France Changes EU Blue Card Mobility, Intra-Company Transfers and UK Employee Postings

EU Blue Card Holders Can Qualify for Mobility After 12 Months

From 30 October 2026, eligible non-EU nationals holding an EU Blue Card in another EU member state can qualify to move to France for highly qualified employment sooner. France’s Decree No. 2026-1001 reduces the qualifying residence period and updates the rules for subsequent moves.

• First move: at least 12 months of residence under an EU Blue Card in another member state, decreased from 18 months.
• Second or subsequent move: a shorter qualifying period of six months qualifies under the relevant EU mobility arrangements.

Highly Qualified Employment Requirements Still Apply

Applicants must meet the conditions for highly qualified employment in France, including applicable salary and qualification requirements, and complete the French residence application.

What is the Aim of the Policy?

The change implements the revised EU Blue Card framework, which aims to attract and retain highly qualified workers, improve mobility and help address skills shortages. For workers, it brings earlier access to career opportunities in France. For employers, it can shorten recruitment and relocation timelines when hiring eligible professionals already working elsewhere in the EU.

New Salary Requirements for Intra-Company Transfers

France has introduced a minimum salary requirement for four permits covering non-EU staff temporarily transferred within the same company or business group:

• Salarié détaché ICT: managers and specialists transferred from outside the EU to a French entity.
• Salarié détaché mobile ICT: eligible managers and specialists moving to France with an ICT permit from another EU member state.
• Stagiaire ICT: graduate trainees transferred from outside the EU for professional training in France.
• Stagiaire mobile ICT: eligible trainees continuing their training in France after holding an ICT permit in another EU member state.

The policy aims to align pay with the skilled roles covered. The threshold will be set by ministerial order. For context, certain other Talent routes use a €39,582 annual gross salary threshold, but this has not been confirmed for ICT permits. Employers should check the applicable amount before arranging a transfer.

Work-Authorisation Exemption for Qualifying UK Company Postings

France has introduced a work-authorisation exemption for eligible employees of UK-established businesses posted to France to deliver contractual services. Effective from 30 October 2026, the provision implements commitments under the EU–UK Trade and Cooperation Agreement and can remove a separate work-permit application for qualifying assignments.

To qualify, employees must:

• Work regularly for a UK-established employer, with that employment relationship continuing throughout the posting.
• Deliver services under a contract between their employer and a recipient in France.
• Have performed the same type of services for that employer for at least one year immediately before applying to enter France.
• Have at least three years’ relevant professional experience, a university degree or equivalent-level qualification, and any professional qualifications legally required for the activity.
• Remain within the maximum cumulative posting period of 12 months and work in an eligible sector.

It is important to understand that the rules apply to qualifying staff employed by UK businesses, rather than creating a general exemption for all British workers. The eligible sectors must be specified by ministerial order, so employers should confirm sector eligibility before relying on the exemption. Failure to comply could cause issues, particularly in light of the new Entry and Exit System (EES)

France’s move follows Spain’s March 2026 announcement exempting British nationals providing services from visa requirements for stays of less than 90 days. Both measures aim to ease cross-border services, although their scope and conditions differ: France’s provision concerns work authorisation for qualifying UK-company employees posted for up to 12 cumulative months.

What do the Changes Mean for International Employers?

Employers should identify the appropriate route early and build its requirements into the assignment plan. For Blue Card mobility, that includes the worker’s residence history; for ICT cases, the applicable salary requirement; and for UK postings, the sector list and detailed exemption conditions.

Immigration Advice Service can help businesses and employees assess their options and prepare for an assignment in France.