France Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in France?

In France, most non-EU/EEA nationals who intend to work require a work permit. This includes individuals who are being recruited from outside France as well as those looking to transfer from another office or branch. EU/EEA citizens generally do not need a work permit to work in France. However, for foreign nationals outside the EU/EEA, securing a work permit is a key step before they can be employed by French companies.

As an employer, you must ensure that your international employees have the necessary permits before they can begin working. This process can vary depending on the type of employment and the duration of stay, but it is essential for compliance with French immigration laws.

Types of Work Visas in France

France offers various types of work visas to accommodate different employment situations. Whether hiring skilled workers, transferring employees within a company, or bringing in temporary workers, it’s important to choose the right visa category to ensure smooth processing.

Short-Stay Work Visa (Visa de court séjour)

The Short-Stay Work Visa is designed for foreign nationals who are coming to France for temporary work or to perform a short-term project. This visa is typically valid for up to 90 days and is granted to individuals who have a specific job offer in France or who are involved in short-term assignments. This could include seasonal work, consulting projects, or other types of work that require a short stay.

Applicants for this visa must provide documentation supporting the nature of the short-term work, the duration of their stay, and their qualifications. Once in France, the individual is allowed to live and work during the duration of the project or employment contract.

💡 Best work permit option if: This visa is ideal for foreign nationals coming to France for short-term assignments, projects, or temporary work. It is particularly suited for contractors, consultants, or specialists who only need to stay in the country for a limited period.

French Work Visa (Travailleur Salarié)

The French Work Visa (Travailleur Salarié) is a long-term visa for foreign nationals who have secured full-time employment with a French employer. This visa is commonly referred to as a salaried employee visa and is available to individuals who meet certain salary and skill requirements. The employer must demonstrate that they were unable to find a suitable candidate from the EU or EEA for the position, and they must provide the necessary documentation to the French immigration authorities.

The work visa is generally valid for the duration of the employment contract, and it can be renewed if the worker remains employed by the same company. After holding the visa for several years, the worker may become eligible for permanent residency.

💡 Best work permit option if: This visa is ideal for foreign nationals who have a job offer from a French employer and plan to live and work in France long-term. It is well-suited for skilled workers, professionals, and employees in industries such as finance, IT, education, and hospitality.

EU Blue Card

The EU Blue Card is a work and residence permit designed for highly skilled non-EU nationals who wish to live and work in France (and other EU countries). To qualify for the EU Blue Card, applicants must have a job offer in a high-skill occupation and meet certain salary thresholds, which are generally set at 1.5 times the average gross salary in France. The applicant must also hold a higher education qualification or have at least five years of professional experience in their field.

The EU Blue Card is initially issued for one year, with the possibility of extension. After a certain period of stay, typically 18 months, the holder can move to another EU country under the Blue Card scheme. The EU Blue Card also allows the holder’s family to join them in France and provides a pathway to long-term residency after five years of employment.

💡 Best work permit option if: This visa is ideal for highly skilled professionals who want to live and work in France and potentially move to other EU countries. It’s best for individuals in specialized sectors like IT, engineering, healthcare, and research who meet the salary and qualification requirements.

Intra-Company Transfer (ICT) Visa

The Intra-Company Transfer (ICT) Visa is designed for employees who are being transferred to a French branch or subsidiary of their employer. This visa allows foreign workers who are already employed by a multinational company to temporarily relocate to France to work in a similar role or higher-level position.

The ICT Visa is issued for a duration of up to three years and can be renewed for additional periods. The employee must meet certain criteria, including having been employed by the company for at least six months and having the required skills for the French position. The company must also demonstrate that the transfer is necessary for the business operations in France.

💡 Best work permit option if: This visa is ideal for multinational companies that need to transfer key personnel to France. It is suitable for professionals in senior management, technical, or specialized roles who are required to relocate to France for business operations or to oversee specific projects.

Skills and Talent Visa (Visa de Compétences et Talents)

The Skills and Talent Visa is designed for individuals who have unique skills or talents in fields such as science, arts, or culture. This visa is typically issued to people with exceptional abilities or achievements in their field, such as artists, athletes, or scientists, who can contribute to France’s cultural, scientific, or economic development.

Applicants for the Skills and Talent Visa must demonstrate that their skills are of high value to the French economy and culture. This visa is initially valid for up to four years and can be extended. The Skills and Talent Visa is also beneficial for foreign nationals wishing to work in the arts, education, and research sectors in France.

💡 Best work permit option if: This visa is ideal for individuals with exceptional skills or talent who wish to contribute to France’s economy or culture. It’s perfect for artists, musicians, athletes, scientists, or any individual with unique expertise in a highly valued field.

Work Permit Application Process in France (Step-by-step)

In France, the work authorization process typically starts with the employer and is closely tied to the employee’s long-stay visa application. The exact steps and authorities involved can vary depending on the permit type (for example, Passeport Talent, salarié, or salarié détaché) and the employee’s profile.

