{"id":2118635,"date":"2026-09-10T02:17:05","date_gmt":"2026-09-10T00:17:05","guid":{"rendered":"https:\/\/kohenavocats.fr\/2026\/09\/10\/british-job-offer-france-salarie-work-authorisation-refusal-challenge-brexit\/"},"modified":"2026-09-10T02:17:05","modified_gmt":"2026-09-10T00:17:05","slug":"british-job-offer-france-salarie-work-authorisation-refusal-challenge-brexit","status":"publish","type":"post","link":"https:\/\/kohenavocats.fr\/en\/2026\/09\/10\/british-job-offer-france-salarie-work-authorisation-refusal-challenge-brexit\/","title":{"rendered":"British Job Offer in France After Brexit: How to Get the Salari\u00e9 Residence Permit and Work Authorisation, and How to Challenge a Refusal"},"content":{"rendered":"

A British passport no longer opens the French labour market. Since 1 January 2021 you have been a third-country national. The Withdrawal Agreement residence card protects those who were already living in France at the end of the transition period; it does not cover a new move to take up a job. If a French employer has offered you a contract, three separate layers of French law now sit between the offer letter and your first lawful day at the desk: a long-stay visa (a visa de long s\u00e9jour<\/em>, the consular sticker in your passport), a work authorisation (an autorisation de travail<\/em>, the decision allowing a named foreigner to occupy a named post), and a residence permit (a carte de s\u00e9jour<\/em>, the card issued by the pr\u00e9fecture<\/em>, the local State authority). Mix the order, start work on a 90-day visit, or treat a visitor card as a work permit, and the file can collapse at the consulate, at the labour window, or at renewal.<\/p>\n

This note is for the British reader with a concrete French job offer after Brexit, or already in post and facing a refusal, a silent two-month rejection, or a non-renewal letter. It explains which card matches an open-ended contract and which matches a fixed-term contract, what the employer must file before you fly, when the labour-market test can block the hire, how to challenge a refusal, and what the Labour Code still gives you if you were put to work without the proper title. French terms are translated at first use. Buying French property and creating a company are outside this note; the person, the visa, the card and the right to be paid are not.<\/p>\n

I. How does a British citizen get the right to take a French job after Brexit?<\/h2>\n

A. Do I need a salari\u00e9 visa, a work authorisation, or both \u2014 and in which order?<\/h3>\n

The starting point is the visa. Article L. 312-2 of the CESEDA<\/a> (the code de l’entr\u00e9e et du s\u00e9jour des \u00e9trangers et du droit d’asile<\/em>, France’s code on the entry and stay of foreigners) states: “Tout \u00e9tranger souhaitant entrer en France en vue d’y s\u00e9journer pour une dur\u00e9e sup\u00e9rieure \u00e0 trois mois doit solliciter aupr\u00e8s des autorit\u00e9s diplomatiques et consulaires fran\u00e7aises un visa de long s\u00e9jour dont la dur\u00e9e de validit\u00e9 ne peut \u00eatre sup\u00e9rieure \u00e0 un an.” In plain English, anyone who wants to stay more than three months must apply to the French diplomatic and consular authorities for a long-stay visa, valid for no more than one year. That visa can be issued for professional activity. It is not a Schengen visitor stamp and it is not the 90-days-in-180 rule that still applies to a British holiday.<\/p>\n

Once you are in France, the first residence card is, as a rule, locked to that visa. Article L. 412-1 of the CESEDA<\/a> provides: “Sous r\u00e9serve des engagements internationaux de la France et des exceptions pr\u00e9vues aux articles L. 412-2 et L. 412-3, la premi\u00e8re d\u00e9livrance d’une carte de s\u00e9jour temporaire ou d’une carte de s\u00e9jour pluriannuelle est subordonn\u00e9e \u00e0 la production par l’\u00e9tranger du visa de long s\u00e9jour mentionn\u00e9 aux 1\u00b0 ou 2\u00b0 de l’article L. 411-1.” The first temporary or multi-year card is therefore, subject to listed exceptions, conditional on producing the long-stay visa. The British applicant who enters as a visitor and then asks the pr\u00e9fecture for a salari\u00e9 card is fighting the architecture of the code. If the consulate has already refused the visa, the challenge is a visa challenge, which we have set out in a dedicated note on how a British citizen can appeal a refused French long-stay visa after Brexit<\/a>.<\/p>\n

