How to Get a French Work Permit for Foreign Companies

Hiring in France becomes more complex when you’re a foreign company without a local footprint. One of the key steps in this process is obtaining a French work permit, which authorizes your international employees to legally work in the country.

This guide explains everything you need to know about the process. From types of permits to employer responsibilities, you’ll learn how to apply for a work permit in France the right way, without unnecessary delays. Before starting, understand that work permits in France are tied to the employer and role, so planning ahead is critical.

Why Foreign Companies Must Understand French Work Permits

Your company cannot ignore the French work permit regulations without serious consequences. Employers who hire foreign workers without proper authorization face criminal fines up to €30,000 per employee, prison sentences of a few years, and temporary business closures. Beyond penalties, non-compliance damages your reputation and disrupts operations.

When you’re hiring across borders, understanding how to get a work permit in France prevents costly delays and legal exposure. France requires employers to sponsor all non-EU workers and manage the entire application process before employment begins. This responsibility means your human resources team must coordinate timing, documentation, and government interactions carefully.

Understanding Key Terms: Work Permit vs Work Visa in France

Your foreign employee needs both a work permit and a visa to work legally in France, yet these serve different purposes and involve different processes. Confusion between the two delays hiring and creates compliance gaps.

Work Permit:

• Employer-driven authorization issued by French labor authorities.
• Confirms the job position meets French labor market needs.
• Proves the employer verified that no suitable local candidates exist.
• Required before the visa application can proceed.
• Issued by DREETS (regional labor authority)
• Remains valid only for the specific employer and position listed.
• Must be attached to the employee’s personnel file.
• The employer bears responsibility for maintaining compliance.

Work Visa:

• Immigration authorization for the employee’s personal use.
• Allows entry to France and legal residence.
• Issued by French consulates abroad.
• Can be short-stay or long-stay
• Serves as the residence permit itself in many cases.
• Dependent upon first obtaining a valid work permit.
• Employee carries this in their passport.

When you’re deciding how to apply for a work permit in France, remember that the employer initiates the process by obtaining work authorization first. The foreign employee then uses that work permit to apply for their personal visa through a French consulate. This sequential process means neither document stands alone; both must be secured and coordinated properly.

Eligibility Criteria for Foreign Employers Sponsoring Work Permits

Your company cannot simply apply for a French work permit without meeting specific baseline requirements. French authorities verify that employers maintain legitimate business operations and comply with all regulations before approving any foreign worker authorization. Understanding these criteria upfront prevents application rejection and wasted resources.

Business Registration and Good Standing

• Must hold a valid SIRET number and current business registration.
• Outdated or incorrect registration information triggers automatic rejection.
• Must maintain current status with the Social Security and labor authorities.
• Any outstanding compliance issues or penalties disqualify your company immediately.

Financial Stability Documentation

• Must demonstrate the ability to pay the promised salary consistently.
• French authorities require audited financial statements or recent tax returns.
• Startup companies face additional scrutiny and may need bank guarantees.
• Your company’s profitability influences authority confidence in employee retention.

Labor Market Testing Requirements

• Must publicly advertise positions through France Travail or Apec for a minimum of three weeks.
• Exemption available only if the role qualifies on France’s shortage occupations list.
• Document all applications received, interviews conducted, and rejection reasons.
• Collecting rejection letters from local candidates strengthens your application significantly.

Clean Compliance Records

• Employment law violations automatically disqualify sponsorship eligibility.
• Unpaid taxes or fraudulent activity permanently damages your hiring credibility.
• French authorities conduct background compliance checks during review.
• Hidden violations surface eventually during audits or investigations.

Meeting these eligibility criteria demonstrates your company’s legitimacy and commitment to French labor regulations. Planning ahead, at least three to four months before your intended hire date, allows time to address any compliance gaps or documentation shortfalls. Companies that approach eligibility requirements strategically avoid rejection and accelerate their approval timeline significantly.

Types of Work Permits Available in France

France offers several categories of work permits designed for different employment scenarios. Selecting the correct permit type determines your application timeline, required documentation, and employee rights. Misclassifying the employment type causes application delays or rejections that extend your hiring process by weeks.

