homeworking france

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Remote Working Legislation, Laws & Regulations in France

Laws, regulations and legal information related to working from home and remote work.

• Is there any legislation relating to working from home in your country?
• How can working from home be implemented in a company, (e.g. through collective bargaining agreements, unilateral decision, or employment contracts)?
• Can an employer force an employee to work from home?
• Can an employee force an employer to allow him to work remotely?
• Does an employer have to provide the employee with office equipment and supplies for remote work?
• Does a company have to reimburse an employee for expenses while working from home?
• Does an employer have to grant an employee a specific work-from-home allowance? If so, under what conditions can an employer not pay such an allowance?
• Is an employer responsible for ensuring proper working conditions from a health and safety perspective for employees who are working remotely?
• Are there any other specific obligations for the employer?
• Does an employee need to be insured to work from home?
• Is an employee working from home protected by legislation for work-related accidents and illnesses?
• Is an employer permitted to charge its employees a “reimbursement for working from home” for costs saved? (Saved expenses could include the employee’s reduced costs for transportation, petrol, lunches in restaurants and dry-cleaning charges for office attire).
• Are there any other specific obligations on the employee?
• Have there been any legislative changes, or updates to immigration rules, designed to encourage short-term remote working in your country (compared to the rules normally found in other countries)?
• What is meant by remote work abroad and do national regulations exist in this regard?
• Which labour law provisions are applicable during remote work abroad?
• Do employees remain in the previous social security system during remote work abroad?
• What applies in terms of tax law to short-term remote work abroad, especially after or before a holiday?
• What needs to be considered in terms of residence law?
• Any other comments?

1. Is there any legislation relating to working from home in your country?

Yes. Since 2017, work from home is regulated by the Labour Code (Articles 1222-9 et seq.).  

Furthermore, we also refer to case law and to national muti-industry agreements from 2005 and 2020 (so-called ANI agreements) to resolve practical questions. The collective bargaining agreement applicable to the industry sector of the company may also provide for specific provisions. 

2. How can working from home be implemented in a company, (e.g. through collective bargaining agreements, unilateral decision, or employment contracts)?

Work from home is flexible. It can be implemented by a company-level agreement concluded with trade unions or by a policy unilaterally issued by the employers and subject to the opinion of the works council (if any). 

In the absence of a company agreement or policy, it is also possible to conclude an individual agreement with the concerned employee. This agreement can be formalized by any means.

However, in any case, it is highly recommended to set terms and conditions in writing to clearly define the parties' obligations. This is confirmed by the ANI agreement of 2020, which specifies that this represents a vehicle to establish the proof of the agreement of the parties and to inform the employee of the conditions of implementation of the WFH (modalities of report and liaison with the company, workload, work equipment, insurance, expenses, etc).

3. Can an employer force an employee to work from home?

In principle, work from home must be done on a voluntary basis. Therefore, the employer cannot terminate the employment contract if the employee refuses to work from home. 

However, in case of exceptional circumstances, such as a pandemic, work from home can be imposed as a necessary measure for the continuity of business and the protection of employees' health and safety (Article L. 1222-11 of the Labour Code). 

4. Can an employee force an employer to allow him to work remotely?

No, the employer must accept the request of the employee to work from home. Work from home is based on a principle of double voluntariness (except in the exceptional circumstances mentioned above) so that no party can impose work from home on the other.

However, WFH has become a right since 2017. As a result, when an employee asks to work from home, the employer's refusal must be justified by objective grounds (Article L. 1222-9 of the Labour Code): technical impossibility, disorganisation of business, etc. 

5. Does an employer have to provide the employee with office equipment and supplies for remote work?

Work equipment may be the property of the employee or be made available by the company. 

However, when work from home is imposed by the employer, it must provide the employee with the necessary tools.

6. Does a company have to reimburse an employee for expenses while working from home?

In its Q/A issued during Covid-19 lockdown, the Government provided that:

• The employer is only responsible for the costs incurred by the employee while he/she works from home if the company agreement or the policy provides for this obligation. 
• The employee's usual catering rights are maintained (e.g. the lunch meal).

However, in our opinion, this position might be challenged because according to the 2005 national agreement and case law the employer must reimburse the employee with any and all expenses incurred during WFH (Supreme Court, 25 February 1998, n°95-44.096).

This is confirmed by the ANI agreement of 2020, which states that: " The principle that expenses incurred by an employee for the performance of his employment contract must be borne by the employer applies to all work situations. As such, it is the responsibility of the company to cover the expenses incurred by the employee for the needs of his professional activity and in the interest of the company, after validation by the employer”.

In any case, the expenses can be reimbursed upon presentation of receipts or as a lump-sum to the employee, within a limit of €.10,40 per month for an employee working from home once a week and then up to €.52  per month (and in case of a fixed allowance per day: 2.60 € per day of remote work, up to 57.20 € per month).

7. Does an employer have to grant an employee a specific work-from-home allowance? If so, under what conditions can an employer not pay such an allowance?

Case law considers that the employee must benefit from an "occupancy allowance" when the company does not have premises where the employee can work and therefore the employee is de facto obliged to work from home (Supreme Court, 8 November 2017, n°12-19.667). 

This WFH allowance should be limited to this specific situation. When WFH is optional and voluntary (as it is in most cases), this extra indemnity is not due. (Only reimbursement of expenses is due).

8. Is an employer responsible for ensuring proper working conditions from a health and safety perspective for employees who are working remotely?

The employer is also subject to a duty of care regarding the employee's  health and safety while working from home. 

In this context, the employer must ensure that the employee's home workspace and equipment are appropriate to safely perform all duties. 

Furthermore, the employer must prevent employee isolation, control workloads and ensure a balance between the worker's private and professional lives (Articles 6 and 9 of the 2005 ANI). 

To do so, the Labour Code notably provides for the obligations (i) to meet at least once a year to discuss the workload and working conditions and (ii) to set down the times of day when the employee can be contacted (Article L. 1222-10). 

9. Are there any other specific obligations for the employer?

The employee working from home has the same rights as an employee working in the company's premises, notably in terms of collective rights.

10. Does an employee need to be insured to work from home?

Yes, the employee must be covered by insurance for his/her professional activity, as well as for the material and equipment made available by the company.

11. Is an employee working from home protected by legislation for work-related accidents and illnesses?

Yes, the employee benefits from the specific regulation applicable to work-related accidents and illnesses (Article L. 1222-9 of the Labour) if an accident occur while working from home.

12. Is an employer permitted to charge its employees a “reimbursement for working from home” for costs saved? (Saved expenses could include the employee’s reduced costs for transportation, petrol, lunches in restaurants and dry-cleaning charges for office attire).

13. are there any other specific obligations on the employee, 14. have there been any legislative changes, or updates to immigration rules, designed to encourage short-term remote working in your country (compared to the rules normally found in other countries).

No, there have not been any legislative changes recently; however, we remain vigilant and continue to closely monitor developments in this area.

15. What is meant by remote work abroad and do national regulations exist in this regard?

Under French law, remote work is defined as "any form of work organisation in which work that could also have been performed on the employer's premises is carried out by an employee away from these premises on a voluntary basis, using information and communication technologies" (article L1222-9 of the French Labour Code).

Remote work is regulated by the Labour Code (Articles 1222-9 et seq.).  Furthermore, we also refer to case-law and the national muti-industry ANI agreements from 2005 and 2020 to resolve practical questions. The collective bargaining agreement applicable to the industry sector of the company may also provide for specific provisions.

However, remote work abroad as such is neither defined nor covered by French law.

16. Which labour law provisions are applicable during remote work abroad?

International law determines the labour law provisions that apply to French employees doing remote work abroad for their French employer. In general, there are two possibilities:

• A choice of (labour) law: if the employer and employee chose French law, French law will continue to apply during remote work abroad with the proviso that the law chosen by the parties may be set aside by the judge in favour of legal provisions of public order of the law, which would apply in the absence of choice.
• No choice of (labour) law: in the absence of a law chosen by the parties, the law of the country in which the employee habitually carries out the work in performance of the employment agreement applies. Since remote work abroad is of a temporary nature, French law may remain applicable during remote work abroad. However, in case the employee wishes to work abroad on a more structural basis, it should be confirmed whether the applicable (labour) law may change.

17. Do employees remain in the previous social security system during remote work abroad?

The general rule is that employees are subject to social security in the working state (principle of territoriality and single applicable legislation).  This means that an employee is subject to the social security laws of the working state (unless specific conditions for situations of secondment to a working state are satisfied).

However, in case of remote work abroad, specific rules apply:

• Outside the EU, the applicable social security system will be determined by the social security treaties concluded with the countries.
• Within the EU: it should be noted that France has signed the European framework agreement, which came into force on 1 July 2023, stipulating that cross-border remote workers can remain on the social security scheme of the state in which their company is located, as long as they spend less than 50% of their working time in their state of residence. However, this agreement only applies to cross-border employees whose place of residence is in France, and whose employer or company has its registered office or place of business in another EU member state, provided that the member state is also a signatory. For other workers, the duration of remote work will determine the applicable social security system. If remote work is permanent, the employee must be affiliated with the social security scheme of the state in which he is working, on the basis of the territory principle. If remote work is occasional, EU regulations are not specific, but it is generally considered that the employee remains affiliated with the state in which in he was previously affiliated, as is the case for secondment.

18. What applies in terms of tax law to short-term remote work abroad, especially after or before a holiday?

From a French domestic point of view, an employee who is resident in France remains taxable in France even if he spends part of his time working abroad. Domestic French law provides for tax incentives for workers sent on missions abroad by their employer. The tax treaties signed by France provides rules for workers performing part of their work abroad. Depending on the circumstances (e.g. location of the employer, numbers of days spent abroad), taxation may be made either to France or the destination country.

19. What needs to be considered in terms of residence law?

What needs to be considered in terms of residence law? CMS France: the main point to be considered is that French tax residence is determined by four criteria. The criteria are the location of the family home (and if no family home is determined, the place of primary residence), the place where the main professional activity is exercised, and the centre of economic interests. The executives of a French company may, in certain circumstances, be deemed French residents. The scope of these criteria is broad, but France has signed numerous tax treaties and most of them follow OECD tie-breaker rules. In short, working abroad a couple of weeks or months per year would hardly lead to a change in the worker’s tax residence.

