HR Technologies France 2027

Attendees, exhibitors & solutions

Who this event is for

New this edition

• 1

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  The Paris edition's programme weight sits on French payroll reality: DSN flows, multi-convention collective handling and the social-administration workload that sits behind a SIRH decision. Buyers should expect vendors to demonstrate declaration outputs rather than only employee-record screens.

• 2

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  HR chatbot, CV screening and document-processing vendors are pressed on GDPR, bias and CSE consultation questions in this market, so AI demos at the fair tend to come with data-protection and employee-representation answers attached.

• 3

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  Skills-mapping and internal-mobility platforms are increasingly pitched against GPEC obligations and collective-agreement skill frameworks, which shifts the buying conversation from HR to HR plus operations and works councils.

• 4

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  Learning exhibitors now routinely show how their catalogues export to OPCO and CPF funding routes and how they evidence Qualiopi criteria, an addition that matters more in France than in most other HR-tech markets.

Industry trends

Key trends shaping this market and its wider industry.

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Frequently asked

Glossary

1

SIRH

Système d'Information des Ressources Humaines - the French term for an HRIS: the platform covering employee records, payroll interfaces, time and attendance, talent and reporting. Most French buyers evaluate SIRH suites against existing paie and DSN flows.

2

DSN

Déclaration Sociale Nominative - the mandatory monthly nominative social declaration French employers send to social bodies (URSSAF, retirement, health insurers) from payroll data. DSN compliance is a core buying criterion for payroll and SIRH vendors at this show.

3

Paie

French payroll processing, shaped by collective agreements (conventions collectives), contribution rates and statutory reporting. Vendors at the fair position paie modules and outsourced payroll bureaux side by side.

4

CSE

Comité Social et Économique - the staff representative body compulsory in French companies of 11 employees and above, consulted on working conditions, training and economic matters. HR tech vendors increasingly build CSE communication and consultation workflows.

5

GPEC

Gestion Prévisionnelle des Emplois et des Compétences - forward-looking management of jobs and skills, often tied to company-level agreements. Skills-mapping and mobility platforms at the show are usually sold against GPEC obligations.

6

OPCO

Opérateur de Compétences - the sector-level bodies that collect and allocate apprenticeship and training funds. Training providers exhibiting in Paris typically reference which OPCOs fund their catalogues.

7

Qualiopi

The French quality certification required for training organisations that want to access public funds, OPCO financing or the CPF personal training account. LMS and content vendors often advertise Qualiopi-ready materials.

8

CPF / Mon Compte Formation

Compte Personnel de Formation - the individual training account French employees use to buy eligible courses through the Mon Compte Formation app. Training-tech exhibitors usually explain how their catalogue plugs into that flow.

9

Index Egapro

The French gender pay-gap index that companies above a headcount threshold must publish annually. HR analytics and reporting vendors at the fair demonstrate how they compute and export the index.

10

ATS

Applicant Tracking System - recruitment software for requisitions, candidate pipelines and interview scheduling. At this show ATS vendors compete on French-language sourcing channels, GDPR handling of candidate data and integration with SIRH suites.

11

LMS / LXP

Learning Management System and Learning Experience Platform - the platforms L&D teams use to host, assign and track training. French buyers additionally ask about OPCO-funded catalogue exports and Qualiopi evidence trails.

12

RTT

Réduction du Temps de Travail - compensatory rest days granted in France where working time exceeds the 35-hour reference. Absence and time-management modules must handle RTT balances alongside leave and remote-work days.