• Skilled Employee Permit (Salarié Qualifié): France’s standard work permit for most foreign professionals with confirmed job offers, processing typically takes a few weeks and covers full-time permanent or fixed-term positions with a salary meeting SMIC or collective agreement thresholds.
• Temporary Worker Permit (Travailleur Temporaire): Covers short-term assignments, project-based work, or fixed-term contracts under one year, processing in a few weeks, with authorization expiring automatically when the contract ends.
• Intra-Company Transfer (ICT) Permit: Applies when multinational companies transfer employees between offices or subsidiaries, requiring at least one year of prior employment within your company group, and processing is completed in a few weeks.
• Seasonal Worker Permit (Travailleur Saisonnier): Covers temporary work in agriculture, tourism, hospitality, or construction for up to six months per calendar year, processing in a few weeks with restrictions to specific industries only.
• Talent Passport (Passeport Talent): Streamlined permit for highly skilled professionals, entrepreneurs, scientists, and artists offering longer validity up to four years, simplified family reunification, and processing in a few weeks with fewer documentation requirements.
• EU Blue Card: Targets highly qualified professionals from non-EU countries with a minimum annual salary of €53,836.50, providing EU-wide mobility and processing in a few weeks.

Understanding the types of work permits in France ensures your hiring strategy aligns with employment duration and skill level. Early classification of your position prevents application rejection and accelerates approval timelines significantly.

Step-by-Step: How to Get/Apply for a Work Permit in France

Your company initiates the work permit process as the employer sponsor. This process spans three to four months from application to final approval, requiring careful coordination between your human resources department and French authorities. Starting early prevents rushed decisions and documentation errors that trigger rejection.

• Check the Shortage Occupations List: Verify whether your position qualifies for exemption from the labor market test on France’s updated shortage occupations list (métiers en tension), which includes construction workers, cooks, home helpers, and hotel staff.
• Post the Job Publicly (If Applicable): If your role doesn’t qualify as a shortage occupation, post the position on France Travail or Apec for a minimum of three weeks and document all applications received, interview records, and rejection reasons.
• Prepare All Required Documentation: Gather your company’s business registration documents (SIRET, Kbis extract), recent financial statements, employment contract, and job description, plus the candidate’s passport, CV, educational credentials, and police clearance translated by official French translators.
• Submit Your Online Application: Access the official DGEF portal or ANEF platform, enter all company and candidate details, upload supporting documents, and submit at least three months before the planned employment start date.
• Receive Application Confirmation: Both you and the employee receive email confirmation that the application was submitted successfully, which confirms receipt only, not approval.
• Receive Work Permit Approval: Once approved, you and the employee receive the work permit by email, which the employee must attach to their visa application at a French consulate to activate legally.

Start as early as possible. Processing times vary. If you’re unsure how to apply for a work permit in France for a foreign employee, consider using specialized compliance support.

Required Documents & Compliance Checklist

Your application succeeds or fails based on the completeness and accuracy of the documentation. Missing documents cause automatic rejection and force you to resubmit, adding weeks of delay.

From the Employer:

• Company registration proof (Kbis extract, SIRET documentation, business license if applicable)
• Financial documents (last two years’ tax returns, audited financial statements, or bank statements showing financial capacity)
• Both the employer and employee sign an employment contract (specifying the title, duties, salary, location, and length of the contract).
• Job description in detail (key responsibilities, required qualifications, experience levels expected).
• Proof of labor market testing (job advertisements, application logs, rejection documentation from candidates if applicable, or confirmation of shortage occupation status).
• Evidence of compliance with French labor law (up-to-date social security declarations, proof of no outstanding fines or violations)

From the Employee:

• Valid passport (minimum three months’ validity beyond intended stay)
• Curriculum vitae (detailed work history, education, certifications)
• Previous employment letters or references (demonstrating relevant work experience)
• Police clearance certificate from the home country (confirming no criminal convictions)
• Health insurance documentation (proof of coverage or commitment to obtain French coverage)
• Proof of French language proficiency is required for the specific position.

All documents must be certified or original copies. French authorities reject photocopies or uncertified documents. Any document originally in another language requires translation by an official French translator. 

Cost, Processing Time & Validity

Budgeting accurately for work permit expenses helps prevent financial surprises and improves planning precision. It is crucial for your company to understand these costs upfront so that you can allocate resources effectively and set realistic hiring timelines.

Cost Structure

Work permits carry no government fee, though visa applications cost €99, and translation services run €40–€70 per page. Adult immigrant medical exams cost €460, while children under 15 pay €280 for required evaluations. When calculating the cost of a work permit in France, factor in internal administrative time and document coordination, which often exceed direct government fees significantly.

Processing Time

Standard processing requires 4-8 weeks from submission to approval with complete documentation. Peak hiring seasons (spring and summer) increase wait times, while autumn or winter submissions may process faster.