20. Any other comments?

A national muti-industry agreement (ANI) was adopted on November 26, 2020. It is essentially non-binding and does not provide for any new obligations for companies. It contains provisions on regular work from home and in case of exceptional circumstances.

In a press release, the Ministry of Labor indicates that the ANI allows " completing and clarifying the applicable rules, both regarding regular remote work and in times of crisis ". It also states that: " This text will make it possible to encourage the dynamics of branch and company negotiations on work from home, by giving a clear framework on the modalities of its implementation and on the way to negotiate on this subject in companies and in the professional branches” .

Among other points, it should be noted that the ANI considers new issues not previously addressed by the 2005 ANI and the Labour Code, such as adapting managerial practices to work from home, upskilling managers, maintaining social links, preventing isolation, taking into account particular situations such as family carers or employees in fragile situations, etc.

In addition, one chapter is entirely devoted to the implementation of work from home in exceptional situations such as a pandemic, with anticipation measures for the continuity of activity, the possible consultation of the Works Council afterwards, the information of employees, the material organization...

It should be noted that this ANI agreement has been mandatory for all employers and all employees since 2021.

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Working remotely in France: the 5 things you need to know

In today’s world, many jobs can be done from anywhere just with a decent wifi connection and a laptop. Working remotely in France for a company based in the USA, the UK or anywhere else in the world really becomes possible, but there are a few things to consider.

While modern technology and our new work reality with the pandemics make it possible for many professionals to work from anywhere, there are some important aspects to consider like residency, work permits and tax implications before you make the jump.

So, I will tell you how to work remotely in France and I’ll even give you 5 solutions but before that, let me share with you the 2 mistakes that most people make when planning to freelance in France or from France.

Table of Contents

The two mistakes most people make when planning to work remotely in France?

Come with a 3-month visitor visa hoping to extend.

First, you should know that you can not extend or transfer your short-stay visitor visa to any other status (except for the French spouse visa but this is another topic).

So, if you come to France with a 3-month visitor visa or if you are part of the nationalities that are exempt from requesting an entry visa for stays under 90 days, you will NOT be able to stay longer than 3 months or request any visa from France. 

So if you are a digital nomad, a blogger, Instagram influencer doing any kind of short-term tech-based work from France for under 3 months , you’ll be fine.

But if you want to stay longer in France, your only option will be to go back home and request the relevant long-stay visa (which I’m gonna detail in the second part of this post).

Come with a long-stay visitor visa hoping to change status

The tax issue.

There is no France digital nomad visa as such. But if you are planning to stay more than three months in France many remote workers opt for the long-stay visitor visa ! And this can put you into trouble! And the main reason is that there is a big chance you will not be compliant from a tax point of view.

Be aware, that if you are on a long-stay visitor visa, you are not going to be able to pay for social contributions since you don’t have the right visa to register a business and work in (or from France). Because what matters for the tax office is in which country you are sitting to do the job, not where your clients are. But if you need more guidance on tax implications and bilateral agreements, your go-to persons should be either the tax office or a tax advisor . 

The immigration issue

Also, one of the documents that you need to provide as part of your long-stay visitor visa request, is a sworn attestation certifying that you will not be looking for a job or work in France during your long-stay visitor visa validity.

The change of status issue

You should know that if you try to switch status (so in that case from a long-stay visitor visa to one of the entrepreneur visas) within the first year (so before it is due for renewal), the Prefecture will question your initial intention to request your first visa and your initial motive to move to France.

When the long-stay visitor visa could be an option to work remotely

Having the above information in mind, you can use this first year in France under a visitor long-stay visa to prepare your entrepreneurial project , make contacts, and accumulate prospects for example. But you will not be able to invoice and pay the corresponding taxes to the French government under a tourist long-stay visa.

So, if this is your plan to change status at the end of your first year – 2 months before expiration (as opposed to before your visa is due for renewal), do not think that it’s gonna be easier than requesting the visa from the French consulate outside France. This is exactly the same!

The same initial documents will be requested plus some extra ones to justify your stay in France for the first year.

So what’s the best strategy?

So, if your initial intention is to work from France from the start, requesting a visa that really matches your plans is the way to go.

Also, WATCH OUT as you may receive other information from the French consulate . The consulate will answer from an immigration point of view and not the tax point of view . So, you might get the visitor’s long-stay visa and then would not be compliant from a tax point of view. Which is something you want to avoid, especially if you are planning to stay in France for more than a year.

Working remotely in France: How to do it if you are a freelancer or a contractor?

So you understood that if you want to stay in France for more than a year, coming to France as a freelancer under a long-stay visitor visa can put you at risk with the French tax office. 

Now, there are several visas that will allow you to run your business in France as the main reason. It will be:  

• first the Entrepreneur Profession liberale visa : this is my favourite one since it is the easiest one to get.

I usually recommend the next 3 ones if you are moving to France with your spouse because the Profession liberale visa doesn’t grant a spouse visa whereas all the Talent passport ones do. So, the 3 talent passport visas possible for entrepreneurs, freelancers or self-employed are:

• the Talent passport entrepreneur – of course
• then, the Talent passport artistic profession
• and the Talent passport – innovative business project which is part of the French tech programme

You may have noticed that there is no Digital Nomad visa as such in France. So these are the 4 options available in 2022 as I write this post.

These are actually the 4 visas that I detail in my France Formula online course . In the course, I go into a lot of detail so that you know which of these visas matches your situation, and how to prepare the visa request file, I even give a business plan template, and, of course, everything that you have to do in terms of red tape once in France.

I open the doors to this course only about 3 times a year so that I can focus on the students, so, if you want to know more about this course and want to be informed of the next opening , you can sign in to the waiting list via the link in the box below.

We will now see the situation for salaried employees, then I quickly touch on the tax implications and finally give you 5 solutions to work remotely in France.

Working remotely in France: How to do it if you are a salaried employee of a company based outside of France (and with a non-French work contract)

A common question I get: 

I’m working for a British, Australian or US company. Can I keep my employment and work remotely from France on a visitor visa since I will not be looking for employment in France?

A simplified answer is NO.

If you are working for a foreign company but you are physically based in France, your employer needs to follow the French Labour Law and they are responsible for you to have the right visa and permit to work in or from France.

They will also need to pay for the corresponding social charges in France. But, as I said before, you will get away with it if you come to France for less than 12 months and also it will depend on the tax bilateral agreement between your country and France. So, you should first contact a tax lawyer to see where you will be taxable and only then the visitor visa might be an option.

Working remotely in France: the tax implication

If you live in France and work in France, you are a tax resident. This means that you pay social contributions in France.

There are several criteria to determine tax residency, the main ones the tax office will look at are:

• Where are your economic interests? 
• Where is your family (spouse and children) located?
• Are you staying more than 183 days in a fiscal year in France?

If you have a one-year visa or permit, you are a tax resident. And the tax treaty between France and your country determines where your income should be taxed and this includes your income and your worldwide assets.

This means that according to both your country’s law and French law your worldwide income may need to be declared in France and depending on the amounts declared you will need to pay the corresponding social contribution and income tax on those incomes and assets.

When you reside in France, you have to file a tax return. Declaring your income doesn’t necessarily mean that you will have to pay taxes, but this is a compulsory process that you need to go through.

The solution to working remotely in France

In short, it will be to get the visa that really matches your initial intention to move to France. Coming with an easy visa could make your life more complicated and put you at risk.

Solution #1

So if you are a freelancer, it will be one of the 4 visas I’ve mentioned that I detail in my online course.

Solution #2 

If you are coming for less than a year as a self-employed or if you will not be invoicing any clients for the first year, the long-stay visitor visa will be sufficient

Now for the employees, first you should know that even if this is your choice to move to France, your employer should still be compliant. I will list here the 3 main solutions. So that brings us to

Solution #3

You could be transferred to your current employer’s French office either with a French work contract or as a seconded employee. There is a specific visa for each situation. The seconded – Intra Company Transfer visa (called visa Salarié détaché in French) and also the   Expatriate assignment visa (called visa Salarié en mission).

Solution #4

If your employer does not want to go through the relevant visa sponsor process and immigration process you still have the option to work as a contractor for your ex-employer and therefore request one of the 4 entrepreneur visas that I’ve listed before.

So this means that you will have to create a French-based company structure and for that, I invite you to reach out to an accountant.

Solution #5

Your employer could also use the service of a “portage salarial” company, as an umbrella company. This means that a 3rd party company based in France will contract you under a French work contract on behalf of your original employer. You would still need to have a work visa to be able to work in France. Using the services of an umbrella company can be an expensive option that companies usually take when they are sending someone on a short-term basis and they don’t have a French office or when they want to create a French branch.

• If your plan is to come to be working remotely in France for under 3 months, you will likely get away with working under a tourist visa, even if this is not the recommended and compliant option.
• Always request the appropriate work visa if you plan to work in France or from France for more than three months. 
• Get advice from a tax lawyer to understand the tax implications and applicable bilateral agreement between your country and France 
• And finally, get the assistance of a chartered accountant to choose the right set-up for your company in France.

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12 comments.

Thank you so much for taking the time to reply to these individual comments, your article is so helpful. My situation is similar to Shaun’s above, in that I have a French passport and work for a UK company. However, I want to relocate for just the one year and that would be a school year (so across two tax years) with regular trips back to the UK for office days. Would that make me exempt from French tax? If it were less than 183 days in each tax year? Thanks again for all this advice.

Mademoiselle Guiga

Hi Lucile, You’ll need to contact a tax lawyer to have personalised tax information, I’m afraid. Good luck to you!

Could you please advise what would be the best approach for the Italian citizen to work remotely from France (for up to 3 weeks)? The employee is hired in German company and there is a company’s legal entity in France, however, would that be possible to work remotely without changing the German contract? What are the options and what would be the risks for the company?

