Your experts in
posted workers to France
Since 2004, we have been leaders in professional immigration and social security, the two main components of posted workers.
Our comprehensive posted workers offer is based on our ability to provide you with all services related to posting: immigration (visa, work authorization, residence permit), SIPSI posting declaration and representative in France, social security, URSSAF obligations of the foreign company, etc., and this for all types of postings.
To guarantee full compliance, we coordinate all formalities with all stakeholders: foreign employer, posted worker in France, and host company in France.
We manage all posted workers cases in France
- Intragroup ICT
- International provision of service (Posted workers for own account, or within the framework of a performance of a labour supply agreement between a foreign temporary employment agency and a host company in France)
Concrete cases of posted workers
Polish posted worker coming to France within your business unit
This is a service provision mission for maintenance lasting 2 months: the Polish posted worker will not need to complete immigration formalities, but you must ensure that certain mandatory formalities are properly completed by the employer in the country of origin (Social Protection in case of illness, SIPSI declaration, compliance with core rules…).
American posted worker coming to France within your headquarters
This is an intragroup mobility for a duration of 2 years: you must complete immigration procedures (visa, residence permit) and ensure that all other mandatory posted worker formalities (Social Protection certificate in the US, SIPSI declaration, compliance with core rules, etc.) are properly handled by your foreign subsidiary.
Waves of 20 Indian posted workers providing services in France
These workers come for 12 months to a site of your group, as part of a large construction project: you must complete immigration procedures (visa, work authorization, residence permit) and ensure that all other mandatory posted worker formalities (Social Protection in India and France, SIPSI declaration, obtaining SIRET number and mandatory steps with URSSAF Bas Rhin, compliance with core rules, etc.) are properly completed by your foreign subsidiary.
Client testimonials
Let’s analyze your posted workers file together
- Schedule an expert call to assess your needs
- Feasibility study of the project and proposal of a tailored procedure
- Assignment of a dedicated contact
- Personalized quote and process launch, with customized support: full end-to-end assistance or support on a specific part of the project only
Posted workers: a constantly evolving topic – stay up to date!
- Mandatory formalities to complete
- Relevant authorities
- Required documents
- Risks
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Your questions
Secondment involves a foreign company temporarily sending one or more employees to work in France, while remaining their employer.
These employees therefore continue to be subject to the social legislation of their country of origin (particularly as regards their employment contract, the relationship of subordination, pay slips, social security, etc.), and their employer abroad must comply with a certain number of compulsory formalities and apply the main rules of French employment law to their seconded employees in a number of areas.
An international service provision involves the execution of a contract between a service provider company established outside France and a recipient company established in France.
Service provision activities can include industrial, commercial, artisanal, liberal, or agricultural work, carried out under a contract between the service provider and the recipient, for an agreed price.
The posted employee must usually work for the foreign company and carry out the assignment on behalf of that employer temporarily on French territory. They must not be hired solely for the purpose of sending them to France.
The foreign company must:
Be regularly established in the home country
Actually carry out substantial activities there beyond mere internal and/or administrative management.
Example: a company with only an administrative office outside France and no industrial or commercial activity in its registered country (known as a “shell company” or “letterbox company”).
Not carry out a regular, stable, and continuous activity in France.
Example: a company with only minor activity in its registered country compared to the activity in France.
The foreign company must appoint a representative on French territory.
During the posting period, this representative acts as the liaison with inspection authorities, keeping certain documents available to be provided either in paper or electronic format.
Prior to posting, the company must obtain the representative’s agreement to their appointment.
Care must be taken with the concept of a business trip, as it is open to interpretation.
Accepting invitations or requests from French-based partners to attend or participate in trade shows, seminars, or conferences may be considered a business trip.
Meetings must take place in rooms reserved for this purpose, since workers on business trips must never have an office or equipment registered in their name.
In case of inspection, labor authorities may ask for the invitation from your French contact specifying the activity, purpose, duration, and location of the meeting, seminar, or conference.