France Intra-Company Transfer Visa: ICT Permit for Multinational Employees

France Intra-Company Transfer Visa: ICT Permit for Multinational Employees

The France Intra-Company Transfer (ICT) Visa is a specialist work and residence permit designed for multinational companies transferring employees to a French entity within the same corporate group. It enables businesses to deploy key personnel across borders while maintaining compliance with French and EU immigration rules.

For professionals and global employers, the ICT permit provides a structured route for temporary assignments in France, particularly for senior managers, specialists, and trainees. It also sits within a wider EU mobility framework that includes posted workers and other cross-border work arrangements, making it an important route for international workforce planning.

If you are considering a transfer to France or managing cross-border staff movements, speak to Immigration Advice Service (IAS) on +44 (0)333 414 9244 for tailored advice on ICT permits and alternative routes.

What is the France Intra-Company Transfer (ICT) Visa?

The France ICT Visa, formally known as the “Salarié détaché ICT” permit, allows non-EU employees of multinational companies to be temporarily seconded to a French branch, subsidiary, or affiliate.

It is designed specifically for intra-group mobility. This means the employee remains employed by the overseas entity while carrying out a defined assignment in France.

This route is commonly used for:

• Senior managers overseeing business units or operations
• Specialists with advanced technical or organisational expertise
• Graduate trainees undertaking structured placements

The ICT permit is strictly tied to a temporary assignment. It does not function as a general work permit and is not intended for long-term local employment in France.

It is also important to distinguish ICT from other EU mobility frameworks:

• ICT (intra-company transfer): internal transfer within the same corporate group
• Posted worker: employee sent to France to deliver a service under a commercial contract
• Agency or labour leasing arrangements: governed by separate EU and national rules

Choosing the correct route is essential, as the compliance obligations and eligibility criteria differ significantly.

Eligibility Requirements for the ICT Visa

To qualify for a France ICT permit, applicants must meet several core requirements relating to employment history, role, salary, and corporate structure.

Applicants must have worked for the sending entity within the same corporate group for a minimum period, typically at least six months before the transfer. This ensures the move reflects genuine internal mobility.

The role in France must fall within one of the recognised ICT categories:

• Senior manager: responsible for directing the organisation or a major function
• Specialist: possessing advanced knowledge essential to the company’s operations
• Trainee: participating in a structured development programme

There must also be a clear and demonstrable corporate link between the sending and receiving entities. This may include:

• Parent and subsidiary relationships
• Branch structures
• Affiliated entities within the same group

Salary requirements must be met and are generally set at a minimum of around 1.8 times the French minimum wage (SMIC). This ensures the role reflects an appropriate level of seniority or expertise.

Finally, the assignment must be temporary and tied to a specific mission. The ICT route is not designed for permanent relocation or open-ended employment in France.

Types of ICT Arrangements and Duration

The ICT framework in France allows for different formats depending on the assignment duration.

The primary route is the multi-year ICT residence permit, which can be granted for up to three years. This is the standard option for longer assignments but cannot be renewed beyond its maximum duration.

Shorter assignments may instead be covered by a long-stay visa, particularly where the transfer is expected to last less than 12 months.

ICT Permit Comparison

Where a longer-term presence in France is required, many applicants transition from ICT to a Talent Passport route, provided eligibility criteria are met.

Step-by-Step Application Process

The ICT process involves coordination between the employer and employee, and careful preparation is essential.

Step 1 Before Applying

At the preparation stage, employers and applicants must gather key documentation and confirm eligibility. This includes:

• Employment contract with the home entity
• Formal assignment or mission letter
• Evidence of the corporate group structure
• Confirmation that salary and role meet ICT criteria

This stage is critical, as most refusals arise from issues identified before submission.

Step 2 Visa Application Abroad

Applicants based outside France must apply through the French consulate.

The type of visa will depend on the assignment length, but most ICT applicants will apply for:

• A long-stay visa linked to a residence permit, or
• A VLS-TS for shorter assignments

Processing times are typically several weeks, although this can vary depending on workload and documentation quality.

Step 3 Arrival in France

After arrival, applicants must complete several administrative steps:

• Validate the visa online within the required timeframe
• Attend a prefecture appointment if a residence card is required
• Provide biometric data where applicable

Failure to complete these steps can affect the validity of the permit.

Documents Required for ICT Applications

ICT applications require a consistent and well-structured set of documents that clearly demonstrate eligibility.

Document Checklist

All documents must align with each other and be translated into French where required.

Financial, Legal and Compliance Requirements

ICT assignments involve both immigration and employment law compliance.

Employers must ensure that:

• Salary meets minimum thresholds and reflects the role
• Working conditions comply with French labour standards
• The assignment structure is clearly defined and documented

Depending on the arrangement, additional obligations may apply, including labour declarations or reporting requirements.

From a financial perspective, employees may be subject to:

• French income tax, depending on residency status
• Social security contributions, unless covered by bilateral agreements

The assignment’s structure, including payroll arrangements, will influence these obligations.

Rights and Restrictions of ICT Permit Holders

ICT permit holders have the right to work in France without a separate work permit, but only within the scope of their assigned role.

They are subject to certain restrictions:

• They cannot change employers outside the corporate group
• They cannot undertake additional freelance or unrelated work
• Their stay is limited to the duration of the assignment

Switching to another immigration route is possible in some cases but requires a separate application.

Accompanying Family Rights and Procedure

ICT permit holders can be joined by close family members, including spouses and dependent children.

Family members benefit from a relatively straightforward process and are usually granted residence permits aligned with the main applicant’s stay.

Spouses are generally permitted to work in France without needing a separate work authorisation, making the ICT route practical for family relocation.

Applicants must provide supporting documents such as:

• Marriage or civil partnership certificates
• Birth certificates for children
• Proof of family relationship

Common Challenges and Mistakes to Avoid

Many ICT applications are delayed or refused due to avoidable issues.

Common problems include:

• Insufficient evidence of the corporate relationship between entities
• Inconsistent or unclear assignment letters
• Salary documentation that does not clearly meet thresholds
• Delays in scheduling appointments or validating visas

Careful preparation and early planning can significantly reduce these risks.

Appeals and What to Do if Denied

If an application is refused, applicants may appeal or submit a new application.

Appeals must directly address the reasons for refusal and include supporting documentation. Strict timelines apply, and professional advice is often beneficial at this stage.

In many cases, resolving the underlying issue and reapplying is the most effective approach.

Alternatives and Related Visa Options

Where the ICT route is not suitable, alternative immigration pathways may offer greater flexibility.

The most relevant alternative is the Talent Passport, particularly the Employee on Assignment category, which may allow longer stays and renewals.

Other options may include:

• Skilled worker permits for locally employed roles
• Short-term mobility arrangements for assignments under 90 days

It is essential to distinguish between ICT, posted worker, and agency worker frameworks, as each operates under different legal rules and compliance requirements.

Mobility Within the EU

ICT permits form part of an EU-wide framework designed to facilitate intra-group mobility.

Employees holding an ICT permit in another EU country may be able to transfer to France under specific conditions, typically requiring notification to the French authorities within a set timeframe.

These provisions are particularly useful for multinational businesses operating across multiple EU jurisdictions.

How Immigration Advice Service (IAS) Can Help

The France ICT visa involves both immigration and corporate compliance considerations, requiring careful planning.

Immigration Advice Service (IAS) supports multinational employers and employees with:

• Eligibility assessments and route selection
• Document preparation and assignment structuring
• Application management and timeline coordination
• Advice on alternative routes where ICT may not be suitable

To discuss your case, call +44 (0)333 414 9244 or make an enquiry online today