I would be grateful for your advice – all the best in the New Year!

Hi Damonika, From an immigration point of view, you don’t need to do anything to come and work remotely from France whatever the duration. Then, the 2 main impacts I can think about would be in terms of tax residence and also your employer’s professional liability insurance. You need to have approval from them to be covered abroad. Also, an addendum to the contract is always possible and would protect both the employer and the employee. Best to you,

Emily Dolan

I am a Canadian citizen, waiting for my UK Visa to be approved, and working for a UK company. I cannot work remotely from Canada, due to it being a commonwealth, so if I were to stay in France with a friend to be closer to the office, would I be able to work remotely from France with a visitor visa? (My stay would only be 8 weeks)

Hi Emily, The immigration question and the tax implication are two different things. You can come to France for 8 weeks and work remotely under the visa exemption (or short-stay tourist visa for other nationalities). Then you may also need to get your employer’s authorisation for compliance & insurance purposes. Then, which country you are staying in for the rest of the tax year may impact your tax residence. But this is something you should consult with a tax advisor. Best,

Stephanie Moss

We are a married British couple, currently living and working in England. In 2015 we purchased a small house in France, which we have been slowly renovating, as and when we can afford to do the work. With the work on the house nearly completed, and our only child now attending University, we are thinking about spending more than just our usual 1-2 week holidays, 3 or 4 times a year, at the French house. As we are both able to work remotely, would we be allowed to visit France for a few months at a time, but work for our UK companies from our French house? If possible, we would look to regularly repeat the arrangement for the next 3 years, until we eventually retire to France.

Hi, The easiest from an immigration point of view would be to use the 90 days over 180 Schengen rules and come under the short stay visitor status. However, I highly recommend you consult a tax advisor since your travel back and forth may have tax implications. Owning a property in France doesn’t grant any specific immigration advantages or simplifications.

The only difference would be if you were to request a long-stay visitor visa, the amount of money to show would be lower since you have a property you own. More information on the Visitor long-stay visa here: https://expat-in-france.com/france-long-term-visa/ I hope this helps. Best,

Shaun Scott

Great article, what about if you are an EU citizen working for a UK company remotely and plan to live in France for 5 years?

Hi Shaun, As an EU citizen, all the immigration aspects will not apply. However, all the tax ones will. It would be the same for a French citizen working for a UK company under a UK contract, and wanting to repatriate to France keeping the UK contract. Residing in France, you will need to declare taxes in France, and pay social contributions from the moment you become a French tax resident. Best,

Antonia Morzenti

Hello! Thanks for writting all of this up, its very sound advice. What solution(s) would you recommend for someone who… – has a long stay visa with the right to work (I’m married to a french person) – is employeed by a US company (salaried) with no offices in France – plans to do this long term

Thanks in advance!

Hi Antonia, Solution #4 and #5 of this article will apply to you. I advise you to reach out to a tax advisor as well since in your case, the only issue is the tax issue. Not the immigration since your long-stay Vie privee et familiale visa will give you the right to work in France. Best to you

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Working from Home Policy in France

Remote work or telework is work carried out wholly or partially outside the company's premises, either from home or remotely. Details can be set up through a collective agreement, a charter drawn by the employer or individually agreed on terms between the employer and the employee.

Employees in roles that allow them to carry their tasks out at a distance can request to work from home. They can inform their employer of their intention either verbally or in writing, and the employer who refuses must justify their reason. Employers do not need to make changes to the employment contract to allow an employee to telework.

Template of forms regarding teleworking .

General guidelines

Employers must specify the following elements when allowing some or all employees to work from home:

• Positions eligible for teleworking
• Conditions for switching to and from teleworking
• How the employee will accept the conditions for implementing teleworking
• Working time control or workload regulation mode
• The time slots during which the employer can contact the employee

Employers allowing workers to work remotely have the following obligations:

• Inform employees of any restriction on the use of computer and communication equipment or tools. The information must warn employees of the penalties in the event of non-compliance with these restrictions
• Hold an annual meeting with the employee working from home to address the employee's working conditions and workload
• Provide employees with a work from home allowance, the allowance is usually €80 to €100 per month and is exempt from income tax, up to a limit of €580 for the year.
• Provide the employee with compensation for using their personal space as their work office if the company has no office. That includes work furniture, storage space, internet and telephone connection. Employers must also reimburse employees for the use of coworking spaces if they don't provide employees with an office.
• Provide employees with all the equipment and maintenance required for working without generating costs for the worker
• Respect the employee's private life and time outside work by contacting employees only during the fixed working hours agreed in advance
• Maintain a regular link with all employees to share decisions and recognize the work done

Overwhelmed by all the obligations you have towards remote workers in France?

Health & safety at home.

Employers are responsible for accidents at home during telework performance, just like they are in the office premises. Therefore, employers must treat home offices as an extension of the company's office and address risk assessment and prevention and inform employees of risks they might be exposed to when working from home, both physically and mentally.

Since the employer's access to the employee's home office is limited, it's the employee responsibility to comply with the provisions and instructions relating to health and safety at work and immediately inform the company in the event of an accident. The employer or the SEC may have access to the home office to ensure health and safety with prior consent and employee notification. The employee can also request an inspection visit.

Security of information

Employers are responsible for their employee's data security, including when it is stored in data centers where they have no physical or legal control.

The National Commission of Informatics and Freedom (CNIL) lists the best practices for remote workers to protect the exchange of company and personal data at work:

• Make sure that the internet box is correctly configured
• Change passwords often and update the computer's internal software
• Activate the WPA2 or WPA3 encryption on the Wi-Fi
• Connect only to trusted networks and avoid shared access with third parties
• Favour the exchange of data through a VPN when possible
• Install an antivirus and firewall
• Avoid transmitting confidential data through consumer storage, online file sharing, collaborative editing, or messaging services

Workspace Guidelines in France

Employers must take all reasonable steps to ensure the employee's workstation is correctly set up, safe, comfortable and easy to use to reduce potential injuries as indicated in the health and safety measures. In turn, employees must care for their health and safety and follow any reasonable policies or directions their employer gives them.

An appropriate workstation will include the following:

• The right level of illumination, with both natural and artificial light sources not creating glare on the computer
• Sufficient lighting level for visual tasks without eye strain
• The right level of ventilation and thermal comfort
• Unobstructed exit path in case of emergencies, including electrical cords, uneven carpet, clutter
• Suitable storage for documents

Working conditions

Employees working from home must enjoy the same individual and collective rights as all employees. This includes access to training, respect for their private lives, health and safety at work, access to the company's social activities, union information, and social benefits, such as restaurant vouchers.

Employers must first inform employees if they want to set up a monitoring system for employees working from home, consult the Works Council (CSE), and meet the requirements imposed on personal data processing. A permanent monitoring of employees through constant surveillance or screen sharing and requiring employees to prove their presence behind the screen constantly is prohibited.

The 35 working hours per week must also be respected and daily and weekly resting hours, and overtime worked (overtime worked at the employer's request only).

Recommendations for employees working from home:

• Stretch and change posture often, and if possible, an alternate activity
• Check for a comfortable posture
• Don't do any lifting, pushing, or carrying type task beyond the physical capacity
• Keep wrists in a neutral (straight) position—not bent up or down
• Sitting posture is upright or slightly reclined, maintaining a slight hollow in the lower back
• Establish boundaries around work hours
• Schedule regular meetings and catch-ups with the team
• Go outdoors and exercise daily, if possible

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The rise of remote work in France: facts and figures

Updated: January 19, 2024 by Elie in About France Array  ▪ English Français  

In France, as in other countries, working remotely is on the rise. Remote work, or “le télétravail” in French, is the desire of a majority of employees. Certainly, remote work comes with benefits but also has a number of pitfalls. This article covers the status of remote work in France with the latest statistics and related vocabulary of remote work in French.

In this article we’ll discuss:

What is remote work?

• History of remote work
• Remote work

How to say remote work in French?

• How popular is remote work in France?
• Remote work in France by the numbers
• Benefits of remote work

Pitfalls of remote work

• Remote work: a response to many societal challenges

Remote work is any work that an employee does from outside the company’s office.

In terms of frequency:  There are various types of remote work based on the work arrangement between an employee and an employer. While some employees work remotely as often as they want while others are allowed to work remotely for a few days a week.

In terms of location: While some remote workers prefer to work exclusively from home, others like to work in public places. Many remote workers alternate between working from home and going to cafés or to co-working spaces (whenever possible). In some cases, the location from which the employee can work remotely must be an approved worksite by the employer.

Remote vs. Nomad:  This brings us to another type of remote worker. It is the digital nomad-type remote workers who work from anywhere (as long as there’s WiFi). The flexible workplace limit is pushed beyond the borders of a city. In reality, nomad workers switch their work location and, frequently move between cities and countries.

In some cases, a remote job is not an option whenever the presence of an employee is required. Employees willing to telecommute should hold a job that is compatible with remote work. For instance, it’s easy to work remotely if you are a web developer, a graphic designer, or a freelance writer. However, if you work as a teacher at a physical school or provide an in-person service remote work might not be an option.

History of Remote Work

There are many terms to refer to remote work in English. In fact, remote work hasn’t always been called remote work. In the 1970s, Jack Nilles coined the term telework and telecommuting . Telework or teleworking  is when someone takes work home after being at work while telecommuting is when someone works at home instead of commuting to an office building.

While remote work is the most used way to refer to work done from a location different from a central place of work, there are other terms that can be used to refer to remote work. As reported in this article , distributed work, mobile work, smart working (UK), and workshifting (Canada) are terms that people use to talk about remote work.

Remote Work

Remote work is reshaping the way people work and live. The traditional workplace is experiencing significant change as new technology and millennials’ requirements are changing the world of remote work. On the one hand, technology makes telecommuting easier and more effective than ever before. On the other hand, millennials want more freedom and more flexibility. They want to work remotely.