• Step 1: The employer defines the role and confirms that it complies with French labor standards, including salary, working time, and job classification under the applicable collective bargaining agreement. Where required, the employer may need to demonstrate that they attempted to recruit locally before hiring a non-EU national.
• Step 2: The employer gathers supporting company documentation. This can include proof of registration in France, financial statements, evidence of compliance with tax and social security obligations, and, for secondments, documentation from both the home and host entities.
• Step 3: The employer files the work authorization request with the competent French authority, often via an online portal. For many categories, the application is examined by the French immigration services and labor authorities, who assess the job offer, salary level, and alignment with the chosen permit category.
• Step 4: Once the work authorization is approved, the employee applies for the corresponding long-stay visa (visa de long séjour valant titre de séjour in some cases) at the French consulate in their country of residence. The employee submits personal documents, proof of qualifications, and the work authorization approval, and may attend an interview or provide biometrics.
• Step 5: After arrival in France, the employee completes post-arrival formalities, which may include validation of the visa, medical checks, and collection of the physical residence permit (titre de séjour). The employer must also register the employee with social security and ensure ongoing compliance with French employment and immigration rules.

Requirements and Eligibility for a Work Permit

Eligibility for a French work permit depends on the role, the employee’s qualifications, and the specific permit category. Authorities focus on whether the job offer is genuine, appropriately remunerated, and compliant with French labor standards.

Common requirments inlcude:

• A valid job offer from a French employer: The role must be clearly defined, with a compliant employment contract specifying salary, working time, and duties that match the selected permit type.
• Salary and qualification thresholds: Certain categories, such as Passeport Talent for highly qualified workers, require minimum salary levels and proof of higher education or equivalent professional experience.
• Proof of employer compliance: Authorities may request evidence that the employer is properly registered, financially sound, and up to date with tax and social security contributions, as a condition for sponsoring foreign workers.
• Relevant professional credentials: Depending on the role, the employee may need to provide diplomas, professional licenses, or evidence of experience, especially for regulated professions or senior positions.
• Clean immigration and criminal record: Applicants are generally expected to have a valid passport and may be asked to provide police clearance or similar documents, as part of broader public order and security checks.

Work Permit Processing Time in France

Processing times for French work permits and visas can vary significantly based on the permit type, the workload of the authorities, and the completeness of the application. Seasonal peaks and additional security checks can also extend timelines.

The typical processing time for a work permit or visa in France can vary depending on the specific category (for example, Passeport Talent vs. standard salarié), the consulate’s caseload, and whether additional documents are requested. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Often around 1 to 3 months after the employer has submitted a complete work authorization file and the authorities have all required information.
• Permanent Residence: Frequently 6 to 12 months or longer, reflecting more extensive background checks, eligibility assessments, and verification of long-term integration and residence history.
• Short-Term Business or Work Visas: Commonly about 2 to 6 weeks after submission of a complete application, particularly for business meetings, short assignments, or training visits.

Expected Processing Timeline: Employer vs Employee

While exact timelines differ by case, it is helpful to think of the process as a sequence of employer-led and employee-led steps. Planning several months ahead reduces the risk of start-date delays.

• Week 1–2: Employer finalizes the job offer, gathers company documents, and confirms the appropriate permit category (for example, Passeport Talent or salarié).
• Week 3–6: Employer submits the work authorization request and responds to any initial questions from the authorities, assuming no major document gaps.
• Week 7–10: Authorities review the application and issue a decision on the work authorization, though this may be shorter or longer depending on caseload.
• Week 11–14: Employee books a consular appointment, submits the visa application, provides biometrics, and awaits the visa decision.
• Week 15–18: Employee travels to France (once the visa is issued) and completes post-arrival formalities, including residence permit validation and social security registration.

Who Does What During France Work Permit Sponsorship?

• Employers are responsible for: Defining the role, choosing the correct permit category, preparing and submitting the work authorization application, paying applicable employer-side fees, and ensuring compliance with French labor, tax, and immigration rules. They must also monitor permit expiry dates and initiate renewals in good time.
• Employee is responsible for: Providing accurate personal information and supporting documents, attending any required medicals or consular interviews, maintaining a valid passport and immigration status, and complying with the specific terms of the work permit, such as role, employer, and location.

Work Permit Renewal Periods in France

Many French work permits and associated residence permits are initially granted for one to four years, depending on the category, and can be renewed if the underlying employment and eligibility conditions remain satisfied. For example, certain Passeport Talent permits can be issued for up to four years and renewed in similar multi-year increments, while some salarié permits may be issued for shorter periods tied to the employment contract.

Renewal applications typically need to be filed several weeks to a few months before the current permit expires, and local prefectures may have specific appointment lead times and document lists. Because practice may vary between regions and categories, employers and employees should check the latest guidance from the relevant préfecture or official government sources and allow extra time for processing.

What Are the Fees for a Work Permit or Visa in France?

The application fees for work permits and visas in France vary depending on the type of visa being applied for and the applicant’s nationality.

Note: The above fees reflect government fees for work permits and visas in France, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.

Visa Requirements For Digital Nomads in France

France does not currently offer a specific "digital nomad visa" like some other countries, but it is possible for digital nomads to work remotely from France using other types of long-term visitor or work visas. The most relevant visa for digital nomads is the Talent Passport Visa, which allows entrepreneurs and highly skilled workers to live and work in France for up to four years.

• Requirement 1: Proof of sufficient financial means to support oneself while residing in France.
• Requirement 2: Documentation showing that the applicant is employed or running a business that can be carried out remotely.

Employer Compliance & Obligations in France

Employers may face several challenges when hiring international employees in France. Understanding the visa requirements, labor laws, and processing times can help streamline the hiring process. Some of the key challenges include navigating the bureaucracy and ensuring compliance with complex immigration laws.

• Challenge 1: Bureaucratic delays can often slow down the visa and work permit application process. It's essential to apply as early as possible.
• Challenge 2: Labor market tests may be required for certain roles, which can delay the process if no suitable candidates are found within the EU/EEA.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.