• MMC

After the summer break, the back-to-work period is often an opportunity for HR and Global Mobility teams to review ongoing cases, as well as regulatory developments that may impact upcoming international assignments.

Immigration, the recruitment of foreign employees, intra-group mobility and housing: several developments in recent months are worth taking into consideration for companies supporting international employees in France.

Here are the key points to keep in mind for the 2026 back-to-work period.

Long-term mobility: new requirements to anticipate depending on the residence permit

Since 1 January 2026, the first application for certain long-term residence permits has been subject to new requirements regarding French language proficiency and knowledge of civic principles.

For applicants concerned by a first application for a multi-year residence permit or a resident card, passing a civic examination is now required. The required level of French depends on the type of residence permit: A2 for a first multi-year residence permit and B1 for a first resident card.

However, these new requirements do not apply to holders of a Talent residence permit or an ICT posted worker residence permit when these permits are first issued, as these categories are exempt from the Republican Integration Contract (CIR).

They may, however, be subject to these requirements at a later stage if, for example, they apply for a resident card, depending on the conditions applicable to that application.

For HR and Global Mobility teams, the key takeaway is therefore to consider the employee’s mobility journey as a whole, rather than focusing solely on the first residence permit obtained upon arrival in France.

Recruiting a foreign employee: a new guide for employers

On 26 May 2026, the French Directorate-General for Foreign Nationals in France (DGEF) published a new information booklet dedicated to the prior verification required when hiring a foreign employee in France.

The guide does not introduce a new obligation for employers: it mainly provides a reminder and a structured overview of the steps to be taken to verify a foreign employee’s right to work, together with practical guidance on the different stages and tools available.

One practical point is particularly worth highlighting: except in certain cases, the employer must ask the prefecture of the department where the employing establishment has its registered office to verify the authenticity of the document authorising the employee to work, at least two working days before the employee’s effective start date. If no response is received within this period, the verification requirement is deemed to have been fulfilled.

This verification should be distinguished from a potential work permit application, which is a separate procedure and depends in particular on the employee’s residence permit and individual circumstances.

For companies that regularly recruit international talent, this reminder is particularly useful: securing a professional mobility process starts before the employee arrives in France and requires close coordination between HR, recruitment and Global Mobility teams.

Intra-group mobility: distinguishing Talent – Employee on Assignment from ICT posted workers

Mobility within the same group may fall under different immigration frameworks depending on how the transfer is structured.

The Talent – Employee on Assignment residence permit, which falls within the Talent – Qualified Employee category, notably applies to employees transferred within the same group when an employment contract is concluded with the French entity. The employee must in particular demonstrate a minimum of three months’ seniority within the group and meet the applicable salary requirements. The permit may be issued for up to four years and is renewable.

By contrast, the ICT posted worker scheme allows an employee to retain their employment contract with their employer established abroad while carrying out their assignment in France. It is notably intended for employees in senior management or specialist roles and requires at least six months’ seniority within the group. The permit is issued for the duration of the assignment, up to a maximum of three years, and cannot be renewed under this scheme.

The distinction between these two frameworks is therefore essential when preparing an international assignment: whether the employee has a French employment contract or retains their foreign employment contract, the duration of the assignment, seniority, role and salary level are all factors that help determine the appropriate immigration framework.

For international companies, making this distinction at an early stage also makes it possible to anticipate the relevant immigration procedures and the employee’s arrival arrangements in France more accurately.

Housing: restrictions on rent increases extended

Housing remains a key consideration in international mobility, particularly in areas where rental supply is limited.

Decree No. 2026-644 of 20 July 2026 extends until 31 July 2027 the rules governing rent increases in certain areas where the rental market is considered to be under pressure. In the situations concerned, these provisions notably apply when a property is re-let or when a lease is renewed. They came into force on 1 August 2026.

This measure should be distinguished from rent caps, which set maximum rent levels in certain municipalities. The measure discussed here limits rent increases in the areas concerned, depending on the circumstances provided for by the regulations.

For companies supporting employees with their housing search, this distinction is important: beyond the mobility budget allocated to the employee, it is also necessary to take into account the rules applicable to the property and the type of rental agreement being considered.

In a persistently tight rental market, knowledge of the local market and anticipation of the necessary procedures therefore remain key factors in facilitating the relocation and settlement of an international employee.

A back-to-work period focused on anticipation

These developments all point to the same reality: international mobility involves much more than the employee’s arrival in France.

The residence permit to be applied for, the employee’s right to work, the framework applicable to an intra-group transfer, upcoming administrative requirements and deadlines, as well as the constraints of the local housing market, are all factors that should be considered from the outset of the mobility project.

For HR and Global Mobility teams, the 2026 back-to-work period is therefore an opportunity to review internal processes and ensure that each international employee receives support tailored to their individual situation.

At Management Mobility Consulting, we support companies and their employees throughout their international mobility projects, from pre-departure preparation through to settling in France and completing the necessary administrative procedures.

Sources : 

• Ministère de l’Intérieur – Direction générale des étrangers en France : L’examen civique pour demander un titre de séjour Consulter la source

• Ministère de l’Intérieur – Direction générale des étrangers en France : Vérification préalable à l’embauche d’un salarié étranger en France – Livret d’information destiné aux employeurs, 26 mai 2026

• Légifrance – Code de l’entrée et du séjour des étrangers et du droit d’asile, notamment les articles relatifs aux titres Talent et salarié détaché ICT
  

• Légifrance – Article L.421-26 du CESEDA, relatif à la carte « salarié détaché ICT »
  

• Légifrance – Décret n° 2026-644 du 20 juillet 2026 relatif à l’évolution de certains loyers

• Légifrance – Décret n° 2017-1198 du 27 juillet 2017, dans sa version applicable du 1er août 2026 au 31 juillet 2027