Working in France as a Foreign Employee

Work Permits, Long-Term Visas, and Work-Related Residency Permits — Legal Status as of September 8, 2026

Hiring a non-European foreign employee requires two separate authorizations, which are often confused: a work permit, applied for by the employer, and a right to reside, applied for by the employee. One does not replace the other, and the order in which they are obtained determines the entire process that follows.

Major Professional Qualifications

"Talent" cards exempt employers from any authorization procedures and are valid for multiple years from the outset. Their salary thresholds are adjusted annually.

Work Authorization

The application is filed by the employer, exclusively online, with the prefect of the department where the company's headquarters are located. Four sets of conditions are reviewed.

First, regardingemployment: the employer must either hire for a position listed among the in-demand occupations or provide proof that the job opening was posted for three consecutive weeks with the public employment service and received no suitable applications. Holders of a master’s degree or a professional bachelor’s degree are exempt from this requirement regarding the employment situation.

Next, compensation, which must be at least equal to the minimum wage (SMIC) or the minimum wage set by collective bargaining agreement, whichever is higher; theemployer’s standing, which must be in good standing with regard to social security contributions and must not have been convicted or sanctioned for illegal employment; and finally, for regulated professions, compliance with the legal requirements for practice.

If no response is received within two months, this shall be deemed a denial. A denial, whether explicit or implicit, may be challenged through an administrative appeal or a hierarchical review, or directly before the administrative court, within two months.

From a Visa to a Residence Permit

The employee recruited from abroad then applies for a long-stay visa serving as a residence permit (VLS-TS), bearing the designation corresponding to his or her situation. This visa, valid for four to twelve months, exempts the holder from applying for a residence card upon arrival—but under one mandatory condition: it must be validated online within three months of entering France, along with payment of the fee. Failure to do so results in an irregular stay.

The application for a residence permit is then filed with the prefecture no later than two months before the VLS-TS expires. An employee already in France under a different status must follow the procedure for changing status.

The cost is significant: €350 for the initial application (a €300 fee and a €50 stamp), €250 for renewal, plus an additional €180 if the application is filed late, except in cases of force majeure. In addition, the employer is responsible for a fee payable to the OFII, calculated based on the length of the contract and the salary level.

After the first year

An employee who is still employed may, after one year, obtain a four-year multi-year card, provided that they have faithfully completed the Republican Integration Program, demonstrated an A2 level of French, and passed the civics exam. Holders of such a card retain their right to work for three months after its expiration if they have submitted their renewal application in a timely manner.

Losing a job is not necessarily the end of the world: an employee receiving benefits from France Travail will have their card renewed and will then receive a new card valid for the same duration as their unemployment insurance benefits. Holders of a “temporary worker” card, on the other hand, have their card’s validity tied to the remaining term of their contract.

Points to Watch For

A permit may be denied in the event of an unfulfilled order to leave the country, the submission of false documents, or a conviction for certain serious offenses. Finally, any initial application requires the signing ofa pledge to respect the principles of the Republic (Art. L. 412-7 et seq. of the CESEDA), and failure to comply with these principles may justify the denial or revocation of the permit.

This article describes the current state of the law as of the date indicated and does not constitute legal advice.