Therefore, a growing number of employees are looking for remote work opportunities. At the same time, many companies are open to recruiting and building remote teams across different countries. In fact, skilled talents are located outside the border of cities/countries. While many companies have offices as well as remote teams, other companies, like Doist, Zapier, or Buffer, are totally remote. It’s easier than ever to work with colleagues that are anywhere across the globe! Search and apply for the latest remote jobs here .

The word “télétravail” in French means remote work. This is the term that you’ll mostly use to refer to remote work. Although the literal translation of télétravail is telework, it is the French term to refer to remote work in 2020. Alternative terms to say remote work in French exists. Here are the 3 most common ways to say remote work in French:

• télétravail
• travail à distance
• travail à domicile

In the following sections, we’ll address remote work in France, the numbers, the trends, and cover the essential vocabulary for remote work in French. If you’d like to grow your French for business vocabulary, check this article about the vocabulary of remote work in French .

How popular is Remote Work in France?

In France, a recent study by Eurostat shows that the percentage of people who work from home is 6.6%. Compared to other Europeans, work from home seems more popular in France than in Germany (5%) or in the UK (4.4%). The Netherlands ranks at the top with a share of 14% of people who usually work from home in 2018 followed by Finland with a share of 13.3%. The average in the EU is 5.2% of employed persons aged 15 to 64 in the European Union (EU) who worked from home in 2018. Check this article to find more about remote-based jobs in France.

Looking at the numbers in the US, workers who are not self-employed and work from home at least half of the time are estimated to be around 5.2% as shown in the statistics of the U.S. census data .

Remote Work in France by the numbers

There is a growing shift toward remote work in France. Employees express much enthusiasm and interest in remote work. In France, 61% of the employees are looking forward to benefiting from their right to work remotely.

A new study confirmed that remote work is gaining growing traction in France. In the span of two years, the share of remote workers in France increased from 25% in 2017 to 29% in 2019. While 54% of the surveyed employees cited that the absence of daily commute is the main benefit of remote work, 36% of the employees are also interested in the time flexibility that remote work brings.

Besides the absence of commute, a 2019 survey found that remote work allowed employees to have a better work-life balance (44%), be less stressed (31%), have more autonomy in their work (25%), be more productive (19%), and more motivated (6%). In the same survey, 6% of the employees mentioned that they don’t see any benefit related to remote work.

Benefits of Remote Work

Assuming that you have all the equipment that you need to get you online: a WIFI internet connection, a laptop or a desktop computer, a smartphone to connect from coffee shops. Let’s start with some of the well-known benefits of remote work.

Remote Work and Flexibility

For those who work remotely, there is one thing that they share in common. It is flexible. An increasing amount of businesses recognize the benefit of flexible working. Parents can now get more flexibility in their schedules. And one of the best perks of remote work is the absence of a daily commute to or from work! People have a greater choice about where they live with a population shift from big cities to less populated areas.

• flexibility: souplesse
• schedules flexibility: souplesse des horaires
• commute time to work: durée des trajets pour se rendre au travail

Less Distraction

People who work from home have a better work-life balance. Although remote work has blurred some of the boundaries between work and home lives, remote workers often report less stress and a better focus. Employees who suffered from the policy of open spaces can now benefit from a less distracting environment.

Many people who work from home can structure their workdays in a way that supports their productivity. People are less likely to be distracted and therefore enjoy a more focused work environment than the one at the office.

• remote workers : télétravailleurs
• blur the boundaries between work and home lives :   diminuer la distinction entre travail et vie perso
• better work-life balance :  meilleur équilibre entre la vie pro et la vie perso
• support their productivity : renforcer la productivité
• more focused work environment : environnement de travail plus favorable à la concentration

Job Satisfaction

Remote work not only improves employees’ work-life balance but also productivity and retention rates increases within your company. However, organizations must take action to create a sense of belonging among remote employees. In addition, every company has to build a successful remote culture for its workforce.

Remote work contributes to job satisfaction. But without a sense of belonging employees’ turnover or productivity might suffer. Job satisfaction, a sense of belonging, and productivity go hand in hand. As reported in this research , feeling a sense of belonging, which is when we feel safe and valued for embracing what makes us different, makes us happier and more productive.

Remote work has certainly many benefits but also a number of pitfalls. Workers and employers should be aware of these challenges to avoid burnouts, turnovers, and low productivity.

No physical boundaries

Most remote workers prefer to work from home. Setting up a home office is not always easy. First, not everyone has enough space to set up a home office. The absence of a dedicated space for work is one of the reasons that push back many people from embracing remote work. Second, many people dislike working in the same place where they live and relax and this is regardless of having the place or not. Third, setting up an office is an investment and in many situations, it’s not supported by employers.

• the absence of a dedicated space for work : l’absence d’espace dédié au travail
• home office: bureau à la maison

Distractions are not only at the office. When working at home, you may get distracted by family members, kids, or friends. Be sure to set up a clear work schedule so that you avoid daily-life distractions at a time when you are supposed to work. Establishing a routine is recommended so that you set boundaries between your work-related tasks and your home duties and parental responsibilities.

• establish a routine : mettre en place une routine
• distractions : les distractions

Loneliness of remote workers

The State of Remote Work report provides a number of drawbacks and pitfalls that surround working remotely. Loneliness is one of the two biggest struggles when working remotely. A physical office usually means real-life interactions with colleagues and for many, this is a major part of social life.

Without a traditional office and colleagues, remote workers need to take action and have plans to boost the social side of their life. For instance, simple things can help such as regularly going to work from a public place or sharing a co-working space that’s not too far from where they live. This is important to stay motivated.

• loneliness : isolement
• unplugging from work : se déconnecter du travail
• co-working place : espace de partage de bureaux (you can say co-working in French that’s fine)

Unplugging is another challenge

Unplugging from work is another major struggle that many people face when working at home. Sure schedule flexibility is a benefit but this might become a pitfall if not controlled. People must learn how to control their inboxes and instant communication tools.

If you are a remote worker, it’s possible to be online at any time from anywhere but that doesn’t mean that you should be reachable all the time. Be sure to disconnect, go for a walk, to spend some time with your kids and partner.

• reachable : joignable
• available : disponible
• online : en ligne
• away : absent
• disconnect : déconnecté

Remote workers have to take regular breaks from work. On a daily basis, they need to go for a walk and schedule offline time. They should plan for a vacation or annual leave as well. This is important to stay in shape and happy while working remotely.

Remote work A Response to Many Societal Challenges

Many companies around the world have embraced the work from anywhere movement for different reasons. In the previous years, organizations saw a benefit to reduce their costs (smaller offices), improving their employees’ work-life balance (traffic jams, work responsibilities, family roles), to take action for environmental reasons (reducing traffic and air pollution).

More recently, the rapid outbreak of the novel coronavirus  (COVID-19) pushed governments to take action to protect public health in general and organizations to care about employees’ health in particular. Amid concern over coronavirus outbreaks, many companies are totally shifting to remote work or encouraging their employees to work remotely whenever possible. Big tech firms like Google, Facebook, Amazon, and Apple asked their employees to work from home .

With the viruses threatening people’s health worldwide, remote work is one way how society responds in order to limit or slow the transmission of the disease. In the meantime, the reality is that a new population of remote workers suddenly emerged. These first-time remote workers haven’t opted for remote work by a deliberate choice. Many were not prepared to start working from home. They were urged to start working remotely as a temporary emergency solution, which is completely legitimate.

But when people are not well prepared, equipped, and guided by their organizations working remotely might turn out extremely ineffective and build up further bad expectations and frustrations as reported in this article . Today companies must take this into consideration.

At the same time, this shows that there is a growing need to focus on training and preparing remote employees to learn how to do their work while working differently!

Ready to start working remotely?

Of course, remote work introduced new challenges and has its share of problems but in general remote work increased employee satisfaction. People, and companies, should prepare for remote work. It’s not something that can be done overnight. Different people have different situations and their needs aren’t the same.

It’s always a good idea to test and evaluate remote work a few days a week/per month. This is essential before deciding to go remote on a full-time basis at your current company or start hunting for a full-time remote job opportunity.

Are you a remote worker? Do you like working remotely? Please add your comment below. And if you enjoyed reading this article, please subscribe to the weekly newsletter of Master Your French.

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1 thought on “The rise of remote work in France: facts and figures”

Great article Elie, looking forward to see what the future of remote work in France turns out to be after this crisis.

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Cross-Border Remote Work FAQs France

Assume that a foreign national employee of a foreign company wishes to work remotely for a period of time in your country performing services exclusively for the foreign company and not interacting with the local market in your country.

Work authorisation

A. Is work authorisation required? If so, please provide a brief description of the type of visa, procedure, processing time, etc.

Unless fitting into a limited specific category of exceptions, such as those provided by the Brexit withdrawal agreement or the EU–UK Trade and Cooperation Agreement, work authorisations are required for all work (even remote work) in France and regardless of whether or not such work interacts with the local market.

There are numerous types of visas that can be applied for through French consular services. It is important to apply for the one that is most appropriate for an individual’s personal and professional situation. During the COVID-19 pandemic, only the “Passeport Talent” visa (European Blue Card) allows for entry into France.

Once the elements of the dossier have been provided to the immigration authorities, the standard processing time for a visa is a minimum of 3-6 weeks. The required elements vary from one type of visa to another. There are minimum remuneration requirements in addition to the standard identification elements (birth certificates, ID, diplomas, CV, marriage and divorce certificates, etc.).Please note that not all visas grant the right to work.

Risk of 'permanent establishment'

B. Is there risk of 'permanent establishment' consequences for the foreign company by virtue of the remote worker’s activities?  If so, what are the main factors determining the exposure.

There is little to no risk that the remote worker’s activities would generate a permanent establish consequence, unless they yield an important commercial activity on the French  territory. However, as explained below in more detail, there are significant social contributions, employment rights and administrative consequences risks.

Local social security and other payroll requirements

C. At what point and under what circumstances would the remote worker become subject to local social security and other payroll requirements?  Can such requirements be fulfilled by a foreign company, and if so by what mechanisms?

From a purely theoretical standpoint, French social security/payroll/employment dues and rights may begin to become due from the very moment the work is performed on French soil, unless an A1 Form is provided.

