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Recruiting foreign employees is often necessary when the skills required are not available locally. However, when recruiting or using the services of a third-country national, certain obligations must be met. Otherwise, companies are liable to administrative and criminal penalties.
In this article, ITAMA explains everything you need to know to stay compliant!<\/p>\n
\u00a0<\/p>\n
According to article L8251-1 of the French Labour Law: “No one may, directly or indirectly, recruit, retain in his service or employ for any period whatsoever a foreigner who does not hold a permit authorising him to work as an employee in France”.<\/p>\n
As an employer<\/strong> recruiting a foreign employee, you must:<\/p>\n According to article L8251-2 of the French Labour Code: “No one may, directly or indirectly, knowingly use the services of an employer of a foreigner who is not authorised to work”.<\/p>\n The concept of secondment covers several situations. The company’s obligations in France and the penalties applicable in the event of noncompliance may differ depending on the situation :<\/p>\n The Immigration Act of 26 January 2024 introduced an administrative fine for employers in the event of “illegal employment” within their company. What’s new is that this penalty now applies equally to the employer, the host company, the user company and the orderer.<\/p>\n The amount of this fine can be up to 5,000 times the hourly rate of the guaranteed minimum<\/strong> per employee concerned. If the offence is repeated within 5 years<\/strong>, the fine may be increased to 15,000 times<\/strong> the same rate.<\/p>\n If an employer hires, directly or through an intermediary, a foreign national who does not hold a document authorising them to work in France<\/strong>, they are also liable to the following penalties:<\/p>\n Where the duty of care has not been complied with by the orderer, the following penalties apply:<\/p>\n From 1st September 2024<\/strong>, companies convicted of “illegal employment” (among other offences) risk having their applications for work permits blocked<\/strong>.<\/p>\n This can lead to:<\/p>\n You need to be vigilant when recruiting or using foreign employees. By complying with your obligations, you can protect your company from financial and criminal penalties, while ensuring that your international talent is properly managed. Do you need help with your procedures? ITAMA can guide you every step of the way to secure your recruitment and secondment projects!<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_padding=”0px||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_button button_url=”https:\/\/www.itama-mobility.com\/en\/contact-us\/#formulaire” button_text=”Contact us ” module_class=”contact” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_text_color=”#000000″ button_border_width=”0px” button_border_radius=”46px” button_on_hover=”off” custom_padding=”|||0px|false|false” hover_transition_duration=”100ms” hover_transition_speed_curve=”ease-in-out” hover_enabled=”0″ global_colors_info=”{}” button_text__hover_enabled=”on|desktop” button_text__hover=”Contact us” button_bg_color__hover_enabled=”on|hover” button_bg_color__hover=”RGBA(255,255,255,0)” button_bg_enable_color__hover=”on” sticky_enabled=”0″][\/et_pb_button][\/et_pb_column][\/et_pb_row][et_pb_row disabled_on=”on|on|off” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/www.itama-mobility.com\/wp-content\/uploads\/2022\/01\/contact-2022.png” url=”https:\/\/www.itama-mobility.com\/en\/contact-us\/” _builder_version=”4.27.4″ _module_preset=”default” positioning=”fixed” position_origin_f=”center_right” width=”4%” scroll_fade_enable=”on” scroll_fade=”0|69|69|100|0|0%|100″ hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Recruiting foreign employees is often necessary when the skills required are not available locally. However, when recruiting or using the services of a third-country national, certain obligations must be met. <\/p>\n","protected":false},"author":2,"featured_media":254771,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[33],"tags":[],"class_list":["post-254823","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-immigration-in-france"],"yoast_head":"\n\n
For secondment purposes<\/h3>\n
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As an orderer who uses the services of an employee seconded by a foreign employer, you also have a duty of care<\/strong>. This responsibility involves ensuring that the foreign employer has duly declared the secondment and appointed a representative in France. To do this, you need to request proof that the declaration has been filed on the SIPSI website before the assignment begins. In addition, the orderer is jointly and severally liable for payment of administrative fines imposed on the employer of a foreign worker who is not authorised to work.<\/li>\n<\/ul>\nPenalties for non-compliance<\/h2>\n
General penalties<\/h3>\n
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Penalties specific to secondment<\/h3>\n
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Repercussions following a conviction<\/h3>\n
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Conclusion<\/h2>\n