Hiring with the Salarié Visa: Requirements & Process in France

Basic Eligibility Requirements for the Salarié Visa

The Salarié Visa applies to non-EU/EEA/Swiss nationals who are hired by a French employer under a local employment contract. Before the employee can apply for the visa, the employer must obtain approval of the employment contract from the French labour authorities (typically via the relevant regional authority). Approval is generally based on role legitimacy, salary, and compliance with French labour standards.

Employee Requirements

 
• A confirmed job offer and signed employment contract with a French employer
 
• Qualifications and professional experience relevant to the role
 
• Agreement to work only for the sponsoring employer in the approved position
 
• A valid passport with sufficient remaining validity
 
• Compliance with general immigration and character requirements

Required Documents for Employees

 
• Valid passport
 
• CV/resume and proof of professional experience
 
• Education certificates or professional credentials (if required)
 
• Signed French employment contract
 
• Passport-style photographs
 
• Proof of accommodation in France (often required at later stages)

Required Documents for Employers

 
• Company registration documents and proof of business activity in France
 
• Employment contract compliant with French labour law
 
• Job description outlining duties, salary, and working hours
 
• Application for work authorisation submitted to the relevant labour authority
 
• Justification for hiring a non-EU candidate (where applicable)

Step-by-Step Process for Sponsoring a Salarié Visa in France

 
1. The employer prepares a compliant French employment contract and job description.
 
2. The employer submits the work authorisation request to the relevant labour authority.
 
3. Once approved, the employee applies for the Salarié Visa at a French consulate abroad.
 
4. The visa is issued, allowing the employee to enter France.
 
5. After arrival, the employee completes local registration and residence permit formalities.
 
6. The employee can legally begin work under the approved conditions.

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Costs & Fees Employers Are Responsible For to Sponsor a Salarié Visa

France’s work visa process includes government fees and employer contributions. While visa fees themselves are relatively modest, employers should also budget for administrative time and compliance costs.

Government Fees & Who Pays What

 
• Work authorisation processing fee: Paid by the employer.
 
• Visa application fee: Usually paid by the employee, though many employers reimburse it.
 
• Residence permit issuance fee: Paid after arrival in France.

Employer Costs vs. Employee Costs

Costs Born By the Employer

 
• Work authorisation fees and administrative costs
 
• Internal HR and compliance resources
 
• Optional legal or immigration advisor fees
 
• Relocation or onboarding support (if offered)

Costs Born by the Employee

 
• Visa and residence permit fees (if not employer-covered)
 
• Personal document preparation costs

Costs Covered by Both

 
• Post-arrival registration and onboarding formalities

Renewal/Extension Fee

Salarié residence permits are typically issued for up to one year initially and can be renewed if employment continues. Employers should plan renewals early to avoid work authorisation gaps.

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Employer Responsibilities to Ensure Compliance

France enforces both immigration and labour law strictly, placing ongoing obligations on sponsoring employers:

 
• Ensure the employee works only in the approved role and for the sponsoring employer.
 
• Maintain compliant salary, working hours, and employment conditions.
 
• Report termination or significant changes to employment conditions to authorities.
 
• Track residence permit expiry dates and support timely renewals.
 
• Keep accurate employment, payroll, and immigration records.
 
• Understand penalties for non-compliance, including fines or restrictions on future sponsorship.

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Hire Global Talent Your Way with Playroll

Borders shouldn’t slow your hiring plans. Playroll gives you two flexible ways to hire globally. If relocation to France is required, our visa sponsorship services support you through the Salarié Visa process – from work authorisation to residence permit issuance and compliance.

If relocation isn’t required, Playroll’s Employer of Record solution lets you hire talent in their home country. We handle employment, payroll, taxes, benefits, and compliance so you can onboard quickly without setting up a local entity. Wherever your next hire is based, we make global employment simple.