From experience though, we can advise that the risk increases with time:

• it is low-to medium for the first 6 months;
• at one year, the risk is probable;
• at two years, there is a very high risk.

Local employment law requirements

D. At what point and under what circumstances does the remote worker become subject to local employment law requirements such as is wage-hour, local holidays, annual leave, maternity leave, disability leave, protection against unfair dismissal, etc.

When the employee can demonstrate that the work was effectively performed from France and that the employment relationship contains numerous “links” with France, the contract can easily become subject to French law, if there was no other formal agreement excluding this. However, even if a formal agreement should provide that another law applies, this may be overridden by the performance of work on French soil. Only a secondment (detachment) can offer some greater security on the applicable law.

Remote foreign worker

E. Are there special requirements governing remote work in your country which would cover the remote foreign worker?

The French State has not yet taken any specific measures concerning remote foreign workers. The extensive legislative debates and ministerial initiatives regarding telework only concern national employees. This is a rapidly evolving legal subject that could therefore, change in the coming months and years.

F. What is the employee’s exposure to local income tax, and under what circumstances is the foreign employer required to arrange for withholding of income tax?

It is very difficult to evaluate the employee’s exposure to local income tax. The general rule though, is that if the individual spends more than 183 days per year in France, they are subject to taxation in France. However, it is possible for some individuals to owe tax in France even without reaching 183 days per year. Indeed, article 4A of the General Tax Code provides that those who are “fiscal residents” must pay income tax, regardless of where they spend their actual time.

Payroll should be handled through a local provider that can calculate the appropriate withholding of income tax. When this is not possible for technical reasons, the employee is responsible for declaring their income and paying the appropriate amounts to the French State.

Claim for workplace injury

G. Would the remote worker be entitled to bring a claim for workplace injury in your country?

If French law is found to apply to the relationship, it is quite probable that an employee working remotely could bring a claim. Indeed, under French law, the employer’s obligation to ensure the health and safety (mental and/or physical) of their employees, extends to situations where an employee works remotely. The accident may be considered a workplace accident/occupational illness.

National healthcare system or insurance

H. Would the remote worker be covered under the local national healthcare system or insurance?

If French law is found to apply, then, consequently, employment rights would arise; this would require affiliation with the French national healthcare and insurance system (“sécurité sociale”).

Data privacy and security

I. Is a foreign employer subject to data privacy and security requirements regarding protection of employee personal information for a foreign employee working remotely in your country?

Yes, as France is part of the European Union, the GDPR applies. Accordingly, GDPR regulations will extend to personal data and company information that, in any way, “passes” through the European Union. Moreover, France has its own ‘layer’ of data privacy requirements laid out by the CNIL - the French data protection agency. These rules are very likely to apply to the remote worker in France and therefore, the hiring company.

Foreign remote worker

J. Has there been any litigation or specific law or regulation regarding the foreign remote worker in your country?

There is ongoing and developing litigation in France regarding foreign remote workers, who are requesting the application of French labour and employment laws to their contract. In the absence of a formal agreement, such as a secondment, these claims can be successful and may lead to social, employment and administrative consequences.

Citizenship

K. Would any of the above answers change if the remote worker (a) is a citizen of your country, or (b) engages in activity interacting with the local market?

a) If the remote worker is a French citizen, the likelihood that a claim for the application of French law to the employment relationship would be successful, significantly increases.

b) Similarly, interaction with the local market is sure to draw attention to the situation and expose the employer to greater risks.

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Related Practices & Jurisdictions

• Corporate Business Organizations
• Labor Employment

In November 2019, a national survey indicated that only three percent of French employees remotely worked on a regular basis. 

After a year of the global health crisis, the situation is different as companies have had to accept remote working, which has become unavoidable.

In order to help employers in the implementation of remote work, the French government has published several protocols and practical questions and answers on remote work.

Beyond the health crisis, remote work has been a key topic for companies for several years and is expected to become a more regular practice in the coming years. 

REMOTE WORK ELIGIBILITY

During the lockdowns, French employees had to learn to work remotely when their duties allowed it. It can be complicated for employers to determine which functions can be performed remotely.

According to the French Ministry of Labor, companies should proceed with the following concrete method:

List the main activities of each function within the company; 

Evaluate the possible difficulties of remote work for each of the activities identified;

Identify the means and conditions to remove these obstacles, such as the supply and installation of secure connection tools, the identification of available time slots for customers, managers in order to consequently adapt the company’s agenda (for example, starting earlier in the morning), etc. 

In France, remote work at 100 percent remains the rule whenever possible. However, faced to the difficulties of certain employees working from home, the French Ministry of Labor has provided that:

Since 13 November 2020, for employees isolated during the lockdown, employers are authorized to offer isolated employees (employees with disabilities or in a precarious situation) a return to the office for a specified number of days per week.

Since 6 January 2021, employees working 100 percent remotely can ask their employer to allow them to return to work at the office for a maximum of one day per week.

CONCLUSION OF A NATIONAL AGREEMENT ON REMOTE WORK

The global COVID-19 pandemic has changed the habits of work in ways that will impact  organizations even in non-crisis situations. 

At the end of 2020, negotiations on remote work were initiated between the employers’ and employees’ trade unions at the national level. A national inter-professional agreement was concluded on 26 November 2020 (the Agreement).

The Agreement is actually an update of the previous national agreement of 2005. The aim of the Agreement is therefore to complete and redefine the legal framework for remote work. This Agreement is a tool to help companies and guide them in the implementation of remote work. It will become mandatory for all employers once an order is published.

The Agreement stipulates that, in principle, remote work should be implemented by consent of both the employee and the employer. However, in exceptional circumstances, the employer may impose telework on the employee.

The Agreement provides for employers to assess the health risks to employees working remotely. In addition, the employee's right to disconnection must be maintained and guaranteed, i.e., employees must not work and/or be contacted after their normal work hours. As this right is mandatory, an employee cannot be sanctioned for not being available after his/her normal work hours.

WHAT ABOUT CONTROLLING EMPLOYEE’S ACTIVITY?

Under French law, employers must control the employee’s workload, working environment conditions, and working time notwithstanding the fact that the employees are performing their work from home. However, this is a delicate challenge for employers as monitoring of remote workers should also comply with their fundamental individual rights (respect for privacy, secrecy of correspondence, etc.). The monitoring must comply with the principles of loyalty and proportionality between the goal sought and the restrictions on individual rights. 

In concrete terms, employees must be informed in advance of any monitoring methods to be utilized, and the employees’ representative body (Economic and Social Committee) must be informed and consulted prior to implementation. 

The French Ministry of Labor reminds that no system may lead to constant and permanent monitoring of an employee's activity. Practices such as the use of webcams to monitor employee attendance or excessive calls or the remote recording of actions performed on the employee’s computer are prohibited.

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Remote work in France - statistics & facts

To cope with the COVID-19 epidemic, France has opted for extensive use of teleworking. In March 2020, nearly one person in three worked exclusively or occasionally remotely , while regular teleworkers represented only five percent of the population in 2019. Telework, formerly based on a voluntary basis and at the employer's discretion, tended to concern certain types of sectors or employees more than others. However, the coronavirus (COVID-19) epidemic has reshuffled the cards: the French government has imposed containment measures on the whole national territory, introducing major restrictions on the comings and goings of the French. Thus, many companies have had to adapt and have allowed their employees, as much as possible, to work from their place of residence. Based on estimates, nearly 30 percent of the French working population worked from home during the period of containment , representing nine times more than the usual share. Not all French workers experienced the same standards: while 31 to 42 percent of workers, employees and self-employed people went to their place of work because teleworking was impossible for them, 61 percent of managers and senior professionals were able to work remotely, and three quarters of them had experienced telework for several days since the beginning of the crisis. This has raised the question of telework being the privilege of higher socio-professional categories. However, the reality is more complex. Indeed, between the difficulties of setting up a dedicated and adapted workspace , disconnecting from work, the psychosocial risks linked to isolation, and the erosion of bonds between colleagues, working remotely can sometimes be a challenge . And it seems that it has been more challenging for women during the containment period: compared to men, they were almost 1.3 times less likely to have an isolated space , and 1.5 times more likely to be frequently interrupted by something other than work , like children, housework, or deliveries. Still, there are also advantages to teleworking . First and foremost, the French list the financial savings, followed by the increased autonomy. These advantages also seem to have attracted French managers, the majority of whom wish to continue to work remotely . With more than three quarters of French managers having a positive opinion , and increasingly aware of the benefits of this practice , telework could develop in the next years. In addition, after two years of the pandemic, employees' teleworking habits have settled down, and what was initially a constraint is now more of a plebiscite. In the organization of work, telework is thus taking its place in a perennial way, and the practice should last beyond the health crisis. This text provides general information. Statista assumes no liability for the information given being complete or correct. Due to varying update cycles, statistics can display more up-to-date data than referenced in the text. Show more - Description Published by Statista Research Department , Jul 3, 2024

Key insights

Detailed statistics

Rooms in which French employees telework at home 2020

Share of French employees teleworking 2021, by frequency

Breakdown of teleworking employees in France 2021, by company size

Editor’s Picks Current statistics on this topic

Ideal number of days in telework in France 2023

Further recommended statistics

• Premium Statistic French people and their telework habits in 2024
• Premium Statistic Ideal number of days in telework in France 2023
• Premium Statistic Share of French employees teleworking 2021, by frequency
• Premium Statistic Breakdown of teleworking employees in France 2021, by frequency and sector
• Premium Statistic French having teleworked since the start of the health crisis 2021, by status
• Premium Statistic French and their telework habits in 2024, by age
• Basic Statistic Share of French employees usually teleworking 2017-2020, by gender

French people and their telework habits in 2024

How often do you work from home?

