Scaleway
Paris · founded 2000
Scaleway is a European cloud infrastructure company based in Paris with a strong emphasis on employee wellness and flexibility. The company offers hybrid work with significant remote flexibility, on-site amenities including a chef-prepared meal program and full gym facilities, and robust support for working parents through childcare assistance and extended leave. Professional development is supported through free access to multiple learning platforms.
see the full file on Scalewaydocumented benefits (4)
| Birthing-parent leave | offered |
|---|---|
| Caregiver leave | offered |
| Raises paid to everyone back from maternity leave | yes |
| Gender-equality index score | 78 out of 100 |
the legal floor where they are
Set by law, not by Scaleway. It applies to every employer in Paris.
| PTO | 25 (Code du travail L3141-3) |
|---|---|
| Partner leave | 4 (Code du travail L3141-3) |
| State health cover | statutory health cover plus employer-funded complementary mutuelle (Code du travail L3141-3) |
| Disability employment quota | 6% of the workforce at any employer with 20 or more staff (Code du travail L3141-3) |
| How healthcare is paid for | Assurance Maladie, universal through the Protection universelle maladie (Puma): if you work, "vous etes affilie immediatement a l'Assurance maladie"; if you do not, "une fois en France, vous devez attendre 3 mois avant de voir vos droits ouverts", and the rights stay open if you live in France at least six months of the year. The state does not pay everything -- it typically reimburses 70% of the tariff for a GP consultation and the balance is the ticket moderateur -- so almost everyone carries a complementaire sante (mutuelle) on top. And this is where France becomes an EMPLOYER story: every private-sector employer must offer a collective complementaire sante and pay at least half of it. Service-Public Entreprendre states the condition flatly: "la participation financiere de l'employeur doit etre au moins egale a 50 % de la cotisation (le reste a la charge du salarie)", the contract must meet a minimum basket of guarantees, and it is compulsory for employees except in defined cases where they may decline. So a French offer contains a health benefit whether or not the recruiter mentions it. (Code du travail L3141-3) |
| IVF cycles the state covers | France funds AMP at 100% and the counts are generous: "les actes d'AMP sont pris en charge a 100 % par l'Assurance maladie pour au maximum : 6 inseminations (une seule insemination artificielle par cycle) pour obtenir une grossesse, 4 tentatives de Fiv pour obtenir une grossesse" -- six inseminations and four IVF attempts, and the counter resets on a pregnancy rather than being a lifetime total. Age rules are split by act, which is the part that trips people up: egg retrieval is possible "jusqu'a son 43e anniversaire", sperm collection to 60, while the AMP itself may be carried out "jusqu'a son 45e anniversaire chez la femme ... qui a vocation a porter l'enfant" and to 60 for the partner who will not carry. And since the 2021 bioethics law the same terms apply to everyone: "cette prise en charge est la meme pour tous (couple heterosexuel, couple forme de 2 femmes, femme non mariee)." Compare the UK, where NICE recommends three cycles and your ICB may fund one. (Code du travail L3141-3) |
Every claim above is sourced and dated. See sources on the full page.
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