Companies that are looking to send employees to France for assignment will now need to ensure that the employees are covered for social security, whether this be in their home country or in France. From 1st, July 2017 it will be mandatory to show Social Security Registration on the detachment declaration.
What does this mean?
In simple terms, it means that if the employees being transferred from a country where there is a Social Security Treaty Agreement and the employees is registered on this and will remain on this during their assignment in France, the company must indicate this on the application.
If the country the employee is in has no such agreement, they will need to ensure they register for French Social Security, at least 2 working days, prior to their arrival in France.
Who needs to register for Social Security?
This will apply to all foreign nationals, EU and Non-EU nationals who will be entering France for assignments as follows:
- Intra-company transfers
- Temporary Detachments as Service Providers
- Self-employed independent workers
- Temporary agency workers
Is there a cost for this?
At present, no, however, in future, there will be a cost of €40.00 per application, which is payable when filing the application. This fee should come in to effect before 1 January 2018, however, a definitive date has not yet been given of when it will apply from.
Before the employee takes up employment in France, the onsite HR Manager must receive the following documents:
- Copy of the filed prior detachment declaration.
- Copy of the letter designating the legal representative, who must be in France, and the justification of filing the letter with the labor inspection.
- Copy of the employee’s ID.
- Copy of the approved work permit, if applicable.
Legal representatives in France who assist French companies, must have copies of the following documents in place at the disposal of the French labor inspection:
- Employees’ ID and if applicable copy of the approved work permit.
- Prior detachment declaration filed.
- The letter designating the legal representative with justification of the filing.
- Employee’s pay slips.
- Time sheets, that we suggest should be signed by the employee and the home country manager.
- Justification of the payment of the salary.