Ideal number of days in telework according to people in France in 2023

Proportion of French employees who are working remotely in France in December 2021, by frequency

Breakdown of teleworking employees in France 2021, by frequency and sector

Distribution of employees teleworking in France in December 2021, according to the frequency of teleworking and the sector

French having teleworked since the start of the health crisis 2021, by status

Share of people who teleworked for several days since the beginning of the health crisis in France in 2021, by socio-professional category

French and their telework habits in 2024, by age

Share of people who teleworked regularly or occasionally in 2024, by age group

Share of French employees usually teleworking 2017-2020, by gender

Proportion of employees usually teleworking in France from 2017 to 2020, by gender

• Premium Statistic Breakdown of teleworking employees in France 2021, by company size
• Premium Statistic Technological readiness of companies for telework in France 2021
• Premium Statistic Telework readiness rate of companies on a cultural level in France 2021
• Premium Statistic Teleworking: opinion of managers in France 2018-2021
• Premium Statistic French opinion on the benefits of telework in France 2024
• Premium Statistic Opinion of business leaders on the downsides of the hybrid work mode in France 2021

Proportion of employees who teleworked at least one day in France in December 2021, by company size

Technological readiness of companies for telework in France 2021

Rate of telework technology readiness of companies according to people in France in 2021

Telework readiness rate of companies on a cultural level in France 2021

Rate of telework readiness of companies in terms of culture according to people in France in 2021

Teleworking: opinion of managers in France 2018-2021

Share of French managers with a favorable opinion about teleworking from 2018 to 2021

French opinion on the benefits of telework in France 2024

Advantages linked to telework according to French people in France in 2024

Opinion of business leaders on the downsides of the hybrid work mode in France 2021

Difficulties linked to the hybrid work mode according to business leaders in France in 2021

Teleworking and place of living

• Premium Statistic Share of employees teleworking in France 2019-2020, by residence area
• Premium Statistic Share of French people teleworking 2020, by region
• Premium Statistic Incentive nature of teleworking on moving in France 2020-2021
• Premium Statistic Incentive nature of teleworking on moving in France 2021, by residence area
• Premium Statistic Interest in coworking spaces for remote working in France 2021, by region

Share of employees teleworking in France 2019-2020, by residence area

Share of individuals teleworking in France between 2019 and 2020, by area of residence

Share of French people teleworking 2020, by region

Proportion of people teleworking in France in the second half of March 2020, by region of residence

Incentive nature of teleworking on moving in France 2020-2021

In your opinion, is the fact of being able to telework an incentive to achieve geographical mobility?

Incentive nature of teleworking on moving in France 2021, by residence area

Share of people that telework could lead to geographic mobility in France in 2021, by area of residence

Interest in coworking spaces for remote working in France 2021, by region

If your company offered you to telework in a coworking space near your home, would you be interested?

Working conditions

• Premium Statistic Share of work that can be done remotely according to people in France 2021
• Premium Statistic Share of work that can be done remotely according to people in France 2021, by status
• Premium Statistic Rooms in which French employees telework at home 2020
• Premium Statistic Share of employees having an isolated space to telework in France 2021, by gender
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Share of work that can be done remotely according to people in France 2021

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Share of work that can be done remotely according to people in France 2021, by status

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Share of employees having an isolated space to telework in France 2021, by gender

Proportion of employees with an isolated space to telework in France in 2021, by gender

Frequency of interruptions while teleworking in France 2021, by gender

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Difficulties related to digital equipment and telework during lockdown in France 2020

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Opinion on remote work

• Premium Statistic Benefits of working from home according to French people 2022
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• Basic Statistic French people considering telework less efficient than face-to-face work 2021, by age
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Disadvantages of the hybrid work mode according to employees in France 2021

Ranking of disadvantages related to the hybrid work mode according to employees in France in 2021

French people considering telework less efficient than face-to-face work 2021, by age

Share of people considering telework less efficient than face-to-face work in France in 2021, by age group

French people considering their workload heavier than face-to-face work 2021, by age

Share of people considering their workload and working hours more important than those of face-to-face work in France in 2021, by age group

Opinions on the government's policy on telework in France 2020-2021

Opinions on the government's instructions for teleworking in France, between November 2020 and January 2021

French opinion on the importance of telecommuting to slow the spread of COVID-19 2021

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Digital Nomad Life: The Best Coworking Spaces in France

Are you a digital nomad dreaming about spending time in France and looking for the best coworking spaces? Or are you a remote worker who has no plans to return to the real office anytime soon?

Are you an expat looking for a cool, funky space to work, network, and grow your business?

Well, look no further. This blog is for you.

Affiliate Links Disclosure: My posts sometimes contain affiliate links, which mean that if you click on them and make a purchase or sign up for an offering, I may earn a commission, at no added cost to you.  I received no compensation for writing this post, and it reflects my own experiences, research, and opinions. You can read my my privacy policy  here .  Thank you so very much for reading my blog!

Coworking in France

I’m going to share with you some awesome coworking spaces and ideas for making work easier and more productive on the go. The list that follows focuses exclusively on France.

If you are a regular to my blog or follow me on Insta , you know that France has my heart.

What is Coworking?

In general, coworking is when people work independently and share a communal workspace. In other words, people come together in a neutral space or work environment and get their work sh*t done.

When I think of coworking spaces, I often think of SoHO, NYC. Modern, chic, urban loft-esque workspaces where hipsters sit glued to their laptop screens, sipping caffeine from a green Starbucks straw.

But, nah, not all coworking spaces look like this. However, they do attract digital nomads and people who love flexible work arrangements and remote work.

As for age, well, thanks to the pandemic, all rules are off… coworking spaces are for everyone.

Coworking spaces are not just for 20 somethings.

They are for career re-inventors, entrepreneurs, students, freelancers, consultants, influencers, and mommybloggers looking to bust out their blog businesses into the mainstream.

“Le  coworking , ou cotravail  , , est une méthode d’organisation du travail qui regroupe un espace … annoncent environ 26 000 espaces de  coworking  dans le monde en 2020.” -French publication

What is Cohoming? – Coworking vs. Cohoming

In France, cohoming is somewhat a new concept, though related to coworking.

Cohoming takes coworking to a more personal level. To someone’s house or apartment. Think coworking at someone’s house vs. an established commercial office space. In a cohoming arrangements, you might pay a small amount to offset electricity or internet costs and work the day away in someone’s living room or kitchen.

Just so you know, I first learned about cohoming while studying in a French language course, while sitting at my kitchen table . 😉

Business Domiciliation in France – Starting a Business in France

It’s worth noting that some coworking or business incubator spaces allow small businesses and start-ups in France to use their location, address, or offices for business domiciliation and business mail purposes. So, if you’re looking for this, it might be an option at a coworking space.

Où travailler à Paris ? In the Alps? The Mediterranean? Or Beyond?

Whether you’re visiting France, in France on a long stay visa, live in France as a permanent residence, or are enjoying expat life, what should you look for besides location in a coworking space?

What features or options should you look for in a coworking space?

What should you look for in choosing a coworking space? Of course, if you’re renting a space to work you want to feel and BE productive when you’re working in a coworking office!

What to Look for in a Coworking Space

1. Location . A coworking space should be located in a good and practical location, so you’ll actually use the space.

Practically speaking, not all towns and small cities in france have coworking spaces, so you may have to travel to find one that works for you. if you can’t find one close to you, there are alternatives, such as public libraries and cafes., 2. coworking office space amenities. when choosing a coworking space, consider the amenities offered by the space..

For example:

How’s the wifi speed? How’s uptime/downtime?

• Are there any usage caps, such as time or data allowances?
• Is standard office equipment included?
• Do you have access to printers?
• Electrical Outlets easily accessible?
• Charging or docking stations?
• What type of desks or office seating available? Cozy chairs? Lounge chairs?
• Do you have access to conference rooms and tables?
• Are there private rooms or spaces for quiet, uninterrupted phone calls?
• Are there showers? Or lockers?
• Can you get a mailbox?
• Are coffee, tea, or snacks included?
• What’s the parking situation or accessibility to metro or train like?
• Is it easy to reserve desk space or conference rooms via Internet or phone App?

3. The Coworking Space Energy and Vibe. When you’re choosing a coworking space, don’t overlook the importance of choosing a space that meshes with your personality or work needs.

• What’s the vibe of the coworking space?
• What’s the aesthetic? Modern loft? Rustic, country farmhouse?
• What’s the environment like? Quiet? Spacious? Airy? Bright and Sunny? Dark? Air conditioning? Hot in the summer? Quiet? Loud? Bustling? Chill?
• Does the coworking space offer a calendar of events or networking opportunities?

4. Cost & Flexibility

Coworking space cost is definitely important consideration. For example, to determine if coworking space is right for you, you might wish to know:

• How does membership work? Is it subscription based? Pay as you go? Pay by the day? Week? Month? Is there a punch pass or card type system?
• Is there a coworking contract?
• Are there reduced rates or discounts for committing to the long term?
• What do you get for what you pay?
• How flexible is membership?
• What’s the commitment?
• Are there any hidden or extra fees that you should consider?

5. Access & Security

When choosing a coworking space here are some things to consdier when it comes to access and security:

• Can you use the coworking space facility whenever you feel like it? Is there 24/7 access? Or does it close at a set time each day? Or on Sundays?
• How do you get in? Keycode? Key? Fingerprint Reader? Door person or front desk?
• How secure is the building? How secure are the coworking office spaces? For example, do you need to badge in and out of a room? How secure will your expensive technology items be when you bring them along to work? For example, if you have to get up to go use the bathroom, will you need to pack everything up? Or are there places on the desks to mount laptop locks?

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Can’t Find a Coworking Space in Your Area? Create Your Own

If you can’t find a coworking space in your local area, why not make your own? Check Out The Ultimate Coworking Launch Sequence: How to Build a Successful Coworking Community .

The Best Coworking Spaces in France

Of course, this is the section of this blog that you’ve been dying to read, so let’s finally get to it! Here are some popular coworking spaces in France that you should know about, particularly if you are living the digital nomad lifestyle, traveling to France, or are an expat living in France.

1. Station F . Paris .

Possibly the world’s coolest start-up program and space for entrepreneurs, start-ups, and everyone living or wanting a life on their own terms. There are even co-living arrangements!

