Expatriation of a European Citizen within the EU: Key Procedures for a Local Contract

Moving from one EU country to another on a local employment contract is now more common than ever, thanks to the freedom of movement granted to European citizens. However, despite this privilege, some administrative procedures still need to be anticipated to ensure your employees and their families remain compliant in their new country of residence.

Working in the EU as a European Citizen

Under EU law, citizens of the European Union are entitled to look for work, be employed, and work freely in any other EU Member State under the same conditions as nationals of that country.

**Thanks to bilateral agreements, citizens of Liechtenstein, Norway, Iceland, and Switzerland enjoy the same rights as EU citizens and are therefore exempt from work permit requirements when relocating within the EU.

That being said, a few local registration and administrative steps are essential to ensure compliance and a smooth relocation process.

Local Registration Requirements

In some EU countries, even for short stays under three months, individuals must report their presence to local authorities.

Where: Reporting is usually done at the local town hall (mairie) or police station. Some hotels automatically handle this for short-term guests.

Purpose: This is different from full registration—it simply serves to notify local authorities of a temporary stay.

Full Registration: Stays Over 3 Months

For stays exceeding three months, your employees will generally need to register with the local authorities to obtain a registration certificate confirming their residence.

• Where: Typically at the local town hall or police station
• When: Within three months of arrival
• Validity: Usually unlimited, though any change of address must be reported

Once approved, the employee receives an official certificate of registration. This document, together with a valid passport or ID card, must be presented during any identity check to prove lawful residence.

After five consecutive years of legal residence, the employee becomes eligible to apply for permanent residence, although this remains optional.

Red Flag

Failure to register within the required timeframe may result in fines, which vary depending on the host country.

Countries Requiring Registration Within Three Months

Certain EU Member States require formal registration within three months of arrival. It is essential to check national rules in advance to ensure compliance and avoid administrative penalties.

Family Members’ Right of Residence

• If the spouse and children are EU citizens: Only the same local registration procedure is required.
• If the spouse and/or children are non-EU citizens: Additional steps are necessary to obtain a residence card as family members of an EU citizen.

Red Flag

Depending on nationality, a visa may be required before entering the EU. Always verify the applicable requirements before the relocation.

Driving Licence Validity in the EU

Upon relocating within the EU, your employee may continue to drive legally using their existing driving licence without additional formalities. However, if you provide a company car, you must ensure that:

• The licence is valid and up to date
• The licence is not suspended, restricted, or revoked

Red Flags

• A temporary driving document cannot be used to drive abroad.
• Holders of the old French pink licence (unlimited validity) may face a new expiration period after two years, in line with EU regulations.
• The new French photocard licence is valid for 10 to 15 years, depending on the country. It must be exchanged before its expiry for a local licence if required.

The Case of Posted Workers (Detachment)

For employees on secondment (posted workers) rather than under a local contract, additional procedures apply regarding social security coverage and local labour law compliance.

Each EU Member State enforces its own national rules on posting, so it is essential to check local requirements before the start of the assignment.