{"id":2134336,"date":"2026-09-29T11:02:41","date_gmt":"2026-09-29T09:02:41","guid":{"rendered":"https:\/\/kohenavocats.fr\/2026\/09\/29\/foreign-company-france-director-pay-social-security-tns-assimile-abroad\/"},"modified":"2026-09-29T11:04:29","modified_gmt":"2026-09-29T09:04:29","slug":"foreign-company-france-director-pay-social-security-tns-assimile-abroad","status":"publish","type":"post","link":"https:\/\/kohenavocats.fr\/en\/2026\/09\/29\/foreign-company-france-director-pay-social-security-tns-assimile-abroad\/","title":{"rendered":"You Run Your French Company From Abroad: Director Pay, TNS or Assimilated Employee Status, Dividends and URSSAF Fixes"},"content":{"rendered":"

You formed a French company from London, New York, Dubai or Singapore, the Kbis<\/a> (the official company identity certificate issued by the greffe<\/i>, the clerk’s office of the commercial court) arrived, and now the practical question lands on your desk: what do you, the foreign founder who runs the company, cost the company? Do you take a monthly pay, do you wait for dividends, which social security scheme applies while you live abroad, and what does URSSAF (the network of agencies that collects social contributions, Unions de recouvrement des cotisations de sécurité sociale et d’allocations familiales<\/i>) expect from you? This guide answers those questions for the two vehicles foreign founders use most: the SAS (société par actions simplifiée<\/i>, the flexible joint-stock company) and the SARL (société à responsabilité limitée<\/i>, the limited liability company with a heavier statutory frame). The distinction controls everything: the SAS president is an assimilé salarié<\/i> (a director treated like an employee for social security, without an employment contract), while the majority manager of a SARL is a TNS (travailleur non salarié<\/i>, a self-employed worker affiliated to the independent scheme). Choosing the wrong label, paying yourself without a corporate authorisation, or ignoring the assessment basis of contributions produces reassessments (redressements<\/i>) with late-payment surcharges, and the case law of the Cour de cassation shows that judges enforce these lines strictly. For the incorporation steps that precede this question — capital deposit certificate, registration with the guichet unique<\/i> (the single online filing portal operated by the INPI, the French intellectual property and companies office), Kbis, bank account, VAT number — read our companion pillar guide on setting up a company in France as a foreign founder<\/a>, which this article completes on the director’s personal position. BODACC (Bulletin officiel des annonces civiles et commerciales<\/i>, the official gazette where creations, appointments and transfers of registered offices are published) entries, INPI filings and URSSAF affiliation follow automatically once the mandate is correctly qualified, so getting the qualification right at the start saves a full year of corrections.<\/p>\n

Living abroad does not exempt you from French social security affiliation when you direct a French company and draw French-source managerial income, although European coordination rules and bilateral treaties can displace the answer in specific secondment or multi-state patterns that must be documented before the first pay run. A president of a SAS who manages from abroad and is paid in France is as a rule affiliated to the French general scheme for that mandate, while a majority gérant<\/i> (manager) of a SARL is affiliated as a self-employed worker even when the management acts are performed through video calls and quarterly trips. The tax side mirrors the social side: managerial pay is deductible for the company only when it is regular, documented and authorised, and dividends follow a separate flat-rate regime with its own advance levy. The two parts below walk through the status choice first, then the money mechanics and the URSSAF control risk, with the statutory texts and three recent Cour de cassation rulings quoted in full so you can check every decisive sentence against the official source.<\/p>\n

I. Should the foreign founder be president of a SAS or manager of a SARL for social security purposes?<\/h2>\n

The question sounds administrative and it is in fact strategic: the SAS and the SARL attach opposite social regimes to their directors, with different contribution rates, different daily benefits, different pension accrual and very different cash-flow timing. The SAS offers flexibility and the general scheme; the SARL offers a lighter contribution bill in profitable years but weaker coverage and a provisional-contribution mechanism that surprises many foreign founders. Paris practice adds one layer: most foreign-founded SAS companies register with the Paris greffe<\/i>, publish the appointment in the Paris BODACC edition, and deal with the URSSAF Paris unit, where controllers are accustomed to non-resident directors and ask early for the board minutes, the INPI filing receipt and proof of actual management.<\/p>\n