2. Nuna Développement . Thyez, Mont Blanc-Arve Valley.

A coworking and incubator space with a Manhattan-esque vibe at the foot of Mont Blanc in the French Alps.

3. The Ski Locker Coworking Space. Chamonix-Mont Blanc.

Located in Chamonix (Sud), the Ski Locker is steps away to some of the best skiing, trail running, and adventure in the world.

READ MORE: Chamonix is a super cool destination. When you’re not working, you can find lots to do outside and inside Chamonix.

4. Cool & Workers . Paris.

Offers “espaces coworking” in multiple locations, including offices for 2-30 people, Domiciliation d’entreprise services, and networking events.

Follow Julie on Social Media ! 😉

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Working remotely in France

Is it possible to do remote work in France?

It is entirely feasible to do remote work in France, however we recommend that you first examine the following points:

Is it possible to work from home in France?

In most cases, it’s possible to work from home in France, but it depends on the company and the type of work you do.

It’s possible to work from home in France, but it depends on the company and the type of work you do. The French government is proposing a new law that would make it easier for French companies to hire freelancers and contractors. A French law that would make it easier for French companies to hire freelancers and contractors is being proposed by the government. The law would be a response to a French law that passed in 2016, which made it easier for companies to hire freelancers and contractors. The French law, which was passed in 2016, made it easier for companies to hire freelancers and contractors. The new law would make it easier for companies to hire freelancers and contractors, who often work from home, and give them the same rights as salaried employees. The law would give freelancers the same rights as salaried employees, and would allow them to work from home.

Is it legal to work remotely in France?

The French government has recently announced a series of changes to the rules regarding remote work. These changes include a decrease in the number of days required to apply for a residence permit from four to three, and a decrease in the number of days required to apply for a work permit from four to three. To apply for a residence permit, you need to have been in France for three months. To apply for a work permit, you need to have been in France for six months.

What is a residence permit? A residence permit is required for anyone who is applying for a work permit in France. The residence permit is required for the duration of the work permit, and can be extended for up to three months at a time. There are two types of residence permits: “Carte de séjour” The “carte de séjour” is the most common residence permit in France, and is the one required to work. The “carte de séjour” is renewable for up to three months at a time, and can be extended if you have a new job.

Can I relocate to France with a remote job?

It’s possible to relocate to France with your existing remote job, but it will be a bit more difficult to get a visa. You can check out this article for more information on the process.

How do I get a remote job in France? You can find remote jobs in France through Indeed, Monster, and other job boards. If you’re looking for a remote job in France, you can also apply directly to the company.

Is it legal to work remotely for a company in France from another country?

It’s legal to work remotely for a company in France even from another country, as long as you comply with the regulation and your company has a French address.

Can I work remotely for a company in France from another country? Yes, it is legal to work remotely for a company in France even from another country, as long as you comply with the regulation and your company has a French address.

Can I be a digital nomad in France?

Is it possible to be a digital nomad in France? The answer is yes! A digital nomad is someone who travels to different countries and works remotely. This concept is becoming more and more popular. There are several reasons why this is possible: Internet speed is really good in France The French have a great network of internet cafés You don’t need a car to move around You can work from home You can work from a coffee shop You can work from a bar You can work from a beach You can work from a boat You can work from a park You can work from a plane You can work from a bus You can work from a train You can work from a train station You can work from a tram You can work from a tram station

Can I work remotely in France?

It depends on where you are. If you are in Paris , the answer is yes, you can work remotely. You can find a list of French companies that will accept remote workers here. If you are outside of Paris, then you can only work remotely with a company that is based in France.

What are the best remote work companies in France? If you are looking for a French company to work for, you will find that there are many.

How to find a job in France? Finding a job in France is much easier than in the US. You can also find a list of French companies that will hire you on a full time or part time basis here.

How to work for a French company? To work for a French company, you must have a French work permit.

Can you work remotely in France on a tourist visa?

If you are working for a company in France, you will need a work permit.

Can I work in France on a student visa? Yes, if you are a student for a limited period of time (less than 3 months). You will need to have a valid visa.

Can I work online in France?

Can I work online in France? You will need to ensure that your French bank account is set up for international transfers.

Can I work for a UK company and live in France?

How can i work in france.

Here is what you need to know Here is what you need to know

If you’re a recent graduate looking to work in France, you’re in luck. The country is currently experiencing a shortage of qualified workers, and there are plenty of opportunities for you to get your foot in the door. While France is known for its beautiful scenery and cuisine, the country is also home to some of the world’s most impressive architecture, including the Eiffel Tower, Notre Dame Cathedral and the Louvre. The country is also home to some of the world’s most impressive architecture, including the Eiffel Tower, Notre Dame Cathedral and the Louvre. How can I work in France? Here is what you need to know

Video on working remotely in france

Can you legally work remotely in another country.

By April 30, 2020 In the wake of the COVID-19 pandemic, many companies have asked their employees to work from home. While this may seem like a good idea, it can be a complicated process, especially when it comes to international work. The answer to whether you can legally work remotely in another country depends on whether your employer is based in that country or not. “If you work for an American company, you can work from home,” said Robert D. Clark, an immigration lawyer in New York. “If you work for a company in another country, it’s not clear.” But if you are an American citizen, there is no question that you can legally work from home. “If you are a U.S. citizen, you can work from anywhere,” said Daniel M. Kowalski, a lawyer at the firm of Kowalski, Tesmer, Rosenblatt, and Kline.

Can I live in France and work remotely for a company in Thailand?

Can I live in France and work remotely for a company in Russia?

Can I live in France and work remotely for a company in Turkey?

Can I live in France and work remotely for a company in Kenya?

Can I live in France and work remotely for a company in Egypt?

Can I work remotely for a company in China while being in France?

Can I work remotely for a company in South Africa while being in France?

Can I work remotely in France for a company in Brazil?

Can I work remotely in France for a company in Malaysia?

Can I live in France and work remotely for a company in Greece?

Can I work remotely for a company in Ireland while being in France?

Can I live in France and work remotely for a company in Iceland?

Can I work remotely in France for a company in Nepal?

Can I work remotely for a company in Niger while being in France?

Can I live in France and work remotely for a company in Costa Rica?

Can I work remotely for a company in Zambia while being in France?

Can I work remotely for a company in Sri Lanka while being in France?

Can I live in France and work remotely for a company in Slovenia?

Can I live in France and work remotely for a company in Croatia?

Can I work remotely for a company in Libya while being in France?

Can I work remotely in France for a company in Austria?

Can I work remotely in France for a company in Australia?

Can I work remotely for a company in Lebanon while being in France?

Can I live in France and work remotely for a company in Slovakia?

Can I work remotely in France for a company in Morocco?

Can I work remotely in France for a company in Guatemala?

Can I live in France and work remotely for a company in Mali?

Can I work remotely in France for a company in Great Britain?

Can I work remotely in France for a company in Netherlands?

Can I work remotely for a company in Bangladesh while being in France?

Can I work remotely for a company in New Zealand while being in France?

Can I work remotely in France for a company in Gabon?

Can I live in France and work remotely for a company in Jamaica?

Can I work remotely for a company in Namibia while being in France?

Can I work remotely for a company in UAE while being in France?

Can I live in France and work remotely for a company in Bulgaria?

Can I live in France and work remotely for a company in Botswana?

Can I work remotely in France for a company in Belarus?

Can I work remotely in France for a company in Lithuania?

Can I work remotely for a company in Cameroon while being in France?

Can I work remotely in France for a company in Kazakhstan?

Can I work remotely for a company in Chile while being in France?

Can I work remotely for a company in Portugal while being in France?

Can I work remotely for a company in Argentina while being in France?

Can I work remotely for a company in Hungary while being in France?

Can I work remotely in France for a company in Madagascar?

Can I live in France and work remotely for a company in Spain?

Can I work remotely in France for a company in Nicaragua?

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• Go directly to the desired job category, browse to see if there are already jobs that fulfill your needs, and if not, start filtering with just 1 or 2 criteria from there.

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Remote Based Jobs in France

More and more companies are hiring remote workers. Working from home allows companies to cut costs and workers to maximize productivity, and when people can set their schedules and manage their workload, they perform better.

Remote working is a global phenomenon. But it's especially popular in France. And there are a lot of companies that support such workers.

Percentage of companies hiring remotely in France

Unlike other countries, French companies are still hiring during the pandemic. The French government has given out 1.5 billion euros to 10,000 startups this year. Data from France Digital lists 300 companies making new hires with 94 percent of these jobs long term contracts. A majority of these positions are remote-based. In a post coronavirus world, remote working may become the norm.

The past five years have shown a rise in the percentage of companies hiring remotely in France. In part because of changes in company policies across the country. Research shows that big companies like Amazon, American Express, and Anthem Inc. spent a lot of money hiring remote workers in 2019 .

How Popular is Remote Work across France

When asked if they would instead work from home, 61 percent of French workers responded yes. And this isn't a new sentiment. The number of remote workers in France went from 25 percent in 2017 to 29 percent in 2019 . For 54 percent of these people, not having to travel to and from the office was the main plus.

So, if given the option, most people would prefer to work from home. And the number of these people will only increase with time. As the idea of remote working becomes more popular among French employees, companies will change their policies. Remote working has a lot of benefits and they are clear to see.

Why France companies prefer to hire remotely

Mostly because it saves their company money. With things as they are, few people are hiring only remote workers. If anything the popular approach is a balance between in-house and remote workers.

With remote workers, you can hire from anywhere. As a result, you get more options and more talent. Additionally, people are willing to work for less. They don't have expenses like fuel, and many people work multiple part-time jobs.

Insights of Remote Work in France now and in the future

The future of remote work is pretty clear. French workers want to work from home. French companies are hesitant to shift to a whole new approach, but they also prefer to hire remote workers. The shift may have been slower before the pandemic. But, the necessity of online workers during the countrywide lockdown will speed up the transition.

The focus now is on efficiency. How can companies get the most benefit the fastest? How can workers do tasks faster and easier? If working from home saves workers time and companies money, why do anything differently? Above all one thing is certain; the way we work will never be the same again.