The card that matches an open-ended French contract is the temporary card marked “salari\u00e9” (employee). Article L. 421-1 of the CESEDA<\/a> is unambiguous: “L’\u00e9tranger qui exerce une activit\u00e9 salari\u00e9e sous contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e se voit d\u00e9livrer une carte de s\u00e9jour temporaire”. The foreigner who works under a contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e<\/em> (open-ended employment contract, CDI) receives a temporary employee card of at most one year, and that card is subordinated to a prior work authorisation under the Labour Code. A fixed-term contract or a posting follows a different card. Article L. 421-3 of the CESEDA<\/a> states that the foreigner who works under a contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/em> (fixed-term contract, CDD) or who is posted receives a temporary card marked travailleur temporaire, again only after a work authorisation. The temporary-worker card is issued for the length of the contract or posting, up to one year, and is renewed for the same length.<\/p>\n

Work authorisation is not a courtesy letter from human resources. Article L. 5221-2 of the Labour Code<\/a> requires the foreigner who enters France to work as an employee to present “1\u00b0 Les documents et visas exig\u00e9s par les conventions internationales et les r\u00e8glements en vigueur ; 2\u00b0 Un contrat de travail vis\u00e9 par l’autorit\u00e9 administrative ou une autorisation de travail.” You therefore need the visa papers and either a contract endorsed by the administration or a work authorisation. Article L. 5221-5 of the Labour Code<\/a> adds, for the person who is already authorised to stay: “Un \u00e9tranger autoris\u00e9 \u00e0 s\u00e9journer en France ne peut exercer une activit\u00e9 professionnelle salari\u00e9e en France sans avoir obtenu au pr\u00e9alable l’autorisation de travail mentionn\u00e9e au 2\u00b0 de l’ article L. 5221-2 .” A visitor card, a second-home stay and a 90-day entry do not satisfy that sentence. The same article allows the authorisation to be withdrawn if the foreigner does not obtain a medical certificate within three months.<\/p>\n

Who actually needs a separate work-authorisation decision is set out in the regulatory layer. Article R. 5221-1 of the Labour Code<\/a> states that, to work as an employee in France, “1\u00b0 Etranger non ressortissant d’un Etat membre de l’Union europ\u00e9enne, d’un autre Etat partie \u00e0 l’Espace \u00e9conomique europ\u00e9en ou de la Conf\u00e9d\u00e9ration suisse” must hold a work authorisation, and “II.-La demande d’autorisation de travail est faite par l’employeur.” After Brexit, that first paragraph is the British employee. The application is made by the employer, not by you on a personal pr\u00e9fecture form. Article R. 5221-3 of the Labour Code<\/a> then lists the stay documents with which a person who already holds the authorisation may work, including “2\u00b0 La carte de s\u00e9jour temporaire ou pluriannuelle portant la mention \u201c salari\u00e9 \u201d, d\u00e9livr\u00e9e en application de l’article L. 421-1 […] ou le visa de long s\u00e9jour valant titre de s\u00e9jour portant la m\u00eame mention”. The long-stay visa that counts as a residence permit (the visa de long s\u00e9jour valant titre de s\u00e9jour<\/em>, VLS-TS) only carries the right to work when it bears the salari\u00e9 or temporary-worker mention. A visitor VLS-TS is a different animal. A vie priv\u00e9e et familiale<\/em> (private and family life) card, which we have examined for British spouses of French citizens<\/a>, follows a family route; it is not a substitute for the salari\u00e9 procedure described here.<\/p>\n

