Like most developed countries, France has a complex immigration framework. It involves a combination of visas, residency status and work authorization. This article addresses some of the key issues that employers of temporary workers must consider when hiring foreign nationals.
Eu Workers are able to hire temporary workers on fixed-term contracts for specific functions or short-term needs that repeat at regular intervals (e.g. updating a company’s IT systems or staff training), but do not form part of the business’s core activities. This type of contract is particularly common in sectors that experience a seasonal peak in activity, such as agriculture or tourism.
Temporary Workers vs. Permanent Employees: A Comparison in France
The contrat de travail temporaire, or interim contract, is a three-way agreement between the employer, employee and temping agency. It is valid for the length of a specified job and can be renewed twice, but it cannot exceed 36 months. This is the most common contract for temporary workers. It is usually for a full-time position, but it can also be for a part-time position or even a zero-hours contract.
Unlike some other types of residence permits, foreign employees who are hired under a CDI can immediately access the French labour market. Nevertheless, if they do not have a passport talent residence permit, the employer will have to publish their job offer for three weeks before applying for a change in status (and possibly for a temporary “worker” residence permit). This procedure can take several months. Moreover, the employee must pay taxes and stamp duties corresponding to this new temporary residence permit.
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