Supporting, Securing, Simplifying
complex international workforce challenges

Are you an independent consultant who has been engaged by a company for an assignment in France? Here are a few key points to consider before starting your administrative procedures:

• Check the feasibility of your project based on your nationality (EU, EEA and Swiss nationals, or non-EU nationals).
• Are you a highly qualified professional? The Talent Passport may be the ideal option for you.
• Moving to France as a freelancer or independent consultant is entirely possible, either through a French EOR complete solution or by setting up your own micro-enterprise.
• Obtain the required authorisations and permits.
• Plan your relocation to France (housing, healthcare, banking, and taxation).

The main challenges most commonly faced by international candidates include:

• Obtaining a visa.
• Managing administrative processing times.
• Finding suitable accommodation.
• Opening a bank account.
• Understanding the French social security system.
• Completing residence permit renewal procedures.

Before recruiting international consultants to work in France, it is essential to ensure compliance with immigration requirements, employment law obligations, and the risk of worker misclassification.

The requirements vary significantly depending on whether consultants are hired directly or engaged through an overseas company such as an Employer of Record (EOR). However, companies should always be aware of the following considerations:

• Verify the nationality and status of the consultants concerned (EU, EEA, Swiss nationals, or non-EU nationals).
• Anticipate the need for a work authorisation and ensure it is obtained before the consultant starts the assignment.
• Ensure there is a proper match between the consultant’s profile and the proposed role.
• Determine the most appropriate contracting model (direct employment, international secondment, or a French EOR complete solution / Employer of Record arrangement).
• Identify any regulated professions relevant to your industry.
• Address all HR compliance requirements, including market-aligned remuneration, social security coverage, healthcare protection, workplace health and safety obligations, onboarding and training requirements, and the applicable collective bargaining agreement.

Do not underestimate the risk of regulatory inspections, as the penalties for non-compliance can be substantial.

Hiring an employee in another country or recruiting talent directly from abroad can create valuable growth opportunities, but it also involves a wide range of tax, social security, and administrative obligations.

Tax regimes, social security contributions, permanent establishment risks, international tax treaties, and compliance with local employment laws are just some of the areas that must be carefully considered. Requirements vary depending on the country involved and the specific circumstances of the company.

Are you wondering what your obligations are and which risks you should anticipate before recruiting internationally or bringing a professional to France?

Angie HUGHES, Head of International Mobility at 2iCS, is available to assist you by phone on: +33 6 77 08 21 17

Depending on your nationality, the nature of your activity, and the length of your stay, obtaining a visa or residence permit may be an essential step in setting up and running a micro-enterprise in France. Eligibility requirements, supporting documents, and application procedures vary according to each individual situation.

Discover our comprehensive support service designed specifically for international entrepreneurs, with tailored solutions to help you establish and grow your business in full compliance with French regulations.

Relocating to and working in France involves a number of administrative and practical steps to support both your integration and that of your family. Key areas to plan for include:

• Settling in France naturally begins with finding accommodation, opening a bank account, and arranging the essential services needed to start a new life, such as electricity, internet access, home insurance, and more.
• Children’s education involves enrolling them in schools while also gaining an understanding of the French education system, which may differ significantly from that of your home country.
• Understanding French institutions that shape everyday life, including the social security system, taxation procedures, local authorities, prefectures, and other public services.
• Family reunification and the various procedures that may allow family members to join you in France, depending on your administrative situation and residence permit status.
• Daily life, leisure, and culture, as well as the wide range of cultural, sporting, and community activities that help support integration and overall well-being.
• Finding a primary care doctor, an essential step for receiving regular medical support and navigating the French healthcare system effectively.
• Accessing healthcare outside normal opening hours through out-of-hours medical centres, emergency services, or teleconsultation platforms.
• Healthcare expenses before obtaining French Social Security coverage. It is generally recommended to take out suitable health insurance to cover any medical costs incurred during this transitional period.

These procedures may seem complex at first, but they are essential to ensuring a smooth relocation and successful professional and personal integration in France.

2iCS supports you through every step of the process, at your own pace.