The practical order, for a British candidate still in the United Kingdom, is therefore: the French employer files the work-authorisation request; the decision is notified to the employer and to you; you apply for the long-stay salari\u00e9 visa at the French consular post; you enter France with that visa; you validate the VLS-TS if the sticker so requires; and, at the end of that first period, you apply for the card. Reverse the order and you ask a consulate to visa a file that has no labour decision, or you ask a pr\u00e9fecture to issue a first card without the visa that article L. 412-1 requires. The Conseil d’\u00c9tat (France’s highest administrative court) recalled the labour half of that chain on 5 March 2024 in decision n\u00b0 489189<\/a>: “en vertu des articles L. 5221-2, L. 5221-5, R. 5221-3 et R. 5221-20 du code du travail, pour exercer une activit\u00e9 professionnelle salari\u00e9e en France, un \u00e9tranger non ressortissant d’un Etat membre de l’Union europ\u00e9enne, d’un autre Etat partie \u00e0 l’Espace \u00e9conomique europ\u00e9en ou de la Conf\u00e9d\u00e9ration suisse, titulaire d’un contrat de travail, doit d\u00e9tenir une autorisation de travail, qui est accord\u00e9e au vu du respect de conditions qui tiennent notamment \u00e0 la nature de l’emploi offert, au respect par l’employeur des conditions r\u00e9glementaires d’exercice de son activit\u00e9 et \u00e0 la r\u00e9mun\u00e9ration propos\u00e9e.” The same opinion records that the employer’s request is sent through a teleservice to the prefect of the department where the establishment sits, and that “la d\u00e9cision relative \u00e0 la demande d’autorisation de travail est prise par le pr\u00e9fet et notifi\u00e9e \u00e0 l’employeur et \u00e0 l’\u00e9tranger.”<\/p>\n

Article R. 5221-17 of the Labour Code<\/a> says the same in the code itself: “La d\u00e9cision relative \u00e0 la demande d’autorisation de travail mentionn\u00e9e au I de l’article R. 5221-1 est prise par le pr\u00e9fet. Elle est notifi\u00e9e \u00e0 l’employeur ou au mandataire qui a pr\u00e9sent\u00e9 la demande, ainsi qu’\u00e0 l’\u00e9tranger.” You are not a spectator. A refusal that never reaches you is still a decision that concerns you. After a first year of lawful stay, article L. 433-4 of the CESEDA<\/a> allows a multi-year card, bearing the same mention, if you still meet the conditions of the temporary card you held and if you satisfy the republican integration contract, the language threshold and the related tests set out in that article. That is a second file, not an automatic reprint of the first sticker.<\/p>\n

B. What must the French employer file, and can the labour-market test block the hire?<\/h3>\n

The labour-market test is the part of the file that most British candidates underestimate. Article L. 414-13 of the CESEDA<\/a> lays down the principle: “Lorsque la d\u00e9livrance du titre de s\u00e9jour est subordonn\u00e9e \u00e0 la d\u00e9tention pr\u00e9alable de l’autorisation de travail pr\u00e9vue \u00e0 l’article L. 5221-2 du code du travail, la situation du march\u00e9 de l’emploi est opposable au demandeur sauf lorsque le pr\u00e9sent code en dispose autrement, et notamment lorsque la demande de l’\u00e9tranger concerne un m\u00e9tier et une zone g\u00e9ographique caract\u00e9ris\u00e9e par des difficult\u00e9s de recrutement.” Where the card depends on a prior work authorisation, the employment-market situation can be raised against the applicant, unless the code says otherwise, in particular where the job and the area are characterised by recruitment difficulties. Article L. 421-4 of the CESEDA<\/a> repeats the exemption for the salari\u00e9 and temporary-worker cards: “lorsque la demande de l’\u00e9tranger concerne un m\u00e9tier et une zone g\u00e9ographique caract\u00e9ris\u00e9s par des difficult\u00e9s de recrutement, les cartes de s\u00e9jour pr\u00e9vues aux articles L. 421-1 et L. 421-3 lui sont d\u00e9livr\u00e9es sans que lui soit opposable la situation de l’emploi.” Shortage occupations, defined by joint ministerial order and by area, therefore switch the test off. Everything else switches it on.<\/p>\n

