Work Permits and Visas in France: A Quick Guide for Employers
Hiring or relocating a non-local employee to France involves navigating a complex web of immigration and labor laws. Whether you’re bringing in a skilled worker or transferring an existing employee, securing the right work permits and visas requires strict compliance with France’s legal requirements. Each step must be handled with precision to avoid potential legal and financial penalties, making the process challenging for employers unfamiliar with the system.
This is where partnering with an Employer of Record (EOR) in France can provide a crucial advantage. By leveraging an EOR service, you can minimize compliance risks, streamline the complexities of obtaining work permits, and ensure you meet all local legal requirements. An EOR also offers invaluable expertise in managing country-specific challenges, giving you the peace of mind to focus on your organization’s goals rather than administrative hurdles.
In this guide, I’ll break down the types of work visas available in France, the steps to acquire them, key considerations for compliance, and how an EOR can support your hiring or relocation efforts.
Let’s dive into the essentials of securing work permits and visas in France.
Why is Compliance with Immigration Rules Important in France?
Compliance with immigration rules in France is not just a bureaucratic formality—it’s a legal necessity that safeguards your organization against significant risks. France has strict labor and immigration laws, and failure to adhere to these regulations can lead to severe consequences.
Non-compliance can result in substantial financial penalties, including fines for improperly documented workers or unapproved work arrangements. Beyond monetary costs, your company may face heightened scrutiny from regulatory authorities, potentially leading to audits and investigations that disrupt operations.
There’s also the reputational damage to consider. Being flagged for non-compliance can tarnish your organization’s image, making it harder to attract talent, secure partnerships, or maintain trust with clients and stakeholders.
Who Can Legally Work in France?
French citizens, as well as citizens of the European Union (EU) and European Economic Area (EEA) member states, can live and work in France without the need for a visa or work permit. This privilege extends to individuals from Switzerland, Monaco, and Andorra, reflecting France’s agreements with these countries.
Citizens of these countries enjoy freedom of movement within the EU and EEA, allowing them to take up employment in France without additional authorization.
For non-EU/EEA/Swiss etc. citizens, a valid work visa or permit is required to legally work in France.
The process for obtaining these permits depends on the type of employment and the applicant’s circumstances, which we’ll cover in the next sections.
Understanding Work Visas and Permits in France
For non-French and non-EEA/Swiss nationals, working in France requires both a work visa and a work permit. These two documents serve distinct purposes, and understanding their roles is key to navigating the process effectively.
A work visa is a travel document that allows foreign nationals to enter France with the intent to work. It’s issued by the French consulate or French embassy in the applicant’s home country and is typically tied to the specific job and employer sponsoring the application.
A work permit, on the other hand, is the authorization required to legally work in France once the individual has entered the country. This document is usually arranged by the employer on behalf of the worker, demonstrating that the employment complies with French labor laws and immigration requirements.
Without these documents, living and working in France is considered illegal, exposing both the employer and the employee to penalties.
Types of Work Visas and Work Permits in France
France offers a variety of work visas and work permits to accommodate different employment scenarios. Below is an overview of the primary options, including their purpose, eligibility, and key details.
| Category | Type | Description | Eligibility |
| Short-Stay Visa | Schengen Visa | Allows stays up to 90 days for business or professional activities. | Enables stays longer than 90 days for work purposes, acting as both a visa and temporary residence permit. |
| Short-Stay Visa | Temporary Work Authorization (Autorisation Provisoire de Travail) | For short-term assignments or seasonal work lasting less than 90 days. | Employers must apply for authorization before the visa is issued. |
| Long-Stay Visa | Long-Stay Work Visa (VLS-TS) | Enables stays longer than 90 days for work purposes, acting as both visa and temporary residence permit. | Requires a valid work contract and prior approval of a work permit by the employer. |
| Long-Stay Visa | Talent Passport | Designed for highly skilled workers, researchers, artists, or entrepreneurs. | Must meet specific criteria, such as a high salary threshold or employment in a specialized field. |
| Long-Stay Visa | EU Blue Card | For highly qualified non-EU professionals with a job offer in France. | Requires a higher education degree or five years of professional experience, and a job offer with a salary at least 1.5 times the average gross annual salary in France. |
| Long-Stay Visa | Researcher or Scientist Visa | For individuals conducting research or teaching at a higher education level in France. | Must have a hosting agreement with a recognized research institution or university in France. |
| Long-Stay Visa | Working Holiday Visa | Allows young people from certain countries to travel and work in France for up to one year. | Typically for individuals aged 18-30 (or 35 for some countries), depending on bilateral agreements. |
| Work Permit | Standard Work Permit (Salarié) | Allows foreign workers to take up full-time employment in France. | Requires employer sponsorship and a job offer meeting French labor market needs. |
| Work Permit | Seasonal Worker Permit | Enables temporary employment in sectors like agriculture or tourism for up to 6 months per year. | Employer sponsorship is required; applicants must not work for more than six months within a consecutive 12-month period. |
| Work Permit | Temporary Worker Permit (Travailleur Temporaire) | Covers short-term employment, typically for project-based or fixed-term contracts. | Requires employer sponsorship; permits are job-specific and limited in duration. |
| Work Permit | Intra-Company Transfer (ICT) Permit | For employees of multinational companies transferring within the same organization to France. | Must demonstrate ongoing employment within the company and a specific role in France. |
| Work Permit | Entrepreneur/Professional Permit | For self-employed individuals or freelancers planning to establish their business in France. | Must provide a business plan and demonstrate financial independence. |
Schengen Visa
The Schengen Visa is a short-term visa that allows non-EEA/Swiss nationals to stay in France and other Schengen countries for up to 90 days within a 180-day period.
