🇫🇷 Visas & Foreign Worker's in France

Alastair Samson
Alastair Samson
  • Updated

Oyster policy is denoted in purple.


Prior to hiring, French employers must ensure that a foreign employee has the proper documentation, visas, and a work permit to legally work in France.

Due to international treaties, a work permit isn’t necessary for citizens of:

  • the European Economic Area;
  • Switzerland;
  • Monaco;
  • Andorra; and
  • San Marino.

Additionally, the work permit requirement may be waived for foreign individuals holding specific types of visas, residence permits, or other work permissions. The document requirements for foreign employees in France will vary based on individual circumstances.

Employers must verify the foreign employee’s work permissions. This is done at least two days before the employee’s start date by filing a request to the prefect of their department (administrative region) or the prefect of police in Paris. An employer’s obligation is fulfilled regardless of a timely response (within two working days) to the received request.

Employers must pay a tax when the work permit is granted. The amount of the tax depends on the foreign employee’s gross monthly salary.

Employers must also ensure that foreign employees are registered with the Primary Health Insurance Fund (Caisse primaire d’assurance maladie, CPAM) within eight days of hiring. As with domestic employees, a foreign employee must be declared prior to hiring, and given a copy of their DPAE. Oyster complies with DPAE requirements.

Foreign individuals who aren’t EU nationals and who wish to perform remote work in France for a foreign company are still subject to the same work authorization rules. This includes the requirement for a visa and work permit.

Non-compliance with French foreign labor laws can subject the offender to five years' imprisonment and a fine of up to EUR 15,000.

Oyster is unable to provide visa sponsorship at this time, but we can direct Customers to resources for further support on this matter. Oyster does not have the capability to hire or apply for the right-to-work. 

Team Members hired through Oyster are subject to the same laws as all other employees and legally they must be a resident and remain in the country in which they are hired according to local laws.



Best in Class


Was this article helpful?

0 out of 0 found this helpful

Have more questions? Submit a request