The regulatory test is in article R. 5221-20 of the Labour Code<\/a>. The authorisation is granted when the request meets listed conditions. On the job itself, that article requires either a shortage occupation or proof that the vacancy was advertised for three weeks with the public employment service and that no suitable candidate filled it. The same article then looks at the employer: social obligations, the absence of illegal-work or health-and-safety convictions, regulatory fitness to exercise the activity, and pay at least at the national minimum wage or the applicable collective-agreement minimum. A British salary expressed only in sterling, a job title that does not match the advertised post, or an employer who has already been sanctioned for illegal work, is not a detail. It is a ground of refusal.<\/p>\n

Service-public’s fiche on work authorisation, which we read for this note (F2728), describes the same two gates in administrative language: advertise for three consecutive weeks in the six months before filing, unless the occupation is on the shortage list, and then file online. The official labour-law digest on code.travail.gouv.fr restates the four cumulative families of conditions (job, employer, regulated profession, pay). Those pages tell you how the counter is supposed to work. They do not tell you what happens when the job title on the authorisation, the job title on the contract and the job title on the payslip are three different phrases.<\/p>\n

The Administrative Court of Appeal of Nancy did, on 2 June 2026, in n\u00b0 25NC02006<\/a>. A foreign employee held a long-stay salari\u00e9 visa and sought renewal. His employer had obtained a work authorisation for a chef de chantier b\u00e2timent (building site manager), an occupation for which, in Grand Est, the employment-market situation was not opposable. The open-ended contract, however, described a technicien ma\u00e7on (masonry technician), an occupation for which the test remained opposable. Payslips before the prefect’s order matched the masonry job and the masonry pay, not the site-manager job. An amendment and later payslips that tried to relabel the post after the order were, the court held, “post\u00e9rieurs \u00e0 l’arr\u00eat\u00e9 contest\u00e9 et, par suite, sans influence sur l’appr\u00e9ciation de sa l\u00e9galit\u00e9.” The court then stated that, without a work authorisation matching the masonry post actually occupied, the prefect of Haut-Rhin was entitled to refuse renewal of the salari\u00e9 card. The authorisation must match the post actually occupied. A later paper trail does not rewrite the decision. For a British hire, that means the English job description, the French contract, the France Travail advertisement and the online authorisation form have to describe the same job in the same area.<\/p>\n

Article L. 414-12 of the CESEDA<\/a> closes the circle: “Cette autorisation est d\u00e9livr\u00e9e dans les conditions pr\u00e9vues par le code du travail.” The card is not a free-standing favour from the pr\u00e9fecture. It follows the labour decision. If the labour decision is refused, the card has nothing to attach to. If the labour decision is granted for post A and you are paid for post B, Nancy shows what the renewal looks like. GOV.UK’s guidance on travel to France for work, which we also read, still points British readers towards a visa or permit for long-term work with a French company; it does not replace the Labour Code test, and it does not make a 90-day business trip into a CDI.<\/p>\n

Two further employer-side points are worth stating before the appeal. First, a change of employer is a new authorisation, not a stamp on the old one. The Nancy court recalled that a new authorisation must be sought if the employer changes, and it refused to treat an older authorisation obtained for a previous company as covering a later post. Second, article R. 5221-32 of the Labour Code<\/a> requires that “Le renouvellement d’une autorisation de travail mentionn\u00e9e au I de l’article R. 5221-1 est sollicit\u00e9 dans le courant du deuxi\u00e8me mois pr\u00e9c\u00e9dant son expiration.” The renewal of the work authorisation is to be sought during the second month before it expires. Waiting for the card appointment without renewing the authorisation is how a still-employed British worker becomes, on paper, a worker without a title.<\/p>\n