A. SAS president living abroad: why are you an assimilated employee under the general scheme?<\/h3>\n

The SAS is governed by article L. 227-1 of the Commercial Code<\/a>, which allows one or several persons to form the company with liability limited to contributions, and representation toward third parties is organised by article L. 227-6 of the Commercial Code<\/a>: “La société est représentée à l’égard des tiers par un président désigné dans les conditions prévues par les statuts. Le président est investi des pouvoirs les plus étendus pour agir en toute circonstance au nom de la société dans la limite de l’objet social.” In plain English, the president designated by the articles binds the company toward third parties with the broadest powers within the corporate purpose, and statutory limits on those powers cannot be raised against third parties. That breadth explains the social treatment: the president is not a partner managing his own business but an organ of a capital company, hence an assimilé salarié<\/i>.<\/p>\n

The affiliation rule sits in the Social Security Code. Article L. 311-2 of the Social Security Code<\/a> states the general principle: “Sont affiliées obligatoirement aux assurances sociales du régime général, quel que soit leur âge et même si elles sont titulaires d’une pension, toutes les personnes quelle que soit leur nationalité, de l’un ou de l’autre sexe, salariées ou travaillant à quelque titre ou en quelque lieu que ce soit, pour un ou plusieurs employeurs et quels que soient le montant et la nature de leur rémunération, la forme, la nature ou la validité de leur contrat ou la nature de leur statut.” Nationality and place of work do not remove the obligation as such; what matters is the title under which the person works in France. Article L. 311-3 of the Social Security Code<\/a> then lists the assimilated categories, including at 23°: “Les présidents et dirigeants des sociétés par actions simplifiées et des sociétés d’exercice libéral par actions simplifiées”. The SAS president is therefore affiliated to the general scheme by express statutory designation, even without an employment contract, as soon as the mandate is exercised and paid.<\/p>\n

That affiliation carries the full general-scheme contribution stack when pay is actually allocated: health, family, work-accident, basic and supplementary pension (Agirc-Arrco), unemployment insurance for assimilated directors through the same pay-slip circuit as employees, CSG-CRDS (the contribution sociale généralisée<\/i> and the contribution au remboursement de la dette sociale<\/i>, two levies on activity income collected alongside contributions), and the versement mobilité<\/i> in Paris where headcount thresholds are met. The practical consequence for a founder living abroad is double-edged. On one side, the SAS president who takes no pay owes no proportional contributions on the mandate itself, because the general scheme taxes actual pay; a zero-pay president costs the company nothing in social charges and still validly represents the company. On the other side, the first euro of pay triggers the full pay-slip machinery: prior hiring-equivalent declaration through the guichet unique<\/i> payroll portal, monthly DSN (déclaration sociale nominative<\/i>, the monthly payroll data return), withholding at source of income tax, and affiliation formalities with URSSAF. Many foreign founders discover this when their French accountant asks for a social security number they do not have; the procedure for non-resident directors exists, with a temporary identification circuit, but it must be anticipated at least six weeks before the first pay run, and the Paris URSSAF desk will ask for the passport, the Kbis showing the appointment, and the employment-status form.<\/p>\n

The Cour de cassation clarified where the boundary of affiliation lies inside SAS groups with supervisory boards, in a ruling every foreign investor with a holding structure should read: Second Civil Chamber, 5 June 2025, appeal No. 23-13.887<\/a>. The Court recalled: “Selon l’article L. 311-3, 23°, du code de la sécurité sociale, dans sa rédaction applicable au litige, sont obligatoirement affiliés aux assurances sociales du régime général les présidents et dirigeants des sociétés par actions simplifiées et de sociétés d’exercice libéral par actions simplifiées.” It then drew the line for supervisors: “Il en résulte qu’ayant pour seule mission de contrôler les organes de direction de la société sans en assumer la gestion, les membres du conseil de surveillance ne sont en principe pas affiliés aux assurances sociales du régime général, sauf à démontrer qu’ils exercent en réalité une fonction de direction.” In that case the president of the supervisory board was in fact listed at the BODACC as a person with standing power to bind the company, designated as director on the M2 amendment form, and holding a casting vote on investments above 150,000 euros, so the reassessment on his pay was upheld. The lesson for a foreign founder is symmetrical: a pure supervisory title with no management signature does not create affiliation, but any habitual signature power, any casting vote on spending, any M2 or BODACC entry as director converts the title into an affiliated directorship, and URSSAF reads precisely those publications. Before accepting a supervisory label to avoid contributions, check what the greffe<\/i> filing and the BODACC notice actually say, because controllers start there.<\/p>\n