It is not suitable for long-term employment but may be used for attending business meetings, training, or conferences. Applicants must demonstrate the purpose of their visit and sufficient financial means for their stay.
This visa does not grant the right to work in France.
Temporary Work Authorization Visa
The Temporary Work Authorization Visa (Autorisation Provisoire de Travail) allows foreign nationals to perform short-term work assignments in France, typically for up to three months. It is ideal for professionals such as consultants, performers, or contractors engaged in temporary projects.
Employers must obtain a temporary work authorization from the French authorities before the visa application. The visa and work authorization are closely linked and must be applied for together.
Long-Stay Work Visa (VLS-TS)
The VLS-TS is a long-stay visa for non-EEA/Swiss nationals planning to work in France for more than three months. It doubles as a residence permit and must be validated upon arrival in France with the OFII (Office Français de l'Immigration et de l'Intégration).
Eligibility depends on having an approved work permit and a valid job contract. This visa is suitable for most standard employment situations in France.
Talent Passport
The Talent Passport (Passeport Talent) is designed for highly skilled professionals, such as researchers, artists, and entrepreneurs, who contribute to France’s cultural, scientific, or economic development. It allows a stay of up to four years and often covers accompanying family members.
Eligibility requires proof of qualifications, achievements, or specific employment offers. It also includes a streamlined work authorization process.
European Blue Card
The EU Blue Card is for highly qualified professionals from non-EEA countries who have a high-level job offer in France with a salary above a certain threshold. Applicants must hold a university degree or possess five years of professional experience.
This card provides mobility across EU member states and long-term residency rights after meeting certain conditions. Employers must secure the necessary work authorization before applying for the visa.
Researcher or Scientist Visa
The Researcher or Scientist Visa is tailored for researchers or academics conducting scientific work or participating in university projects in France. It requires a hosting agreement from a recognized French institution and proof of adequate funding.
The visa allows for extended stays and may include family members. Work authorization is embedded within the hosting agreement process.
Working Holiday Visa
The Working Holiday Visa permits young people from eligible countries to travel and work in France for up to one year. It is designed for cultural exchange, allowing individuals to fund their stay through short-term employment.
Applicants must meet age and nationality requirements and demonstrate financial means for initial expenses. No separate work permit is required under this visa.
Standard Work Visa
The Standard Work Visa (Salarié) is for employees with a fixed-term or permanent job offer from a French employer. Eligibility requires a validated work permit and an employment contract in compliance with French labor laws.
This visa covers a wide range of professions and is typically issued alongside the required work authorization. Employers are responsible for initiating the permit process.
Seasonal Worker Permit
The Seasonal Worker Permit is for non-EEA/Swiss nationals engaged in seasonal work, such as agriculture or tourism, for up to six months in a year. Eligibility requires a job offer and a signed seasonal work contract.
The employer must secure a work permit from French authorities before the visa application. Holders of this permit are restricted to seasonal employment and cannot transition to other types of work.
Temporary Work Visa
The Temporary Work Visa (Travailleur Temporaire) is for short-term employment contracts of up to one year, covering specific assignments such as training or internships. Eligibility requires an approved work permit and a signed employment contract.
This visa does not support long-term residency or pathways to permanent work. Employers must submit the work authorization request before the visa is issued.
Intra-Company Transfer (ICT) Visa
The ICT Visa is for employees transferring within the same company to a French branch or subsidiary. It is available to managers, specialists, and trainees who meet certain seniority and experience requirements.
Employers must obtain work authorization, and the visa typically allows a stay of up to three years. This visa also facilitates the transfer of family members.