II. What if the pr\u00e9fecture or the labour authority says no \u2014 or the job ends?<\/h2>\n

A. How do I challenge a refusal of the work authorisation, the visa or the residence card?<\/h3>\n

Identify which decision you are attacking. A consular visa refusal, a prefectural work-authorisation refusal and a pr\u00e9fecture refusal of the card are three different acts, with three different authors, even though they often arrive in the same month. The Conseil d’\u00c9tat’s 2024 opinion, already cited, insists that the work-authorisation decision is taken by the prefect and notified to both the employer and the foreigner, and that even a teleservice notification must still identify the author by forename, surname, capacity and service. Service-public fiche F2728, read for this note, distinguishes a notified refusal from silence. Where the prefect has notified a refusal of the work authorisation, the administrative site describes a two-month window for an administrative appeal (a recours gracieux<\/em> to the prefect and\/or a recours hi\u00e9rarchique<\/em> to the minister of the interior) or a contentious appeal to the administrative court. Where the prefect has not answered after two months, the same fiche treats the silence as an implied refusal. That administrative description matches the ordinary time-limit in article R. 421-1 of the code of administrative justice<\/a>: “La juridiction ne peut \u00eatre saisie que par voie de recours form\u00e9 contre une d\u00e9cision, et ce, dans les deux mois \u00e0 partir de la notification ou de la publication de la d\u00e9cision attaqu\u00e9e.” The court can be seised only by an appeal against a decision, within two months of notification or publication.<\/p>\n

Do not let the two-month clock run while you wait for the employer to “sort it out with HR”. The employer is the applicant for the authorisation; you are the person who cannot lawfully start or continue the job. Both of you have an interest in the appeal. The grounds that actually move a court are the grounds in article R. 5221-20 and in articles L. 414-13 and L. 421-4: the occupation is on the shortage list for that area; or the vacancy was advertised for three weeks and no suitable candidate came forward; the pay meets the minimum; the employer is not disqualified; the authorisation matches the real post. A letter that says only that “a French candidate could have been hired” without engaging with the advertisement, the shortage list or the job as performed is the sort of reasoning Nancy tested against the file. A letter that ignores a salari\u00e9 request and answers only a family-life request is the sort of error of law the Administrative Court of Appeal of Versailles sanctioned on 8 July 2022 in n\u00b0 21VE02818<\/a>, where the prefect, on a second examination, had refused stay solely on other CESEDA bases without ruling on the salari\u00e9 application then founded on the former article L. 313-10, the ancestor of today’s article L. 421-1. The holding is not that every foreign worker wins. It is that the administration must actually decide the legal basis that was asked.<\/p>\n

A visa refusal is not cured by a later pr\u00e9fecture appointment. Article L. 412-1 still wants the long-stay visa for a first card. If the consulate has said no, the file belongs in the visa-appeal track described in our long-stay visa refusal article<\/a>, not in a hopeful email to the pr\u00e9fecture. Conversely, a granted visa does not bind the labour window on renewal. Nancy’s applicant had entered with a salari\u00e9 long-stay visa; renewal still failed because the authorisation no longer matched the post. Keep the visa decision, the authorisation decision and the card decision in separate folders, with their dates of notification. An implied refusal from silence is a decision. So is a “cl\u00f4ture sans objet” generated by a teleservice, which is precisely why the Grenoble administrative court referred the signature question to the Conseil d’\u00c9tat in case 489189.<\/p>\n

In Paris, residence-card files for foreigners living in the capital are handled by the Prefecture of Police, not by a suburban pr\u00e9fecture. In the rest of \u00cele-de-France the departmental pr\u00e9fecture remains the usual authority, and the work-authorisation decision is still that of the prefect of the department where the employing establishment is based, under the teleservice described by the Conseil d’\u00c9tat. A British employee who lives in Paris and works in Hauts-de-Seine can therefore face two addresses, two clocks and two silences. Diary both. Article L. 433-1 of the CESEDA<\/a> adds, for renewal of a temporary or multi-year card, that renewal “est subordonn\u00e9 \u00e0 la preuve par le ressortissant \u00e9tranger qu’il continue de remplir les conditions requises pour la d\u00e9livrance de cette carte.” You must prove that you still meet the conditions of issue. For a salari\u00e9 card those conditions include the prior work authorisation. A renewal file that contains only last year’s visa sticker is incomplete.<\/p>\n

Public-order refusals sit on a different shelf. Article L. 432-1 of the CESEDA<\/a> allows a motivated refusal of a temporary or multi-year card, or of a resident card, to a foreigner whose presence in France is a threat to public order. That is not the labour-market test. Mixing the two in an appeal memorial helps neither. If the refusal is a public-order refusal, the evidence is the police record, the motivation and proportionality. If the refusal is a labour refusal, the evidence is the contract, the advertisement, the shortage list, the payslips and the authorisation. Bring the right bundle.<\/p>\n