Two further warnings complete the SAS picture for non-residents. First, the SAS president cannot cumulate the mandate with an employment contract for the same company unless the contract corresponds to distinct technical duties performed under a genuine relationship of subordination, with separate pay and real reporting lines; appellate courts annul the cumulation routinely when the so-called employee answers to nobody but himself, and URSSAF then reclassifies the salary line. If you plan to be both president and head of sales or chief engineer, draft a separate job description, separate working-time records and separate reporting to the shareholders, or abandon the cumulation and keep a single mandate. Second, European A1 posting certificates (certificats de détachement<\/i>) and multi-state determinations do not flow from a unilateral statement; they require an application to the competent institution before the activity starts, and a founder who already pays contributions in another Member State for employed work must obtain the coordination decision rather than assuming it. Without that document, the French pay slip remains due in full.<\/p>\n

B. Majority manager of a SARL: why are you self-employed (TNS) and what does it change?<\/h3>\n

The SARL is managed, under article L. 223-18 of the Commercial Code<\/a>, by one or several natural persons: “La société à responsabilité limitée est gérée par une ou plusieurs personnes physiques.” The same article gives the manager the broadest powers toward third parties, as in the SAS, but the social classification runs opposite. Article L. 311-3 of the Social Security Code<\/a> affiliates only a subset of SARL managers to the general scheme at 11°: “Les gérants de sociétés à responsabilité limitée et de sociétés d’exercice libéral à responsabilité limitée à condition que lesdits gérants ne possèdent pas ensemble plus de la moitié du capital social, étant entendu que les parts appartenant, en toute propriété ou en usufruit, au conjoint, au partenaire lié par un pacte civil de solidarité et aux enfants mineurs non émancipés d’un gérant sont considérées comme possédées par ce dernier”. Read a contrario, the majority manager — alone or together with the spouse, civil partner or minor children — is excluded from the general scheme and falls into the independent-worker scheme. The equal-share co-manager holding exactly half is assimilated; the holder of 50.01 percent is not. Family attribution of shares is the trap most foreign couples miss: shares registered in the spouse’s name count toward the manager’s majority, so a 40-percent manager married to a 20-percent spouse is a majority manager for social purposes and a TNS contributor.<\/p>\n

The TNS contribution base is defined by article L. 131-6 of the Social Security Code<\/a>: “Les cotisations de sécurité sociale dues par les travailleurs indépendants non agricoles ne relevant pas du dispositif prévu à l’article L. 613-7 sont assises sur l’assiette définie à l’article L. 136-3.” Article L. 136-3 of the Social Security Code<\/a> then builds that basis from professional income as computed for tax, adjusted by decree-level items. In practice the independent scheme calls provisional contributions during year N on the basis of year N-2 or N-1 income, then regularises once the actual N income is known, with monthly or quarterly instalments collected by URSSAF. A foreign founder who arrives with a profitable first year therefore pays modest provisional calls calibrated on a beginner’s flat basis, then receives a substantial regularisation bill eighteen months later; cash planning must provision roughly forty to forty-five percent of net professional income for social charges at cruising speed, before income tax. Daily sickness benefits, maternity cover and pension accrual are weaker and slower than in the general scheme, which is why many advisers recommend a supplementary prévoyance<\/i> (private disability and death cover) and a contrat Madelin<\/i>-type retirement top-up from the first profitable year, within the deductibility limits of the Tax Code.<\/p>\n

The zero-pay strategy behaves differently here than in a SAS. A majority SARL manager who takes no pay still owes minimum flat contributions for health, basic pension and invalidity-death, currently a few thousand euros per year even with nil income, whereas the unpaid SAS president owes nothing. Conversely, the SARL manager’s dividends are partly reclassified into the contribution basis above a threshold tied to the share capital, so distributing instead of paying does not fully escape the independent scheme. The precise threshold and its computation change by decree, which is why the accountant’s simulation must precede the shareholders’ meeting that votes the distribution; a dividend resolution adopted without that check regularly produces an URSSAF adjustment the following year. Foreign founders who chose the SARL for its lower headline rate on high pay sometimes discover that the combined pay-plus-dividends contribution bill exceeds the SAS route once minimums, regularisations and CSG-CRDS non-deductible fractions are added. The choice between SAS and SARL is therefore a multi-year cash and coverage comparison, not a first-year rate comparison.<\/p>\n

