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VISA

TRANSFERRING EMPLOYEES FROM THE UK TO FRANCE

Short term assignments – Under 90 days during a 180 day period

Audit and expertise assignments in IT, management, finance, insurance, architecture and engineering when seconded under the provisions of Article L. 1262-1 of the Labour Code,
Article L. 1262-1 An employer established outside France may temporarily post employees to the national territory, provided that an employment contract exists between the employer and the employee and that their employment relationship continues during the period of posting

 

The requirement for short term detachments, other than the work authorization if required, is

Long Duration Missions – More than 90 days in a 180 day period

There are several categories of professional visas/permits, of which the following are some examples:

Temporary secondment (service provider)

Under this status, the individual comes to France to provide services, which are temporary and part of a service contract. Depending on the status of the individual, if they are an employee, they remain under employment/salary contract in their country of origin and if they are self-employed, they continue to charge for their services in their country of origin.

Terms :

Benefits :

Disadvantages:

Entrepreneur Visa – (Liberal Profession)

Under this status, the individual typically sets up a “micro-enterprise” (individual business registration) to offer their services, usually as an outside consultant.

Terms :

Benefits :

Disadvantages:

Talent Passport – Visa European Blue Card – European Blue Card

This permit is intended for a French company that hires a highly qualified person.

Terms :

 

Benefits :

 

Disadvantages:

 

Employee Talent Passport on Mission (Talent Passport Employee on Mission) for intra-group transfers

This status is intended for an employee who is transferred from the employer in the country of origin to the affiliated company in France. It includes the transfer of the candidate to a local French employment contract, payroll and French social security.

Terms :

 

Benefits :

 

Disadvantages:

ICT Detachment for intra-group transfers in secondment/secondment

This status is intended for an employee who is transferred from the employer of the country of origin to France within the framework of a secondment/secondment. The employee remains under an employment contract from his country of origin. If there is a bilateral social security agreement, the employee can continue to benefit from their home country’s social security, otherwise French social security will be required – for the UK, the employee can continue to benefit from British social security.

Terms :

 

Benefits :

Disadvantages:

“Salaried” employee

This permit is intended for a French company that hires a third-country national.

Terms :

https://www.legifrance.gouv.fr/jo_pdf.do?numJO=0&dateJO=20080120&numTexte=9&pageDebut=01048&pageFin=01052

Benefits :

Disadvantages:

 

https://www.legifrance.gouv.fr/jo_pdf.do?numJO=0&dateJO=20080120&numTexte=9&pageDebut=01048&pageFin=01052 The employee cannot change employer during the first 2 years.