Short-term salaried assignment
Sending or hosting a foreign employee on a short-term assignment in France requires planning ahead. This page explains the rules applicable to hosting a foreign employee on a short-term assignment in France: visa, work permit, possible exemptions and steps the employer must take before the start of the assignment.
In a nutshell
- A short-term salaried assignment may require, depending on the employee’s nationality and the nature of the assignment, a short-stay visa and/or a work permit. Citizens of the European Union (EU), European Economic Area (EEA) and Switzerland are free to work.
- Any salaried activity carried out in France by an employee who is not a national of the EU, the EEA or Switzerland is in principle subject to a work permit, regardless of the duration.
- Exemptions exist depending on the employee’s nationality and the nature of the assignment.
- When work authorization is required, the employer must obtain it before the start of the assignment.
What is a short-term salaried assignment?
A short-term salaried assignment corresponds to the exercise of a salaried activity in France for a maximum duration of 90 days in any period of 180 days, within the framework of a business trip falling under a short stay, governed by the Schengen Agreements.
It differs from business travel by the existence of actual work performed on French territory on behalf of an employer.
Calculate the maximum duration
An official calculator provided by the European Commission enables you to check compliance with this maximum length of stay.
What steps must the employer take?
Depending on the employee’s situation and the assigned task, hosting a foreign employee on a temporary assignment may involve:
- Application by the employee for a short-stay visa, unless exempt due to their nationality or circumstances. Consult the simulator on the France-Visas website.
- Application by the employer of authorization to work, unless an exemption is related to the assignment.
- Reporting formalities, particularly where employees are posted on secondment.
- Compliance with social protection obligations.
These steps must be completed before the start of the assignment. The obligations vary, depending on the employee’s nationality and the legal classification of the assignment.
Who does it apply to?
Any salaried activity carried out in France by an employee who is not a national of the EU, EEA, or Switzerland requires a work permit, regardless of the duration of the professional stay.
Some exemptions exist under certain conditions.
When work authorization is required, it must be requested by the employer before the start of the assignment.
When a visa is required, the issuance of that visa depends on obtaining prior authorization to work.
Regulated activities
The exercise of a regulated profession implies the holding of a diploma or a specific qualification (for example: healthcare professions, lawyers, chartered accountants), in some cases, it is subject to the authorization of the competent authority.
In what cases is an exemption from work authorization provided?
Nationals of a Member State of the European Union (EU), the European Economic Area (EEA) or Switzerland are exempt from work permits.
Third-country nationals working regularly for an employer established in the EU, EEA or Switzerland may be exempt from work permits in the context of a posting on secondment, under certain conditions.
They must, in particular, justify:
- A residence permit authorizing work in the country of employment.
- A social security certificate issued by that State.
- Pay slips issued by the foreign employer.
Third-country nationals coming to work in France for a period of three months or less may be exempt from work permits when they work in the following fields:
- Sporting, cultural, artistic, or scientific events.
- Conferences, seminars, and trade shows.
- Cinematographic, audiovisual, entertainment and phonographic production and distribution.
- Modeling and artistic posing.
- Personal services and services for domestic employees accompanying their employer.
- Audit or expert assignments (IT, management, finance, insurance, architecture, engineering) as part of a service or intra-group mobility.
- Teaching provided on an occasional basis by visiting professors.
How do I apply for a work permit?
The application for a specific work permit is initiated by the employer, whether they are established in France or abroad.
It is required:
- During a posting on secondment of less than three months.
- Or when concluding an employment contract of less than three months with a business established in France.
- Verification of the enforceability of the employment situation : When a fixed-term employment contract (CDD) is offered with a business established in France and the employment situation is enforceable against the future employee (see below), the employer must publish the offer for three weeks with France Travail or Apec before submitting the application.
- Submitting the application on line : The employer submits the work permit application online at least three months before the planned start date. Confirmation is sent to the employer.
- Notification of the decision: If the decision is favorable, the work permit is sent to the employer. The employee must include it with their visa application if required. For further information on visa applications, consult France-Visas.
- Document preservation :The work permit must be attached to the official employee register and made available to the Labor Inspectorate.
When an employer requests a work permit for a foreign national under an employment contract with a business established in France, the employment situation may be used as a valid reason for refusal.
This means that the administration checks for the existence of available candidates on the French labor market before authorizing recruitment.
When the employment situation on the French labor market must be checked, the employer must:
- Publish the job offer for three weeks with a public placement agency (France Travail or Apec).
- To be able to demonstrate the absence of available candidates matching the proposed position.
The employment situation is not applicable in the following particular cases:
- In-demand professions
Depending on the employment region, certain professions characterized by recruitment difficulties are exempt from being enforceable.
- Bilateral agreements
Some agreements concluded between France and third countries provide for exemptions from enforceability for nationals of the signatory countries.
- Young graduates
Foreign nationals holding a diploma at least equivalent to a Master’s degree are exempt from enforcement when the employment contract is related to the studies undertaken and if the remuneration is at least equal to €2,734.54 gross per month as of January 1, 2026.
Check if the employment is enforceable
An online simulator allows you to check if the employment situation must be checked in the context of a work permit application.
The official list of required documents is available on the ANEF website.
The specific work permit does not entail any direct costs for the employer or the employee. However, the employer must pay a tax to the French Public Finances Directorate General (DGFiP), due upon the first issuance of a residence permit for an employee or posted/seconded employee.
See our dedicated information sheet for more details.
Specific formalities when posting an employee on secondment to France
Any employer established outside France who posts an employee on secondment to French territory must submit, before the start of the assignment, a prior posting declaration via the SIPSI online service.
Postings or secondments carried out on behalf of the employer are exempt from prior declaration.
The status of a posted or seconded employee
A foreign employee who is usually resident in the EU, EEA or Switzerland can be posted to France without a work permit under certain conditions, subject to compliance with applicable social formalities (prior posting declaration and obtaining a social security certificate).
Duration and validity of the work permit
The work permit granted for a short-term assignment covers the period authorized by the administration for the assignment in question, up to a maximum of three months, and is not renewable.
For assignments exceeding three months, different regulations apply. You can consult the page dedicated to stays longer than three months.
The work permit allows the holder to engage in paid employment:
- For a specific employer.
- And, where applicable, within a defined geographical area.
An authorization issued for an overseas department or region is only valid in that territory and vice versa.
Any change to the employer or employment contract requires a new application for authorization.