Jurisdiction practice confirms that affiliation follows the title, not the passport or the place of residence. Trial courts routinely uphold constraints against majority managers who argued that they lived abroad or managed remotely: the capacity of majority manager renders affiliation to the independent scheme and liability for contributions automatic as of right. The Paris social courts apply the same reading and order payment of back contributions with surcharges where the manager never registered with URSSAF, treating late registration as no excuse. Registration must therefore be completed through the guichet unique<\/i> within days of the appointment, and any claim for European coordination — for instance a founder remaining subject to another State’s scheme — must be supported by the A1 or multi-state decision from day one, not reconstructed during the control. Keep the Kbis, the articles showing the share split, the family-status evidence and the coordination document in one file; the controller will ask for all four.<\/p>\n

II. How should the foreign director take money out of the French company: pay, dividends, and surviving an URSSAF control from abroad?<\/h2>\n

Once the status is settled, the founder faces the operational sequence: authorise the pay correctly, choose between pay and dividends at the right moment, run the payroll or distribution paperwork from abroad, and keep the file control-ready. French company law treats unauthorised director pay as a recoverable item, French tax law treats pay and dividends under separate regimes, and URSSAF treats undocumented pay as a reassessment base. The three layers must be aligned before money moves, because corrections after payment cost multiples of prevention. Founders based in Paris benefit from same-day access to the greffe<\/i> and to English-speaking URSSAF reception points, but remote founders can complete every step online provided signatures are qualified electronic signatures and filings use the INPI portal receipts.<\/p>\n

A. Pay or dividends: how do you authorise, deduct and tax what you take?<\/h3>\n

Start with the corporate authorisation, because everything else collapses without it. For the SARL, the Cour de cassation restated the rule crisply on 11 March 2026, Commercial Chamber, appeal No. 24-15.111<\/a>: “Il résulte du premier de ces textes que la rémunération du gérant d’une société à responsabilité limitée est déterminée soit par les statuts, soit par une décision de la collectivité des associés.” The Court drew the recovery consequence in the same ruling: “Il s’ensuit que lorsque le gérant s’est versé une rémunération, alors que celle-ci n’était déterminée ni par les statuts ni par une décision de la collectivité des associés, l’obligation de réparation du préjudice subi par la société qui en résulte ne saurait être regardée comme étant sérieusement contestable.” In that dispute the manager had allocated himself 139,527.02 euros from 1 January 2020 without statutory or collective authorisation, and the summary judge was held to be wrong to see a serious dispute blocking an interim provision. For a foreign founder who is both majority shareholder and manager, the discipline feels formalistic — authorising your own pay in a meeting you chair — yet the absence of that minute exposes you to a repayment action by a minority holder, a successor, or a liquidator, and the tax administration routinely asks for the minute before accepting deductibility.<\/p>\n

The SAS applies the same logic through its articles: the president’s pay is fixed by the articles or by a collective decision of the shareholders under the conditions the articles organise, and any directeur général<\/i> (deputy executive appointed alongside the president) pay follows the same written route. Exceptional bonuses deserve particular care after Commercial Chamber, 13 January 2021, appeal No. 18-21.860 (ECLI:FR:CCASS:2021:CO00043)<\/a>, where bonuses of 83,000 euros voted months before a share sale, representing thirteen times the annual result, were first annulled as abusive, then the annulment itself was quashed because contrariety to the corporate interest alone does not suffice. The Court held: “Il résulte du second qu’une délibération de l’assemblée générale des associés d’une société octroyant une rémunération exceptionnelle à son dirigeant ne peut être annulée qu’en cas de violation des dispositions impératives du livre II dudit code ou de violation des lois qui régissent les contrats, et non au seul motif de sa contrariété à l’intérêt social, sauf fraude ou abus de droit commis par un ou plusieurs associés pour favoriser ses ou leurs intérêts au détriment de ceux d’un ou plusieurs autres associés.” The teaching point for founders is twofold: document the business rationale of every exceptional bonus with comparables and board papers, and remember that a minority holder challenging the bonus must plead imperative-provision breach, fraud or abuse of rights, not mere excess. A bonus file with market data survives; a one-line minute does not.<\/p>\n