Entrepreneur/Professional Permit
The Entrepreneur/Professional Permit is designed for entrepreneurs, freelancers, or self-employed professionals establishing or managing a business in France. Applicants must demonstrate the viability of their business plan and sufficient financial resources.
This visa may also be used by professionals such as consultants or artists working independently. No separate employer sponsorship is required, but strict documentation is needed to prove eligibility.
How to Apply for a Work Permit in France
Securing a work permit in France is the first step for hiring or relocating non-EEA/Swiss nationals. Below is a step-by-step guide to the process:
- Employer initiates the process: The employer in France must apply for a work permit on behalf of the foreign worker by submitting an application to the French labor authorities (DIRECCTE).
- Submit required documentation: Employers must provide key documents, including the employment contract, job description, proof of compliance with French labor laws (e.g., meeting salary thresholds), and evidence that hiring a foreign worker won’t displace local candidates.
- Justify the employment need: In some cases, employers must demonstrate that they attempted to recruit locally and explain why the foreign worker is uniquely qualified for the role.
- Verify compliance with quotas (if applicable): Certain industries or job roles may have quotas for hiring foreign workers, which must be adhered to during the application process.
- Receive the work permit approval: Once the application is reviewed and approved by DIRECCTE, the work permit is issued and sent to the employer.
- Send work permit to the employee: The employer provides the approved work permit to the employee, who will need it for the subsequent visa application.
- Ensure coordination with visa application: The work permit is an essential component of the work visa application process, so ensure all documents align to avoid delays or rejections.
- Track renewals and updates: Work permits have a validity period, and it’s the employer’s responsibility to track expiration dates and renew the permits in a timely manner.
By adhering to this process, employers can ensure compliance with French labor laws while enabling their international hires to work legally in France.
How to Apply for a Work Visa in France
Applying for a work visa in France involves several steps. Below is a simplified guide to help you navigate the process:
- Determine the appropriate visa type: Identify the visa category that aligns with the nature of the employment, such as a long-stay visa (VLS-TS) or a Talent Passport, and review the specific requirements for your application.
- Secure a job offer and work permit: Employers must obtain a work permit on behalf of the foreign worker by submitting an application to the French labor authorities (DIRECCTE). This includes providing details about the job role, employment contract, and compliance with labor laws.
- Prepare required documents: Gather necessary documentation, including a valid passport, completed visa application form, proof of employment (e.g., contract or hosting agreement), work permit, proof of qualifications, and financial means to support the stay.
- Submit the visa application: File the visa application at the French consulate or French embassy in the applicant’s home country. Include all required documents and pay the applicable fees. Scheduling an appointment in advance may be necessary.
- Attend a visa interview: Depending on the visa type, applicants may need to attend an in-person interview to discuss the purpose of their stay and provide biometric data.
- Receive the visa: Once approved, the visa will be issued, allowing entry into France for the specified purpose.
- Validate the visa upon arrival: For long-stay visas (VLS-TS), applicants must validate the visa with the OFII within three months of arrival and pay a residence permit fee.
- Follow additional registration requirements: In some cases, applicants may need to register with local authorities or attend medical check-ups as part of the compliance process.
This streamlined process ensures compliance with French immigration laws while allowing a smooth transition for non-local employees entering the workforce.
Use an EOR to Avoid Immigration Compliance Stress
Navigating France’s complex immigration and labor laws can be overwhelming for employers hiring or relocating non-EEA/Swiss nationals. This is where an Employer of Record (EOR) can provide invaluable support.
An EOR is a third-party organization that manages employment responsibilities on your behalf, ensuring compliance with local regulations and streamlining the hiring process.
EOR companies offer a range of services, including handling work permits and visas, ensuring compliance with immigration and labor laws, and providing global payroll solutions in accordance with French tax regulations.
The benefits of partnering with an EOR go beyond administrative convenience:
- Compliance monitoring: EORs stay up-to-date on evolving immigration and labor laws, reducing the risk of fines, penalties, or legal issues.
- Misclassification insurance coverage: They minimize the risk of employee misclassification, ensuring that your workforce is properly categorized and protected.
- Global hiring expertise: With experience in navigating international regulations, EORs provide peace of mind by offering end-to-end support tailored to your organization’s needs.
Using an EOR allows employers to focus on their business objectives while leaving the complexities of immigration compliance and workforce management to the experts.
Whether you’re hiring talent in France for the first time or expanding an existing team, an EOR ensures your operations remain compliant, efficient, and stress-free.
Best Employer of Record Services in France
If you’re ready to use an EOR service in France, these are my top 10 recommendations:
Frequently Asked Questions
Here are quick answers to common FAQs about work permits and visas in France.
