What is the minimum salary for hiring a foreign employee?

Hiring a foreign employee in France is subject to the same labour law rules as for a French employee, with certain specificities linked to immigration status.
The issue of the minimum salary is central, as it determines both compliance with labour law and the legality of the right of residence from an immigration perspective.

What is the minimum salary for a foreign employee in France?

First of all, a foreign employee hired in France under a French employment contract must receive remuneration at least equal to:

• either the applicable statutory minimum wage (SMIC),
• or the minimum salary provided for under the applicable collective bargaining agreement, if this is higher.

The employee’s nationality has no impact on the minimum level of remuneration. French law requires equal treatment between French and foreign employees.

Immigration status and minimum salary: attention to specific thresholds

For non-European nationals, the proposed salary plays a decisive role in the immigration procedure. It is therefore one of the key criteria in determining the appropriate status.

1. Standard employee statuses (ordinary employee):

The salary must be at least equal to the SMIC and consistent with the position offered, as well as with the employee’s experience and qualifications. An insufficient salary may result in a refusal of the work authorisation.

2. Students applying for a change of status:

• Change of status from student to employee without APS/CRECE: SMIC
• Change of status from student to employee with APS/CRECE: 1.5 × SMIC

3. Talent statuses

An implementing decree published on 21 August 2025 sets out the new remuneration thresholds required for “Talent” statuses, based on the reference average gross salary:

• TSQ (qualified employee / innovative start-up / employee on assignment): threshold set at €39,582 gross per year, corresponding to the reference average gross salary.
• Talent – EU Blue Card: €59,373 gross per year, i.e. 1.5 × the reference average gross salary.

These new amounts make certain applications more accessible, particularly for qualified employed talents, while widening the gap between the different “Talent” permit categories.

They may also weaken certain profiles, especially talents who do not hold a qualification obtained in France, whether for initial applications or renewals.

For employers, however, these changes may result in a broader pool of candidates eligible for the “Talent” status, provided that the permit strategy and remuneration structure are properly anticipated.

These requirements are intended to ensure the level of qualification and the economic attractiveness of the position.

What other obligations apply to employers when hiring a foreign employee?

Before hiring a foreign employee, the employer must:

• verify the validity of the residence permit and the right to work,
• comply with the statutory or contractual minimum salary,
• draw up an employment contract in accordance with French law,
• complete the mandatory social declarations related to Social Protection.

Failure to comply with these obligations exposes the company to administrative, social and criminal penalties.

Please do not hesitate to contact us should you have any questions.

Article by Léa Curiel, Inbound Immigration manager at France Immigration