Tax treatment then splits. Managerial pay falls under article 62 of the General Tax Code<\/a>: “Les traitements, remboursements forfaitaires de frais et toutes autres rémunérations sont soumis à l’impôt sur le revenu au nom de leurs bénéficiaires s’ils sont admis en déduction des bénéfices soumis à l’impôt sur les sociétés par application de l’article 211”. In practice the company deducts regular, work-related pay from its corporate-tax base, while the director is taxed personally on salaries with the standard ten-percent allowance or actual expenses, plus withholding at source since 2019. Dividends follow the capital-income track: article 200 A of the General Tax Code<\/a> organises the flat-rate levy on distributions, and article 117 quater of the General Tax Code<\/a> provides: “Les personnes physiques fiscalement domiciliées en France au sens de l’ article 4 B qui bénéficient de revenus distribués mentionnés aux articles 108 à 117 bis et 120 à 123 bis sont assujetties à un prélèvement au taux de 12,8 % .” That 12.8 percent advance, with dispensation procedures below reference-income thresholds, combines with social levies to reach the familiar 30 percent flat payment, with an option for the progressive scale in defined cases. Dividends require distributable profits, an approved annual account, a filed corporate return, and attention to the withholding applicable to non-resident shareholders under treaties; pay requires monthly payroll and contributions but no profit condition. The standard foreign-founder pattern is therefore a modest monthly pay that builds pension quarters, health cover and proof of substance for banks and landlords, topped by annual dividends when profits allow, with the balance reset each year by the accountant’s comparative simulation. Under article 62 of the General Tax Code<\/a> discipline, keep every pay slip, every collective minute and every dividend voucher (bordereau de distribution<\/i>) for ten years; the administration asks for them in that order.<\/p>\n

Employment-law cumulation deserves a final paragraph because foreign groups frequently appoint the founder as president in France while keeping a foreign employment contract with the parent. A French employment contract on top of a French mandate requires genuine technical duties distinct from the mandate, a real chain of command for the employed part, separate working time and separate pay; otherwise labour courts reclassify the arrangement and URSSAF adjusts the contribution basis. The general affiliation provisions<\/a> and the scope for employment contracts under article L. 1221-1 of the Labour Code<\/a> do not validate fictitious cumulations. If the founder genuinely works as an engineer or sales manager under the instructions of a board or a holding, write it down with objectives, appraisals and leave approvals signed by someone else; if the founder reports to nobody, keep the single mandate. Paris labour courts examine email headers, approval chains and calendar invites to test subordination, and a founder who approves his own leave requests fails that test.<\/p>\n

B. URSSAF control from abroad: what triggers it, what does it cost, and how do you challenge?<\/h3>\n

URSSAF controls of foreign-directed companies usually start with a data signal: a first pay run without prior affiliation, a DSN gap, a dividend-only pattern in a SARL with no TNS registration, a BODACC appointment with no corresponding URSSAF file, or a sector-wide campaign on holding fees and benefits in kind. The controller sends a notice, examines the pay slips, minutes, articles, Kbis, BODACC notices, INPI receipts and bank statements, then issues an observations letter (lettre d’observations<\/i>) followed by a formal demand (mise en demeure<\/i>) and, if disputed, a constraint (contrainte<\/i>) enforceable like a judgment. The observations letter is the decisive stage: it sets the factual record, and every argument omitted there is harder to raise later before the judicial court. A founder living abroad should mandate a French representative with a precise power of attorney, courier the full minute book, and answer within the stated deadline, because silence is read as acquiescence and the surcharges for late payment accrue monthly.<\/p>\n

The cost of losing has three layers. The principal is the recalled contributions on the reclassified basis, often three years back and up to five where concealed activity is alleged. The second layer is late-payment surcharges and penalties, which compound quickly on multi-year recalls. The third layer is the criminal-adjacent risk for undeclared work (travail dissimulé<\/i>) where intentional concealment is established, with administrative fines and procurement exclusions that damage banking and visa files. The 5 June 2025 ruling illustrates the method: controllers cross BODACC publication, M2 forms and statutory voting rules to prove actual direction, and judges endorse that triangulation. Our companion analysis of URSSAF audits of companies directed from abroad<\/a> details the procedural sequence and the evidence bundle; keep that checklist next to this article and update both files after each control. The annual counterpart is the legal calendar of the French company directed from abroad<\/a>, because late approval of accounts or late filing with the greffe<\/i> regularly triggers the very data signal that summons the controller.<\/p>\n

