European Immigration, Focus France at the 2014 INSZoom Immigration Conference in Bangalore, India. #iic2014

1. European Immigration – Focus France
12th November 2014 - Bangalore
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2. 1. Available Options – Different Permits
2. Key Do’s and Dont’s
3. Compliance Requirements
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3. 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
Detachment
• 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 »
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4. 1. Available Options – different permits
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• 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

5. 1. Available Options – different permits
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• Attending meetings (during a limited period)
• Attending conferences
• Client development not pertinent to the French company
Business Visa

6. 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
Compliant
• Do NOT loan employees to
clients /BODY SHOPPING
• Remember prior
detachment declaration
• Registration with French
Social Security
• Payroll specifics for France
• 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
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7. 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 »
Liability
Development
of French
business
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