B. If I am already working, what happens if the card expires, I lose the job, or the employer never obtained authorisation?<\/h3>\n

Losing the job is not, by itself, the end of the salari\u00e9 card. Article L. 421-1 of the CESEDA<\/a> continues: “Par d\u00e9rogation aux dispositions de l’ article L. 433-1 , elle est prolong\u00e9e d’un an si l’\u00e9tranger se trouve involontairement priv\u00e9 d’emploi.” By derogation from the ordinary renewal rule, the card is extended by one year if you are involuntarily unemployed. At the next renewal, if you are still unemployed, the right to stay is aligned with your remaining unemployment-insurance rights. Article L. 432-2 of the CESEDA<\/a> then stops the administration from treating involuntary unemployment as a failure of the activity condition: “N’est pas regard\u00e9 comme ayant cess\u00e9 de remplir la condition d’activit\u00e9 pr\u00e9vue aux articles L. 421-1, L. 421-9, L. 421-11 et L. 421-13-1 \u00e0 L. 421-21 l’\u00e9tranger involontairement priv\u00e9 d’emploi au sens de ces m\u00eames articles.” You are not treated as having ceased to meet the activity condition of the salari\u00e9 card merely because you were involuntarily deprived of employment. A resignation, a mutually agreed termination dressed up as a resignation, or a long period of unauthorised absence, is not the same thing. Keep the dismissal letter, the France Travail registration and the unemployment award. They are residence evidence as well as benefit evidence.<\/p>\n

Expiry is a different trap. The Cour de cassation (French supreme court for civil and criminal matters), in a decision of 29 November 2023 published in the Bulletin, n\u00b0 22-10.004<\/a>, construed the then-applicable CESEDA rules on a resident card and held: “Il r\u00e9sulte de la combinaison de ces textes qu’un \u00e9tranger, titulaire d’une carte de r\u00e9sident, doit, pour b\u00e9n\u00e9ficier du d\u00e9lai de trois mois lui permettant, apr\u00e8s expiration de son titre, de conserver son droit d’exercer une activit\u00e9 professionnelle, en solliciter le renouvellement dans les deux mois pr\u00e9c\u00e9dant cette expiration.” A foreigner holding a resident card had, under those texts, to apply for renewal in the two months before expiry in order to keep the three-month buffer during which the expired card still allowed work. The numbering of the CESEDA has since been recast; the lesson of the judgment has not. If you wait until the card is dead and then ask the employer to keep you on, you are asking the employer to take a Labour Code risk.<\/p>\n

Article R. 5221-3 of the Labour Code<\/a> still lists, among the documents with which a person who holds the authorisation may work, “4\u00b0 Le r\u00e9c\u00e9piss\u00e9 de renouvellement de titre de s\u00e9jour portant la mention \u201c autorise son titulaire \u00e0 travailler \u201d” \u2014 a renewal receipt that itself states that the holder is authorised to work. File in time, obtain that receipt, and keep a copy in the payroll file. Article R. 5221-32, already cited, imposes a parallel second-month deadline on the work authorisation itself.<\/p>\n

The hardest case is the British employee who has already been put to work without the title. Article L. 8251-1 of the Labour Code<\/a> is a prohibition addressed to everyone: “Nul ne peut, directement ou indirectement, embaucher, conserver \u00e0 son service ou employer pour quelque dur\u00e9e que ce soit un \u00e9tranger non muni du titre l’autorisant \u00e0 exercer une activit\u00e9 salari\u00e9e en France.” Nobody may, directly or indirectly, hire, keep or employ, for any duration, a foreigner who does not hold the title authorising salaried work in France. The second sentence of the same article also forbids employing the person in a professional category, occupation or geographical area other than those mentioned on the title. That is the Nancy problem seen from the employer’s criminal and administrative side. The Cour de cassation, social chamber, in a decision of 17 April 2019 published in the Bulletin, n\u00b0 18-15.321<\/a>, held that, reading articles L. 8251-1 and L. 8252-1 of the Labour Code together, a foreigner who does not hold the title authorising salaried work in France is not treated as a regularly engaged employee for the rules on transfer of the employment contract. Irregular work does not travel across a service-provider change as if it were a normal contract.<\/p>\n

