Work Authorisation

What is a work authorisation?

A work authorisation is an official document issued by the competent French authorities allowing a foreign national to work legally on French territory.

This authorisation is generally required for foreign nationals wishing to engage in professional activity. It ensures that the employment complies with national regulations in force, both in terms of immigration law and labour law.

Who must apply, and how?

Important: If you are a national of a Member State of the European Union (EU) or the European Economic Area (EEA), you are not required to obtain prior work authorisation.

However, if you are a national of a country outside the EU/EEA, you must apply to the relevant French authority in order to obtain a work authorisation.

Please note that the applicable procedure varies depending on your immigration status, which is determined by predefined eligibility criteria (such as nationality, qualifications, contract duration, remuneration, etc.).

For immigration statuses where the right to work is linked to the right of residence: Work authorisation is embodied in a visa and subsequently in a residence permit.

• If residing in France:
  The work authorisation request is included within the residence status change application (e.g. from Student to Talent Passport), or, in the case of an employer change, must be processed through the prefecture/sub-prefecture of residence via the ANEF online platform.

• If residing outside France:
  The work authorisation request is included within the visa application submitted to the French consular authorities abroad.

⚠️ This procedure is the responsibility of the applicant and may be managed by our services.

For immigration statuses where the right to work is separate from the right of residence: Work authorisation takes the form of a standalone document.

• If residing in France:
  The application for work authorisation must be submitted independently and prior to the residence procedure (handled by the prefecture or sub-prefecture).
  The application must be filed with the DREETS (Regional Directorate for the Economy, Employment, Labour and Solidarity) having jurisdiction over the employer’s registered office or place of work in France, via the ANEF platform.

• If residing outside France:
  The application for work authorisation must also be submitted independently and prior to the visa process.
  The request should be filed with the competent DREETS, via the ANEF platform.

⚠️ This procedure is the responsibility of the employer and may be managed by our services.

What are the assessment criteria?

The assessment criteria for a work authorisation depend on the applicant’s immigration status.

For statuses where the right to work is linked to residence rights:

• Verification of academic qualifications (level and country of issue) and/or significant professional experience in a relevant field and position

• Verification by the employer that the employment contract complies with French labour and social legislation (salary, contract type, duration, workplace, etc.)

• Where applicable, verification of seniority within the group

• Where applicable, verification of the company’s status and the connection between the employee and the project(s)

• Where applicable, verification of a valid appointment record or board resolution in France

For statuses where the right to work is independent of residence rights:

• Verification of the labour market situation in France: exemption from the “employment market test” (for shortage occupations or certain residence statuses)

• Verification by the employer that contractual terms comply with French labour and social legislation (salary, contract type, duration, workplace, ROME code, etc.)

• Where applicable, verification of a commercial agreement between a foreign employer and a French entity

Processing times and costs

Processing times vary depending on the competent authority’s workload, internal efficiency, and the complexity of the case.

As a general guideline:

• Around 1.5 months for cases where the right to work is separate from residence rights

• Around 2 weeks (from the date of visa application submission) for cases where the right to work is linked to residence rights.

Government fees may include:

• If applicable: Online visa confirmation – €200

• If applicable: Residence permit – generally €225, except in specific cases

• If applicable: Travel document for foreign minors – €50

Additional costs may apply:

• ID photos – variable rates

• E-photo – approximately €7

⚠️ Employers must also budget for the employer tax associated with the recruitment of a foreign worker.

Renewal of work authorisation

If a foreign employee wishes to continue working in France beyond the validity of their initial employment contract, they must apply for a renewal.

This procedure must be initiated between the fourth and second month before the expiry date of the current residence permit.

Submission procedures vary depending on immigration status and the competent authority — it is therefore strongly recommended to check in advance.

The renewal process involves a reassessment of employment conditions, compliance with labour laws, and continuity of employment.

Failure to renew in time may result in interruption of the right to work, additional costs, and administrative complications.

⚠️ Work authorisations obtained independently of the residence permit are non-renewable, as they are valid for the full duration of the employment contract.
However, a new application must be submitted in the event of a new contract (with substantially different terms) or a change of employer.

Consequences of working without authorisation

Employing a foreign worker without valid work authorisation exposes the employer to severe penalties, including fines and, in certain cases, a ban on further recruitment.

The employee may also face serious administrative consequences, including an obligation to leave France.

Conclusion

Obtaining a work authorisation for a foreign employee is a crucial step to ensure a lawful and secure recruitment process.

It is essential to understand the applicable procedures and stay informed about any regulatory changes.
In case of uncertainty, it is advisable to seek guidance from a specialist in labour law and professional immigration.