European Immigration – Focus France

12th November 2014 - Bangalore

1

1. Available Options – Different Permits

2. Key Do’s and Dont’s

3. Compliance Requirements

2

1. Available Options – different permits

• For deploying employees as « service providers »• Working a on client site• Short Term & Long Term• Signed service contract with client in France (MSA /

SOW / work order) • Employee detachment (It remains on Indian

employment contract)

Temporary Detachme

nt

• Detachment or local status• If working on a client site MANDATORY local status• Maximum 3 years (renewable for local status + 3

years)

Intra-company Transfer « Salarié

en Mission »

3

1. Available Options – different permits

4

• Must show evidence of skills & experience for the benefit of India & France

• Permit linked to a specific project• For CEOs nominated in France

Skills & Talents

• High level employee• Gross Minimum annual salary of atleast 52.750,50 €• Minimum 3 years university degree OR 5 year’s

profesionnal experience

European Blue Card

• Hiring of a non-EU national• Employment contract - France• Requires position to be advertised• Also for non-EU students, completed studies in France –

if with APS no advertising required

Direct Hire & Change of status

1. Available Options – different permits

5

• Attending meetings (during a limited period)• Attending conferences• Client development not pertinent to the French

company

Business Visa

2. Key Do’s and Dont’s

• Mis-use of business visas

• NOT FOR :• Training• Transfer of

Knowledge• ANY Short Term

Work / Services

Re-assess for short term

permit

• Do NOT loan employees to clients /BODY SHOPPING

• Remember prior detachment declaration

• Registration with French Social Security

• Payroll specifics for France

Compliant

• Share your development / project plans = STRATEGY PLANNING

• Introduce all services : Immigration / Legal / Payroll = Clear and Compliant

• Transfer employees to local status / hiring

Intelligent long term planning

6

3. Compliance requirements / Importance of

adherence

• The « Host company » in France is liable

• Fines to Host company & Employer

• Deportation of Employee

• Limit / Refusal for further applications

• For true development 100% compliance is essential

• Mandatory for ALL categories whether short or long term

• Registration AT LEAST 2 working days prior to arrival

• Correct category of work permit for work to be performed

• Prior detachment declaration AT LEAST 2 working days prior to arrival

Choice of Procedure

French social security

Client « Host company »

LiabilityDevelopment of French business

7