Hiring an Algerian National in France: From Student to Graduate

Recruiting an Algerian national in France, whether still a student or a recent graduate, follows rules unlike any other. The Franco-Algerian agreement of 27 December 1968 creates a standalone framework, separate from standard immigration law. The simplifications introduced in recent years that have reduced the administrative burden for other nationalities do not apply to Algerian nationals.

The practical consequence for HR teams: standard assumptions do not hold. A residence permit does not constitute a work authorisation. Processing times are longer. And the risks in the event of an error are significant: fines of up to €15,000 per employee concerned.

This article covers the two key stages: hiring during studies (work placements, apprenticeships, student jobs) and recruiting a recently graduated Algerian national on a fixed-term or permanent contract.

Summary table: situations and procedures

Why the Franco-Algerian agreement of 1968 changes everything

Algerian nationals occupy a unique position in French law. Since 1968, a bilateral agreement has governed their residence and employment conditions independently, outside the Code governing the entry and residence of foreign nationals (CESEDA). Their residence permit takes the form of an Algerian residence certificate (CRA) and they cannot hold a multi-annual residence permit or a long-stay visa serving as a residence permit.

They cannot benefit from the exemptions from the labour market test, or from the “accompanying family” scheme for married nationals.
Similarly, they are not eligible for the schemes facilitating entry to the labour market (APS/CRECE), nor for the “Talent” or “ICT Posted Workers” categories.

A ten-year residence certificate may however be applied for after three years of residence in France, provided the applicant holds an eligible CRA status.

During studies: work placements, student jobs, apprenticeships

Salaried work by an Algerian student in France is authorised up to a limit of 850 hours per year, equivalent to 50% of the statutory annual working hours. It is the employer who submits the APT application to the inter-regional platform before the start date.

Apprenticeship contracts follow the same rules. Many companies assume that an apprenticeship grants simplified working rights for an Algerian student. This is not the case: an APT is required, just as for any other type of contract.

Once the application has been submitted, the administration has 2 months to respond.
During the period from June to October, processing times may be considerably longer. The outcome of the decision must be awaited.
Employers must therefore be vigilant and plan the necessary steps well in advance.

Cases exempt from the (provisional) work authorisation requirement: work placements, and work that falls within the permitted ancillary working rights (850h/year), including specific activities (sporting or cultural events, performances, conferences, temporary teaching assignments, certain artistic activities).

After graduation: recruiting a young Algerian national on a CDI or CDD

This is often the stage at which companies are caught off guard. For graduates of other nationalities, specific schemes are available (APS/CRECE) that allow them to remain in France for several months to seek employment or finalise a recruitment process.
For Algerian nationals, no such mechanism exists. Recruitment must be anticipated and the change of status from student to employee initiated, sometimes before the end of studies.

The post-graduation process involves applying for a CRA with “employed” status (for a CDI) or “temporary worker” status (for a CDD). The employer must be in a position to offer a contract appropriate to the qualification obtained, and initiate the procedure with the inter-regional platform via the ANEF platform.

The labour market test is systematic. It requires the administration to verify that no candidate already present on the labour market (French or European) could fill the position.
This means that the employer must provide evidence of the recruitment search conducted on the French labour market. This requires posting a job advertisement with France Travail or APEC (for managerial roles) and publishing it for a minimum of 3 weeks and 1 day.
At the end of this period, each application received must be reviewed in order to justify that no candidate had the appropriate profile for the advertised position.

⚠️ This procedure also applies to Algerian students already in post on an apprenticeship contract whom the employer wishes to retain on a permanent basis (CDI or CDD), as well as to Algerian students who completed their higher education in France.

It is therefore advisable to initiate the labour market test procedure as soon as the recruitment project is confirmed, so that these unavoidable timelines are optimised. This avoids the risk of an administrative break in residence, and by extension a temporary suspension of activities that could affect both the employer and the individual concerned.

One important advantage: an Algerian national lawfully present in France may complete the entire change-of-status procedure from within France. When the application is well prepared, this represents a genuine time saving.

⚠️ The Algerian residence certificate with “employed” status will be valid for one year, regardless of the duration of the contract. It is therefore important to monitor and plan for the renewal procedure in advance.

Sanctions for non-compliance

Employing an Algerian national without a valid work authorisation exposes the company to immediate and tangible consequences. Verification of the residence permit is a legal obligation independent of the employer’s good faith.

Beyond financial penalties, an offence related to irregular employment may result in a temporary or permanent ban on hiring foreign workers, and may jeopardise all of the company’s immigration applications.

How France Immigration supports your recruitment

Our experts are involved at every stage: qualification of the application from the candidate selection phase, preparation of the provisional work authorisation (APT) application and the CRA “employed” application, and follow-up with the competent administrative bodies (inter-regional platform and prefecture). The objective is straightforward: for the company to recruit its talent without administrative surprises, and for the employee to take up their post on schedule.

Conclusion

The Franco-Algerian agreement of 1968 creates a specific framework, but one that is entirely manageable once understood and planned for. Recruiting an Algerian student on an apprenticeship, hiring a recent graduate on a CDI, or renewing a fixed-term contract: each situation has its own procedure, and each procedure has its own timelines. Failing to plan for them means leaving the administration to make decisions on the company’s behalf.

France Immigration supports companies in securing these applications, from the first student recruitment through to a permanent contract. Contact our experts to discuss your situation.