Nationals from the EEA and Switzerland are no obligations as regards residence permits. However, if they want, they can apply for one at the prefecture, town hall for the place of residence or police station. They are not required to obtain work permits.
National from Croatian permit must be obtained a work permit before starting any employment in France lasting any period of time, in addition to a compulsory residence permit for employees working in France for more than three months.
The French employer is responsible for applying for the work permit from the relevant Regional Directorate for Business, Competition, Consumer Affairs, Labour and Employment (DIRECCTE).
The employee must apply for the residence permit after obtaining the work permit and within three months of arriving in France. This application is made to the prefecture or, failing that, to the town hall for the place of residence. There is a list of 291 priority professions and trades which can be freely accessed by foreign nationals. This list is available on the website: www.service-public.fr
Croatian nationals who hold a Master’s degree or equivalent qualification obtained in France are automatically entitled to access the French labour market. The list of these qualifications is available on the website: www.service-public.fr
Kinds of employment
To find out about your employment rights in France, you should refer to the Labour Code. The minimum legal age for working is 16.
There are two main types of contract: permanent contracts and fixed-term contracts (the latter must be used in the cases and under the conditions laid down by law).
Examples of when fixed-term contracts are used: to replace an absent employee; to cover business fluctuations; seasonal work (agriculture, tourism, etc.).
In principle these contracts have a maximum term of 18 months. In addition to their remuneration, employees receive a bonus for lack of job security of 10%.
Temporary employment contract - This is governed by the same rules as the fixed-term contract and is characterised by the relationship between: the temporary employment agency, the assigned employee, and the customer.
Intermittent employment contract - This is a contract signed with a company in an industry sector which experiences genuine and unforeseeable fluctuations throughout the year.
Apprenticeship contract - This is aimed at young people between the ages of 16 and 25 who want to obtain a professional qualification.
Senior fixed-term contract - This is for workers aged over 57 who want to complete enough years so that they can receive a full pension.
Temporary permanent contract - This employment contract guarantees temporary employees a minimum monthly remuneration during idle periods between two assignments.