French Naturalisation: Supporting a Foreign Employee

A French naturalisation application is an important step — often a complex one — in a foreign employee’s career in France. It also reflects a life decision: to settle permanently, acquire French citizenship, and secure one’s right to remain. As an employer or HR professional, understanding this process means you can guide a colleague effectively at a pivotal moment of their integration and contribute to the strength of their application.

Since 1 January 2026, the requirements have changed. The required level of French has increased from B1 to B2, and a civic examination is now compulsory for naturalisation by decree. These changes affect the preparation timeline for applications and warrant close attention from teams supporting employees through the process.

This article sets out the conditions for naturalisation by decree in 2026, what it means in practical terms for the company, and the role the employer can play in preparing the application.

Naturalisation by Decree or by Declaration: What Is the Difference?

Naturalisation is the procedure through which a foreign national acquires French citizenship. It takes two main forms.

Naturalisation by decree is the standard route. It applies to any foreign national who is habitually and continuously resident in France and who meets the integration conditions set out by law.

Naturalisation by declaration applies in specific circumstances, notably to the foreign spouse of a French national. The conditions and timelines differ.

One of the foundations of naturalisation is the will to belong to the French community. In both cases, the applicant retains the legal status of a foreign national until the date the decree is signed or the declaration is recorded. Naturalisation is distinct from French nationality acquired at birth.

What Naturalisation Means in Practice for the Employer

From the employer’s perspective, the naturalisation of a foreign employee has direct practical consequences.

The end of residence permit renewals. For as long as an employee is a foreign national, the company must monitor the validity of their permit, manage renewal deadlines and ensure continuity of their right to work. Once naturalised, these administrative constraints disappear entirely.

Greater freedom of international movement. As a French national, the employee holds a French passport, which simplifies future international assignments, particularly in countries with which France has free movement agreements.

A meaningful retention signal. For the employee, naturalisation represents the culmination of a life project in France. Supporting them through this process is an investment in their career and a reinforcement of their commitment to the organisation.

Conditions for Naturalisation by Decree in 2026

Residence

The applicant must demonstrate 5 years of regular, continuous residence in France. This period may be reduced to 2 years in certain cases: a higher education qualification obtained in France, or services rendered to France.

An absence of more than 6 consecutive months may be treated as a break in residence. Employees who travel internationally on a regular basis should factor this in from the outset when preparing their application.

Language and Integration

Since 1 January 2026, the required level of French is B2 — written and spoken — up from B1 until 2025. This must be evidenced by a recognised qualification (DELF B2, DALF, French university degree) or an official test (TCF, TEF) issued within the last two years.

The applicant’s integration is also assessed on their adherence to the values of the Republic, their knowledge of French history, culture and institutions, and their performance at an integration interview. A civic examination, in the form of a 40 multiple-choice question test, is compulsory since that date.

Employment

This is one of the criteria most closely scrutinised by the administration. The application must demonstrate stable employment over the previous 5 years:

• a permanent employment contract (CDI) of more than 12 months at the time the application is reviewed, or
• continuous fixed-term employment (CDD) over 24 months,
• income at least equal to the SMIC (French national minimum wage), excluding social benefits.

A change of role, a period of unemployment or a contract break can weaken this part of the application. The current employer therefore plays a direct role in its robustness.

Personal Situation

The applicant must have no serious criminal convictions, must not have been in an irregular situation in France, and must not be subject to an outstanding removal measure (OQTF or IRTF).

The Employer’s Role in Supporting the Application

The employer is not a passive participant in this process. Several documents in a naturalisation application come directly from the company.

What the employer can provide:

• A permanent employment certificate (CDI) specifying the contract start date, role and salary
• The last 12 payslips (or more, depending on the period of residence under review)
• A letter from the employer describing the employee’s professional background, if requested by the administration

These documents evidence stable employment — one of the most decisive criteria. An application where the employer’s supporting documents are incomplete or inconsistent will slow processing and may lead to a deferral.

Since the decree of 15 July 2025, nationality access platforms may dispense with the regulatory interview if unfavourable elements are identified at the initial review of the file. An incomplete application can therefore lead to a refusal without the employee ever being called to interview. This is a recent procedural change that HR teams should factor into their support process.

HR teams should also anticipate any residence permit renewals that may fall during the naturalisation process. Naturalisation does not suspend residence permit obligations: both procedures must be managed in parallel.

Conclusion

A French naturalisation application is a complex process, and its conditions changed in 2026. For HR and mobility teams, understanding how it works means being able to guide employees at the right moment and contribute to the quality of their application. It is also an opportunity to recognise a successful integration journey and to secure a lasting professional relationship.