Validity Duration

Standard permits remain valid for one year initially, then convert to multi-year authorization lasting up to a few years. Permits are employer-specific; changing jobs requires new applications. Seasonal permits expire on contract end dates or after six months annually.

Understanding these timelines and costs enables strategic hiring planning. Submit applications early to account for processing delays and ensure your new hire starts on schedule without legal complications or compliance gaps.

Employer Responsibilities & Post-Approval Compliance

Once your France work permit is approved, compliance becomes a continuous obligation throughout the employee’s tenure. Employers must stay aligned with French labor laws, payroll standards, and social security regulations to avoid penalties.

Key Responsibilities:

• Pre-hire declaration (DPAE): File with URSSAF at least eight days before the employee’s start date to register them for social security and payroll.
• Work permit documentation: Attach the issued permit to the employee’s personnel file (registre unique du personnel) for labor inspection access.
• Salary compliance: Ensure pay meets or exceeds the SMIC (€11.65/hour) or the rate set by the applicable collective agreement. 
• Change notifications: Report role, salary, or contract changes to DREETS in writing; major changes may need a new permit.
• Early termination: Inform authorities if the employment ends before permit expiry.
• Right-to-work checks: Verify and document valid work and residence status regularly.

Maintaining these obligations ensures your company remains in good standing with French authorities and avoids fines or permit suspension.

Common Pitfalls & Risk Mitigation for Foreign Companies

Understanding typical mistakes helps your company avoid costly errors and maintain strong compliance records. Most rejections and violations stem from preventable oversights rather than inherent system complexity. Strategic planning eliminates these risks effectively.

• Incomplete Documentation: Create comprehensive checklists three months before your target hire date and assign specific team members to coordinate document collection. Use professional translators exclusively; DIY translations fail authority review consistently.
• Misclassifying Employment Types: Carefully assess contract duration, role permanence, and skill requirements before selecting the permit type. Consulting with French employment law specialists eliminates classification risks entirely.
• Premature Employment Start: Never allow any foreign employee to begin work without written work permit approval in hand. Starting before approval exposes your company to criminal liability, fines, and business closure.
• Overlooking Labor Market Testing: If your role doesn’t appear on the shortage occupations list, demonstrate three weeks of genuine recruitment effort with clear job descriptions and competitive salaries. Rushed postings trigger authority skepticism.
• Misrepresenting Candidate Information: All candidate information must be accurate and verifiable. Inflating credentials undermines application credibility and creates legal exposure.
• Ignoring Permit Restrictions: Communicate to employees that they cannot change employers, exceed stated hours, or work outside specified geographic areas without new approval.

Proactive compliance practices transform these common pitfalls into competitive advantages for your international hiring strategy.

Conclusion & Next Steps

Securing a French work permit requires early planning, accurate documentation, and careful compliance throughout the employee’s stay. Begin at least three to four months before the intended hire date to avoid delays and maintain full alignment with French regulations.

Commenda supports your expansion into France with incorporation services, entity management, and ongoing compliance support. From setting up your French subsidiary to managing work permits and regulatory filings, we help simplify complex requirements. Book a free demo today to explore how Commenda simplifies your France expansion and work permit processes.

FAQs

Q. What is the cost of a work permit in France for foreign employees?

Work permit costs in France include visa charges, translation fees, and administrative processing that vary widely by case complexity.

Q. How long does it take to apply for a work permit in France?

Standard processing requires a few weeks from submission to approval, assuming complete documentation and no authority requests for additional information.

Q. What types of work permits in France are available?

France offers skilled employees, temporary workers, intra-company transfer, seasonal workers, talent passports, and EU Blue Card permits, each designed for specific employment scenarios.

Q. Can a foreign company apply for a work permit in France without a local office?

Yes, foreign-based companies can sponsor work permits for France-based employees, though establishing local business registration (SIRET) is required for compliance purposes.

Q. What risks exist if a foreign company fails to comply after getting a work permit in France?

Non-compliance triggers criminal fines, prison sentences (up to five years), business closure, and permanent restrictions on hiring foreign workers.

Q. Can the foreign employee change jobs/employers under the work permit?

No, work permits are employer-specific; changing employers requires submitting a new work permit application and waiting for authority approval.

Q. How to renew or extend a work permit in France?

Submit renewal applications to the prefecture 2-4 months before expiration with proof of continued employment, recent payslips, and employer certification.

Q. Is a work permit sufficient for visa entry, or is a separate visa needed?

No, the work permit authorizes employment only; the employee must obtain a separate long-stay or short-stay visa from a French consulate to enter and reside in France.