When you hire a non-EU national in France, you don’t just offer them a job — you kick off a sponsorship process. The work permit (autorisation de travail) application sits with you, not the employee. Miss a step or submit incomplete documentation, and you’re looking at months of delays before your hire can legally start.
This guide covers what French work visas are available for your hires, what you’re responsible for as the sponsoring employer, how the process works end to end, and how to hire foreign talent in France without setting up a local entity.
What employers need to know about french work visas
France distinguishes between a work permit (autorisation de travail) and a work visa. The permit grants the right to work; the visa grants the right to enter and stay. Most non-EU hires need both — and you, as the employer, initiate the work permit process before your employee can apply for the visa.
EU and EEA nationals, plus Swiss citizens, have the automatic right to work in France. No visa or permit is needed for them. For everyone else, the type of visa depends on the role, salary level, and how long the employment will last.
France work visa types and which applies to your hire
| Visa Type | Duration | Best For |
|---|---|---|
| Long-stay work visa (Salarié) | Up to 1 year, renewable | Standard employment contracts over 90 days |
| Talent Passport | Up to 4 years, renewable | Highly skilled workers, researchers, executives |
| Intra-company transfer | Up to 3 years | Employees relocating from a foreign office to a French branch |
| French Tech visa | Up to 4 years, renewable | Employees of recognised innovative companies |
| Short-stay business visa | Up to 90 days | Business trips, meetings, conferences — not employment |
| Working holiday visa | Up to 1 year | Young adults from eligible countries applying independently — no employer sponsorship required |
Long-stay work visa (salarié)
The standard route for most employer-sponsored hires. Your employee needs a signed contract exceeding 90 days, and you apply for the work permit before they apply for the visa. Renewable annually.
Talent passport
The Passeport Talent covers highly qualified professionals, senior executives, researchers, and artists. It offers more flexibility than the standard permit — family members can accompany the holder with the right to work — and is valid for up to four years. Processing times are shorter than the standard route.
Intra-company transfer
If you’re relocating an employee from a foreign office to your French branch, the intra-company transfer (ICT) visa applies. The employee must have worked for the company for at least three months before the transfer.
French tech visa
A fast-track route for employees of companies recognised by the French Tech label. If your company qualifies, this is one of the most streamlined sponsorship paths available.
Short-stay business visa
Covers work-related travel of up to 90 days in a 180-day period: meetings, training, conferences. This is not a route for taking up employment in France. If your hire will be working from France, they need a long-stay visa.
What you’re responsible for as the sponsoring employer
The work permit application is the employer’s responsibility. Here’s what that involves:
Submitting the work permit application You file the demande d’autorisation de travail with the DREETS (Direction Régionale de l’Économie, de l’Emploi, du Travail et des Solidarités), the regional labor authority. Processing can take several weeks depending on the region and role.
Providing employer documentation Your application must include:
- Company registration documents (Kbis extract proving legal registration in France)
- Proof of business activity and financial stability
- A letter justifying the hire of a foreign national
- A detailed job description with responsibilities and salary
- Evidence of recruitment efforts if a labor market test applies
Passing the labor market test For most standard work permits, you must demonstrate that no suitable candidate was available within France or the EU labor pool. This is called l’opposabilité de la situation de l’emploi. You’ll need evidence of your recruitment process: job postings, applicant lists, and a justification for why the foreign candidate was selected. Roles under the Talent Passport and some shortage occupations are exempt from this requirement.
Paying the employer fee Once the work permit is approved, a tax is due to the French immigration authority (OFII). The amount depends on salary level, typically between €79 and €225.
Ongoing compliance Sponsoring a work permit doesn’t end at the hire date. You remain responsible for payroll, social security contributions, and notifying authorities if the employment situation changes materially.
What your employee needs to do
Once you’ve secured the work permit, your employee handles the visa application on their side. They apply through the French consulate or an authorised visa center (VFS Global or TLScontact) in their country of residence, using the France-Visas portal.
Their application will typically require:
- Valid passport with at least two blank pages
- Completed visa application form
- Two recent passport-sized photos
- The approved work permit
- Signed employment contract
- Educational certificates and professional qualifications
- Proof of accommodation in France
- Travel or health insurance valid until French social security enrolment
After visa approval, they validate their long-stay visa online within three months of arrival. This validation acts as the initial residence permit. Renewals are handled at the local préfecture and require proof of continued employment.
Typical processing times:
| Visa Type | Processing Time | Validity |
|---|---|---|
| Long-stay work visa | 1–3 months | 1 year, renewable |
| Talent Passport | 1–2 months | Up to 4 years, renewable |
| Intra-company transfer | 1–2 months | Up to 3 years |
Start the work permit process early. Between the permit approval and consulate processing, lead times of three months or more are common.
Visa costs: what you pay vs. What the employee pays
| Fee | Typical Cost | Paid By |
|---|---|---|
| Visa application fee | €99 | Employee |
| Work permit tax (OFII) | €79–€225 | Employer |
| Residence permit fee | €225 | Employee |
These figures reflect standard rates and can change. Verify current amounts on the France-Visas website before budgeting.
What to do if your employee’s situation changes
If the employee changes job titles significantly, moves to a different employer, or receives a major salary adjustment, you may need to notify French authorities or apply for a new work authorization. The rules vary by permit type. Talent Passport holders have more flexibility to change employers than those on a standard Salarié visa tied to a specific role and company.
For permit renewals, your employee should begin the process at the local préfecture two to four months before the current permit expires. They’ll need current pay slips, their existing residence permit, their passport, and proof of continued employment.
Hiring in france without a french entity
If you don’t have a registered legal entity in France, you cannot directly sponsor a work permit — the employer of record must be a French-registered company.
An Employer of Record (EOR) solves this. The EOR acts as the legal employer in France, handling work permit applications, DREETS filings, payroll, and social security contributions on your behalf. You manage the employee’s day-to-day work; the EOR handles compliance and sponsorship.
RemotePass provides EOR services in France, covering visa sponsorship and work permits alongside payroll and benefits administration. Book a RemotePass demo to see how it works.
FAQs about sponsoring work visas in france
Do I need a french legal entity to sponsor a work visa?
Yes. Work permit applications must come from a French-registered employer. If you don’t have a French entity, an Employer of Record can act as the legal employer and submit the application on your behalf.
How long does the work permit process take?
DREETS processing typically takes four to eight weeks, though it varies by region and role complexity. Add one to three months for consulate visa processing. Plan for a total lead time of three to four months from application to your hire’s start date.
Is there a labor market test for every hire?
Not always. Standard Salarié applications require evidence that no suitable EU candidate was available. The Talent Passport, intra-company transfers, and roles on the shortage occupations list are generally exempt. Check with DREETS or an immigration specialist before assuming exemption.
What happens if the employee leaves before the permit expires?
You must notify the relevant authorities. Failing to do so can create compliance issues. If the employee is moving to a new French employer, the new employer will typically need to apply for a fresh work authorization.
Can I hire someone on a working holiday visa?
Yes, if they hold a valid working holiday visa for France, they already have the right to work and don’t require employer sponsorship. However, these visas are non-renewable and limited to 12 months, so they’re better suited to short-term or project-based arrangements than permanent hires.
What if we want to transfer an existing employee to france?
The intra-company transfer route applies if the employee has worked for your company for at least three months. You’ll still need to file with DREETS, but the labor market test generally doesn’t apply to ICT applications.
