Integration support and social benefits
Remuneration is composed of a monthly salary, complemented by various allowances such as expatriation allowance, family allowance or seniority allowance. If you have to move to take up a position, you may be eligible for an installation allowance.
All employees and their families benefit from a dual insurance scheme, which includes both state-provided and supplemental private health insurance, as well as a comprehensive employee welfare plan.
To help you settle into your new life, we offer mobility assistance and personalized support through a specialized consulting company. Our HR department will also help you with the administrative processes.
For newcomers free French classes are offered to help them adapt to life in France.
Special services and work arrangements
IRAM creates a working environment that allows the right balance between an inspiring work experience and periods for rest and family. You will thus enjoy various working arrangements:
Employees at IRAM are entitled to 26 days of paid leave annually, along with an additional 28 days off to balance the 40-hour workweek, where half of these days are predetermined by IRAM and the remaining 14 can be scheduled at the employee’s discretion.
Maternity, paternity and parental leave are possible, as foreseen by the French law.
Additional days of leave will enable you to stay with your loved ones for important family events: marriage, birth and death.
Gender equality index
Employment at IRAM is open to all nationalities, irrespective of gender, age, disability, sexual orientation, ethnicity, or religion.
In France, the fight against gender inequality in the workplace has been reinforced since 2019 with the introduction of the Gender Equality Index.
This index, scored out of 100, assesses pay disparities within each company. For companies with at least 50 employees, this index is composed of 4 main criteria that assess gender inequalities.
For 2024, our Gender Equality Index is not calculable due to an insufficient workforce for several indicators. As a result, our overall score is not statistically significant.
Detailed results by indicator:
- Gender pay gap: Not calculable – representative groups account for less than 40% of the workforce.
- Gender gap in salary increase rates: 35/35.
- Percentage of female employees receiving a raise after returning from maternity leave: Not calculable – no maternity leaves recorded in 2024.
- Number of employees of the under-represented gender among the 10 highest earners: 0/10.
For more information on how the index is calculated: See here