Employer's Guide to Work Visas in Réunion

Hiring international talent in Réunion requires navigating a legal framework rooted in French labor and immigration law. This guide outlines the key steps and considerations for employers looking to obtain work visas and authorization for foreign employees in Réunion.

Overview of work visa requirements in Réunion

Réunion adheres to French immigration policies, meaning the visa and work permit processes mirror those in mainland France. Employers intending to hire non-EU nationals must secure both a work permit (autorisation de travail) and an appropriate visa for the employee.

Types of work visas

Short-stay visa (Schengen visa): For assignments under 90 days
Long-stay visa (visa de long séjour): For employment exceeding 90 days

Applications are typically submitted through the French consulate in the employee's home country. Employers must initiate the work permit process before the visa application.

Understanding employer responsibilities and eligibility

Employers play a significant role in the work authorization process. Key responsibilities include:

Labor market testing. Must demonstrate that no suitable candidates are available within the local labor market before hiring a foreign worker
Work permit application. Must apply for the work permit on behalf of the prospective employee
Compliance with labor laws. Must ensure that employment contracts and working conditions meet French labor standards

Employers should also be aware of sector-specific regulations and any collective bargaining agreements that may apply.

Réunion work permit procedures

Employer steps to apply for a work visa

If required, the job offer should be published with France Travail or Apec and remain posted for a minimum of three weeks. The work permit application must then be submitted online well in advance of the intended start date, ideally several months ahead. Once the work permit is approved, the employee can apply for the appropriate visa. Upon arrival in the country, the employee must validate their visa and may need to apply for a residence permit, depending on their specific situation.

Essential documents required for application

Copy of the employment contract
Proof of the employee's qualifications and experience
Evidence of the employer's registration and compliance with labor laws
Supporting documents for labor market testing, if applicable

Employer work permit tips

Accuracy. Ensure all information is complete and accurate to avoid delays.
Timeliness. Submit applications well in advance of the intended start date.
Communication. Maintain open communication with the employee throughout the process.

Employers should regularly consult Welcome to France and the French Ministry of the Interior for guidance on required documents and deadlines.

Common mistakes to avoid when applying

Failing to conduct required labor market tests
Submitting incomplete or incorrect documentation
Missing application deadlines
Not adhering to sector-specific regulations or collective agreements

Exemptions and renewals

Scenarios where work permits are not required

EU/EEA/Swiss nationals: Generally exempt from work permit requirements.
Short-term assignments: Certain business activities under 90 days may be exempt, depending on the nature of the work.

Employers should consult the relevant authorities to confirm exemptions.

Renewing work permits

Initiate the renewal process at least two months before the current permit expires.
Provide updated employment contracts and any changes in job duties or conditions.
Ensure continued compliance with labor laws and any sector-specific requirements.

Compliance with labor laws in Réunion

Legal standards for employment contracts

Written contracts. All employment agreements must be in writing and comply with French labor laws.
Content. Contracts should detail job duties, compensation, working hours, and termination conditions.
Language. Contracts must be in French or accompanied by a certified translation.

Local labor laws

Working hours. Standard workweek is 35 hours, with regulations on overtime
Leave entitlements. Employees are entitled to paid annual leave, sick leave, and parental leave
Termination procedures. Strict rules govern dismissals, including notice periods and severance pay

Non-compliance can result in legal penalties and damage to the employer's reputation.

Additional considerations for employers

Health insurance and tax obligations

Social security contributions. Employers must register employees with the French social security system and contribute to health insurance, pensions, and unemployment insurance.
Taxation. Employers are responsible for withholding income tax from employees' salaries and ensuring compliance with tax regulations.

Long-term opportunities for foreign workers

Permanent residency

After five years of continuous legal residence, foreign workers may be eligible to apply for permanent residency.

Family reunification

Employees may have the right to bring family members to Réunion under certain conditions.

Career advancement

Understanding local labor laws and integrating into the workforce can lead to long-term career opportunities.

Utilizing support from Employer of Record providers

An Employer of Record (EOR) is a third-party organization that hires and pays an employee on behalf of another company. EORs manage legal and compliance obligations, including work permits, tax filings, and employment contracts. Partnering with an EOR streamlines the hiring process, reduces compliance risks, and ensures local employment regulations are met.

How Velocity Global can help

Navigating the complexities of hiring foreign talent in Réunion can be challenging. Velocity Global offers comprehensive Employer of Record (EOR) solutions to simplify the process. By acting as the legal employer, we manage compliance with local labor laws, handle payroll and tax obligations, and ensures that employment contracts meet all legal requirements when hiring globally in Réunion.

This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.

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Immigration + Relocation