That does not mean you leave unpaid. Article L. 8252-2 of the Labour Code<\/a> gives the foreign employee, for the period of unlawful employment, “1\u00b0 Au paiement du salaire et des accessoires de celui-ci, conform\u00e9ment aux dispositions l\u00e9gales, conventionnelles et aux stipulations contractuelles applicables \u00e0 son emploi, d\u00e9duction faite des sommes ant\u00e9rieurement per\u00e7ues au titre de la p\u00e9riode consid\u00e9r\u00e9e.” You are entitled to the pay and its accessories, under the legal, collective and contractual rules applicable to the job, minus what you have already received. In the absence of proof to the contrary, the sums correspond to a presumed three-month relationship, and you may prove the work by any means. On rupture, the same article gives “une indemnit\u00e9 forfaitaire \u00e9gale \u00e0 trois mois de salaire”, a lump-sum indemnity equal to three months’ pay, unless the ordinary dismissal or fixed-term rules produce a more favourable result. Article L. 8252-1 of the Labour Code<\/a> already assimilates the unlawfully employed foreigner to a regularly engaged employee for working time, rest, leave, health and safety, and seniority. The Social Chamber went further on 4 July 2012, in a decision published in the Bulletin, n\u00b0 11-18.840<\/a>. The irregularity of the foreign worker’s situation is necessarily an objective cause for ending the contract, which excludes the ordinary unfair-dismissal damages, but it is not in itself a fault that strips the employee of the termination indemnities. If the employer wants to dismiss for gross misconduct distinct from the mere irregularity, that fault must appear in the dismissal letter. A British employee who was asked to start on Monday and sort the visa later therefore has a pay claim and a three-month indemnity claim even if the contract cannot continue.<\/p>\n

None of that regularises the stay. A labour-court win on wages does not create a salari\u00e9 card. The stay file remains with the pr\u00e9fecture and, where the first entry is still in issue, with the consulate. The visitor card that some British retirees hold, which we have described in the note on renewing a visitor residence card<\/a>, is built on the absence of work. Using it as a cover for a French salary is the shortest route to a refusal on renewal under article L. 432-2, because you have ceased to meet the conditions of the card you hold. The salari\u00e9 route and the visitor route are not interchangeable. Choose the one that matches the life you are actually living, and put the authorisation, the visa and the card in that order.<\/p>\n

Conclusion<\/h2>\n

After Brexit, a British job offer in France is a three-document problem: the employer’s work authorisation, the consular long-stay visa, and the pr\u00e9fecture card. Article L. 421-1 ties the salari\u00e9 card to a prior authorisation; article L. 5221-5 forbids salaried work without that authorisation; article R. 5221-20 and article L. 414-13 decide whether the labour-market test applies. The Administrative Court of Appeal of Nancy has shown that the authorisation must match the job actually done. The Cour de cassation has shown that working without the title does not make you an ordinary employee for every purpose, but it does not leave you unpaid. Challenge a refusal within two months, keep the visa, labour and card decisions apart, and file the renewals in the second month before expiry. If the file is already in difficulty \u2014 a silent labour window, a job title that has drifted, a card that expires next month, or wages unpaid after an irregular hire \u2014 the next step is a dated, written appeal, not another informal email to human resources.<\/p>\n

Need a quick opinion on your case<\/h2>\n

Talk the job offer, the work-authorisation decision, the visa sticker and the pr\u00e9fecture letter through with an avocat before you book the consulate, before you start the role, or before the two-month appeal deadline expires. Our firm offers a telephone consultation within 48 hours with an avocat of the firm. Call +33 6 46 60 58 22<\/a> (Ma\u00eetre Reda Kohen), or reach us through our contact page<\/a>. We assist British residents and employees in Paris and across the Paris region as well as throughout France.<\/p>\n","protected":false},"excerpt":{"rendered":"

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