Does France offer a digital nomad visa?
No, France does not currently offer a dedicated digital nomad visa. However, digital nomads may consider other visa options, such as the long-stay visitor visa (VLS-TS), which allows remote work as long as the individual does not engage in economic activity for a French company.
What is a European Union Blue Card?
The European Union Blue Card is a work and residence permit for highly qualified non-EEA professionals. It is designed for individuals with a university degree or equivalent professional experience and a high-paying job offer in France.
The Blue Card provides benefits like streamlined mobility across EU member states and a pathway to permanent residency.
What is a Schengen Visa?
A Schengen Visa is a short-term visa that allows non-EEA nationals to travel within the 27 Schengen Area countries, including France, for up to 90 days within a 180-day period. It is typically used for tourism, business trips, or family visits and does not permit long-term residence or employment in France.
The 27 Schengen Area countries are:
Austria, Belgium, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Slovakia, Slovenia, Spain, Sweden, and Switzerland.
Note: While all Schengen Area countries are in Europe, not all EU countries are part of the Schengen Area, and some non-EU countries (like Iceland, Norway, Liechtenstein, and Switzerland) are included.
How long does it take to get a work permit or work visa in France?
The processing time for a work permit in France typically ranges from 4 to 8 weeks. However, this can vary based on the type of permit, the completeness of the application, and the workload of the French labor authorities (DIRECCTE).
The process of obtaining a work permit typically takes 4 to 8 weeks, plus an additional 2 to 4 weeks to secure a work visa. The total timeline depends on factors such as the type of permit or visa, the completeness of the application, and the processing times of the relevant authorities.
What documents are required for a work permit or work visa application in France?
Documents typically required include the employment contract, job description, proof of the employer’s compliance with French labor laws, the employee’s passport, evidence of qualifications or work experience, and a completed visa application form.
Additional requirements may include proof of financial means, medical insurance, and efforts to recruit locally, depending on the specific type of permit or visa.
How much does it cost to get a work permit or work visa in France?
The cost of obtaining a work permit in France typically ranges from €200 to €400, which is usually paid by the employer. For a work visa, applicants can expect additional fees of around €99 to €120, depending on the visa type and processing requirements.
How do you renew a work permit or work visa in France?
To renew a work permit or work visa in France, the employer and employee must submit a renewal application to the relevant authorities before the permit or visa expires. This involves providing updated documentation, such as a valid employment contract, proof of compliance with labor laws, and evidence of continued eligibility.
I recommended starting the renewal process several months in advance to avoid interruptions.
Are family members included in work visa applications in France?
Certain work visas, such as the Talent Passport and EU Blue Card, allow family members to join the visa holder in France under a family reunification process. Eligibility and rights, such as the ability to work, depend on the specific visa type.
How much does an Employer of Record charge in France?
The cost of an EOR in France can vary based on the complexity of the employment arrangement and the level of support required.
In general, EOR services in France cost between $199 to $700 per employee, per month or between 10% to 20% of the employee’s gross salary, per month.
Some EOR service providers, like Skuad and Remofirst, offer services starting at $199 USD per employee per month, whereas others, like Remote, charge between $599 and $699 USD per employee per month, depending on your payment frequency (monthly or annually).
Other EOR companies, such as Velocity Global, don’t actually disclose their EOR prices publicly, requiring you to request a personalized quote instead.
I recommend consulting directly with several providers to obtain detailed EOR pricing information tailored to your company’s requirements.
What are the risks of using an Employer of Record service?
The risks of using an EOR service include reliance on the EOR’s compliance with local labor laws, potential miscommunication between the EOR, the employer, and the employee, and variability in service quality across providers.
Additionally, some jurisdictions may have regulatory gray areas regarding EOR arrangements, which could lead to challenges if not properly managed.
Choosing a reputable EOR with a strong track record can help mitigate these potential EOR risks.
The Bottom Line
Hiring or relocating talent to France can be a complex process, but with the right preparation and resources, it’s entirely manageable. Ensuring compliance with immigration and labor laws is critical to avoiding costly penalties and reputational damage, but partnering with an Employer of Record can significantly simplify the process.
If you’re unsure where to start, consider the type of role you’re hiring for, the necessary permits and visas, and whether your internal team can handle the complexities of compliance. If not, an EOR might be the ideal solution, offering expertise in navigating French regulations and providing peace of mind as you build your team abroad.
Ultimately, the key to success is understanding your obligations and leveraging the right tools and partners to meet them.
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This content is for informational purposes only, and should not be relied upon as legal advice. We recommend always following the advice of an employment lawyer or EOR partner before making any decisions to hire employees in France.
