters the fulfilment and retention of your employees.

Page updated on 25 October 2026 · Auriom, under the responsibility of Kevin Kasprzak, chartered accountant and statutory auditor.

Frequently asked questions

Your questions, our answers.

What levers can increase my net income without increasing my social security charges?

Beyond the traditional salary/dividend trade-off, optimisation relies on complementary schemes that are often under-used:

  • Employee savings schemes (PEE, collective PER, which replaced the PERCO) : to extract cash with very low taxation.
  • The business expenses regime : for optimised coverage of your travel and entertainment expenses.
  • Benefits in kind and protection schemes : to strengthen your personal protection while deducting the costs from the company’s profit.
Self-employed (TNS) or assimilated employee: which status maximises my net income?

The choice depends on your priorities between immediate cost and social security cover:

  • Self-employed (TNS) status (majority manager of a SARL/EURL) : Social security contributions are lower (around 35–45% of net income). It is the cost-efficient choice, as it lets you pay yourself a higher income for the same cost to the company.
  • Assimilated employee status (President of a SAS/SASU) : You benefit from the general social security scheme (excluding unemployment insurance). Contributions are higher (around 75–80% of net salary), but the protection is often seen as more reassuring, particularly for retirement.
How much does an employee really cost my company, and how can I plan for it?

Recruiting is a major investment. To assess the total cost, you need to look beyond the gross salary. In France, the total cost to the employer breaks down as follows:

  • Gross salary : The calculation base.
  • Employer contributions : Around 42% to 45% of gross salary (excluding contribution reductions such as the Fillon reduction on low wages).
  • Ancillary costs : Mandatory health insurance, protection cover, occupational health, training and travel costs (50% of the Navigo pass or equivalent).

See also

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