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Working remotely in France

What’s stopping you buying that adorable bolthole in France? If it’s work, why not pack the laptop and take the office with you, says Julie Savill?

Could you be a digital nomad? Is home where your laptop is? Admittedly it’s not a possibility for everyone but if you can occasionally work from home then you should be able to occasionally work from France. The idea of digital nomadism has grown massively since Covid with more and more people freeing themselves from the traditional constraints of nine-to-five work life and embracing their ability to escape traditional working arrangements and taking on ‘work from home’ positions.

If you do decide this is an option for you there are a few things to consider. Firstly, that you will have to be disciplined and actually work while you are at your second home. That might seem obvious but have you considered how it will feel when the rest of the family is heading out to a local château or lounging around the pool? You might be able to adapt your days and get an early start and an earlier finish to the day. And at the very least you’ll have your evenings free for socialising and those lovely long outdoor meals.

A couple of years ago we had what appeared to me to be the ultimate digital nomads come and house sit for us. We had advertised on Trusted Housesitters and got an application from a couple in their 30s from Seattle. They spent their entire time travelling to different locations, both within the United States and throughout Europe hopping from one house sit to another. So committed were they to the lifestyle that in six years of marriage, they hadn’t got around to getting their own home, either owned or rented! Wherever they were they kept to Seattle times for working which, in our home meant starting at 10pm and working through the night! That might feel a bit extreme but it gave them an incredible adventure and plenty of time in the afternoons and early evenings for exploring and relaxing poolside. If they can make that work for them, then surely it’s possible for most people to squeeze a few more weeks a year from their holiday home and maximise their enjoyment of their investment.

MAKING IT WORK

If you are already looking for a property , you might want to consider updating your wish list to accommodate working during your French breaks. Many people still like to be able to close the door to the ‘office’ at the end of the day so the laptops and notepads aren’t sitting there as a reminder all the time. If you can create the luxury of a home office, that’s great. Otherwise, consider a dual-purpose room with a desk and either a bed or sofa bed for guests so you get best value from the space. Wifi speed is a big consideration too; fibre is finding its way into small towns and villages all across the southwest. Put it on your list and ask your agent to check the availability and speed of internet connection at any property that looks like a serious contender.

Julie Savill is a director at Beaux Villages estate agency Tel: 0800 270 0101

(Freephone from the UK 0033 (0) 805 69 23 23 (France)

beauxvillages.com

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Lead photo credit : This substantial country home near Puy-l’Évêquein Lot has enough room to live, laugh, love and work! (€1.6m, see overleaf for more details), Photo: Julie Savill

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Digital nomad: what are the rules on working remotely from france.

These days it is perfectly possible to be physically located in France, while working remotely for a company based in the UK, the USA or other.

It's grown since the pandemic and is increasing popular for roles including journalism, translating, online or web services, copy-editing or online tutoring, plus a host of other roles that can be done using just a laptop and a decent wifi connection.

But while modern technology means this is increasingly practical, people doing this option need also to consider how it affects their residency, work permits and tax status.

We asked Fiona Mougenot, a lawyer and partner in the immigration specialists Expat Partners, what are the things that people need to think about.

Digital Nomad or French resident?

You might have heard the term Digital Nomad, and some countries including Spain are even offering Digital Nomad visas to tempt people to head to under-populated areas of the country (although reports from over the border suggest that actually getting one of these new Spanish visas is far from easy). 

France does not have a similar visa although the country is keen to attract tech workers, but Fiona says people need to be clear on their long-term aims.

A Digital Nomad is usually someone spending a short time in a country, or moving between various countries while doing some short-term tech-based work - for example food bloggers or Instagram influencers.

Fiona says: "If you are genuinely a Digital Nomad and you're just in France for a few months that is one thing, but if you want to live in France, then you need to consider your longer-term access to French residency, maybe citizenship one day and in the shorter term healthcare and benefits."

Working in France

So what actually counts as 'working in France'? French visa and residency applications generally ask if you have emploi en france (employment in France).

But does that include any work done while you are physically located in France?

Not necessarily. Fiona says: "If the work that you are doing has no connection to France - it's not a French company, the work doesn't benefit or involve France or a French company in any way then you can legitimately claim that you are not working in France."

There is however, a big caveat to this - do you really want to say that you're not working in France?

Working abroad

While it may initially seem simpler to not 'officially' be working in France, this can have an effect on many other things such as your access to healthcare and social benefits in France, as well as your pension rights.

If you intend to stay in France in the longer term you will eventually need to apply for long-term residency and maybe even citizenship and in most cases this will require you to prove that your main base of operations is France, not the country where your employer is based.

If you are British and covered by the Withdrawal Agreement (for people resident in France before December 31st 2020) - the Withdrawal Agreement carte de séjour gives you the right to work in France.

Fiona said: "It's complicated, this is a real grey area as most of the rules were put in place before remote working became widespread. Everyone's circumstances are different, but when we have clients making this decision once we have pointed out to them all of the knock-on effects people almost always decide that it's better to be officially working in France.

"Many people have a desire to avoid the French admin, which is understandable, but if you see yourself staying in France for any kind of long or medium term future it's inevitable and if you want to do things like registering children in school or retiring in France and having access to healthcare then you will need to engage with the system.

"And if you want to apply for a 10-year residency card or citizenship one day then you need to show that your main economic base is France, if you have been declaring that your work was done elsewhere then you may find that these years don't 'count' towards the five-year mandatory residence period for citizenship, for example."

Working while visiting

If you don't intend to make France your home, you may want to spend long periods here anyway - especially if you have a second home - and if you're from a non-EU country then that requires a visa.

Most second-home owners who don't intend to work will apply for a visitor visa - but does this rule out doing a few days of work remotely from your French property?

READ ALSO How to get a visitor visa for France

Visitor visas ask people to agree not to have emploi en France , but what about doing some work for your company back in the UK or the USA?

Fiona says: "Depending on the circumstances this would probably be OK, provided that your work has no connection to France or a French company. You remain a visitor in France, with all the limitations that implies such as a lack of access to the state healthcare system, while working for a company in another country."

However there are other things to think about, including ensuring that your employer knows where you are working and agrees to it.

Fiona said: "There are other potential issues connected to this, such as whether you would be covered by insurance in case of an accident - your workplace insurance will not cover you if your employer was not aware that you were working from France."

Living and working in France

So if you're living in France and decide to declare your status as working, what do you need to do?

If you're applying now for a visa you would apply for a working visa as an entrepreneur or auto-entrepreneur, depending on whether you are an employee or self-employed.

When the time comes to apply for residency, you again apply as either employed or self-employed and provide proof if necessary of your work.

Once you are officially working in France, you then gain access to the social benefits - which are generous in France - and begin paying into your French pension. This is also available to freelancers via Urssaf.

However there are still other things to think about here, such as your position with your company regarding things like insurance.

Fiona says: "Don't be tempted to lie to your company and pretend that you're still in the UK, if you're based in France - they need to know as it may affect other aspects of your employment.

"As with visitors, insurance cover will not be valid if you haven't told your company that you're working in France, you should even tell them if you're changing locations in France eg if you're working from your holiday home in the country for a few days or visiting a friend and working from their home."

Freelancers

Many of the people who do this type of work will be freelancers, working for several different companies. Most people who do this will want to set themselves up as micro-entrepreneurs (previously known as auto-entrepreneurs ) in France so they can benefit from social benefits as well as applying for healthcare under self-employed status.

READ ALSO How to register yourself as a micro-entrepreneur in France

If you are declaring work that is done remotely for companies outside France, this still counts in terms of your social security contributions.

However if you are billing companies outside the EU for work done, you need to be aware of the tax rules.

Since Brexit, this of course includes the UK and your work may count as 'digital supply to UK consumers' making it liable to UK VAT - more details here .

Everyone living in France must file an annual tax declaration , even if all of their income comes from abroad - whether that is income from work done in another country or a pension paid by another country.

We have addressed the tax situation for remote workers in France HERE .

Fiona Mougenot is a lawyer specialising in immigration law with Expat Partners .

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No more working from home — Amazon orders employees back to the office five days a week

Amazon CEO tells staff to work in person five days per week

Amazon CEO Andy Jassy has told employees that they must return to in-person working five days per week, spelling an end to hybrid working at the company.

In a memo, Jassy stated workers have until January 2 to make the change, which is a marked difference from the company's current three day per week policy.

“Before the pandemic, it was not a given that folks could work remotely two days a week, and that will also be true moving forward — our expectation is that people will be in the office outside of extenuating circumstances," his memo read.

‘Bureaucracy Mailbox’

The company has also revealed plans to restructure, aiming for fewer managers in order to ‘remove layers and flatten organizations’, Jassy confirmed. The company’s senior teams will be asked to increase its ratio of contributors to managers by at least 15% by Q1 of 2025.

Under its new CEO, Amazon has slowed its recent expansions somewhat, with the total employee number growing just 5% this year, bringing the total to 1.53 million employees. In comparison, in the second quarter of 2022, the workforce expanded by 14%.

Jassy's memo highlighted a newly created "bureaucracy mailbox" where employees are encouraged to report any unnecessary processes and bureaucracy that has crept in so that the company can root it out.

“We want to operate like the world’s largest startup.” Jassy explains. “That means having a passion for constantly inventing for customers, strong urgency (for most big opportunities, it’s a race!), high ownership, fast decision-making, scrappiness and frugality, deeply-connected collaboration (you need to be joined at the hip with your teammates when inventing and solving hard problems), and a shared commitment to each other.”

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The news comes shortly after big spending elsewhere within Amazon, especially on an enhanced Delivery Service Partner program (DSP), with an investment of $2.1 billion. The DSP hopes to improve efficiency, which is clearly a focus company-wide.

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Ellen has been writing for almost four years, with a focus on post-COVID policy whilst studying for BA Politics and International Relations at the University of Cardiff, followed by an MA in Political Communication. Before joining TechRadar Pro as a Junior Writer, she worked for Future Publishing’s MVC content team, working with merchants and retailers to upload content.

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