Challenging from abroad follows a fixed path that must be calendared in days, not weeks. First, reply to the observations letter with dated exhibits and request the controller’s written answers point by point; many recalls shrink at this stage when the coordination certificate, the zero-pay minutes or the corrected DSN are produced. Second, contest the formal demand before the commission de recours amiable<\/i> (the amicable-appeals committee of the URSSAF) within the stated time limit, in French, with a complete exhibit index and translations of foreign documents. Third, oppose the constraint before the judicial court (tribunal judiciaire<\/i>, social division) within fifteen days of service, and serve process through a French address for service to avoid postal delays. Fourth, preserve the treaty and European arguments for the court stage with certified documents rather than correspondence: an A1 certificate, a tax-residence certificate, the articles with certified translation, and the parent-company secondment agreement where applicable. Courts reject screenshots and unsigned forms; they accept INPI receipts, greffe<\/i>-stamped minutes, BODACC printouts with dates, and DSN acknowledgments. Throughout, continue paying the undisputed part of the calls, because non-payment of the whole sum while disputing a fraction aggravates surcharges and weakens settlement discussions.<\/p>\n

Prevention remains cheaper than litigation and fits in a one-page routine. Before the first pay: confirm SAS or SARL status with the share table including family attribution, register the mandate through the guichet unique<\/i>, open the URSSAF employer and TNS files as applicable, and obtain the coordination document where a foreign scheme is claimed. Each year: vote the pay in the articles or by collective minute before payment, cap exceptional bonuses with written comparables, simulate pay-versus-dividends with the accountant before the accounts meeting, file the DSN monthly and the income-tax return, and publish every appointment or transfer at the BODACC through the greffe<\/i> so the public record matches the payroll record. Paris and Ile-de-France founders add two local reflexes: file with the Paris greffe<\/i> early in December to avoid year-end backlogs that delay the Kbis, and designate a Paris address for service so URSSAF and court letters arrive within forty-eight hours rather than three weeks by international post. The founder who keeps these five documents current — Kbis, articles, pay minutes, DSN receipts, coordination certificate — routinely closes controls with minor adjustments instead of multi-year recalls.<\/p>\n

Conclusion<\/h2>\n

The foreign founder’s personal equation in France reduces to two documented choices. Choose the vehicle with its social regime attached: the SAS president affiliated to the general scheme under article L. 311-3, 23°<\/a>, with zero cost at zero pay and full pay-slip machinery from the first euro, or the SARL majority manager affiliated as a self-employed worker on the article L. 131-6<\/a> basis, with minimum flat calls, provisional instalments and regularisation. Then authorise every euro before it moves: pay fixed by the articles or collective decision as the 11 March 2026 ruling<\/a> requires for SARL managers, exceptional bonuses reasoned beyond bare corporate-interest formulas as the 13 January 2021 ruling<\/a> teaches, supervisory titles kept away from actual management signatures as the 5 June 2025 ruling<\/a> warns, pay taxed under article 62<\/a> and dividends under article 200 A<\/a> with the 12.8 percent advance of article 117 quater<\/a>. Kept together with the Kbis, the BODACC notices, the DSN receipts and the coordination certificate where relevant, those papers make the French company legible to its bank, its landlord and its controller, and they let the founder run the business from abroad without the file returning as a reassessment.<\/p>\n","protected":false},"excerpt":{"rendered":"

Foreign founder running a French SAS or SARL from abroad: SAS president or SARL manager status, TNS vs assimilated employee, pay vs dividends, URSSAF control.<\/p>\n","protected":false},"author":251031309,"featured_media":16422,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_kj_source_type":"","_kj_official_id":"","_kj_official_url":"","_kj_judilibre_id":"","_kj_jur":"","_kj_lieu":"","_kj_chambre":"","_kj_rg":"","_kj_date":"","activitypub_content_warning":"","activitypub_content_visibility":"","activitypub_max_image_attachments":4,"activitypub_interaction_policy_quote":"anyone","activitypub_status":"federated","footnotes":""},"categories":[80314,80313],"tags":[],"class_list":["post-2134336","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-decryptage","category-doing-business-in-france"],"yoast_head":"\nYou Run Your French Company From Abroad: Director Pay, TNS or Assimilated Employee Status, Dividends and URSSAF Fixes - 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