Who issues the work permit in Algeria, ANEM or the ministry of labour?

The services of the authority in charge of labour. Loi 81-10 states that the title is issued by the competent services of the authority in charge of labour (art. 2) and that the file is received by the competent services of the ministry of labour (art. 6). Décret 82-510 places filing with the territorially competent employment services (art. 6) and names the wilaya director in charge of labour (art. 20). ANEM provides the public placement service (loi 04-19, art. 7) and receives notification of vacant posts (art. 18). It issues no work title.

How long does it take to obtain a work permit?

The texts set deadlines for the administration, not a total duration, and it would be dishonest to quote you a single figure. What is written: the employment services notify their decision within 45 days of filing, and after that period the favourable opinion of the employment services is deemed acquired (décret 82-510, art. 9); the permit is then issued within fifteen days of the favourable opinion (art. 10). Upstream, the accord de principe from the central services of the ministry in charge of employment carries no published deadline in the guide de procédures. In practice it is that upstream step, together with the legalisation of your diplomas, that drives real elapsed time.

What does an employer risk for employing a foreign national without a work title?

A fine of 10,000 DA to 20,000 DA per infraction recorded (loi 81-10, art. 19, in its wording from article 55 of the 2015 supplementary finance law). The computation matters more than the amount: the fine is counted per irregular situation recorded, so it tracks the size of the workforce concerned. The worker is separately exposed to a fine of 1,000 DA to 5,000 DA and imprisonment of ten days to one month, or one of those two penalties only, without prejudice to the administrative measures that may be taken against him (loi 81-10, art. 25).

Does a business visa allow someone to work in Algeria?

No. The rule does not turn on the visa but on the activity: any foreign national called upon to carry out a salaried activity in Algeria must hold a work permit or a temporary work authorisation (loi 81-10, art. 2). The work-visa application is filed with the Algerian diplomatic or consular representation, and the file contains the provisional work authorisation issued by the competent employment services, the employment contract and a repatriation undertaking (ministry's guide de procédures). For a secondment of less than three months the ministry's guide provides for a temporary work visa without recourse to the prior accord de principe or provisional work authorisation procedure, but with a declaration to the wilaya employment directorate against a receipt.

What has to be done when a foreign employee leaves?

Two obligations, in the same article. The employer must inform the territorially competent employment services of any termination of a foreign worker's employment contract within forty-eight hours; the worker returns his title to the employer, who must send it to the territorially competent employment services no later than fifteen days after the date of the break in the employment relationship (loi 81-10, art. 21). There is a knock-on effect on the stay: a salaried foreign worker's residence card has a validity that cannot exceed that of the document authorising him to work (loi 08-11, art. 16).

Can a foreign employee be transferred between two Algerian subsidiaries of the same group?

Not on the same title. The work permit or the temporary work authorisation allows its holder to carry out a determined salaried activity, valid for a given period, with one single employing organisation (loi 81-10, art. 4). A change of employer means going through the procedure again, and the file must then additionally contain an attestation from the former employer and a work certificate attesting that the foreign worker has fulfilled his contractual obligations and leaves his employing organisation free of all engagement (décret 82-510, art. 12).

Is there a quota of foreign workers per company?

Not in the two texts that govern the matter. We read loi 81-10 in full and décret 82-510 in full: no percentage, no proportion, no ratio and no quota of foreign workers relative to headcount appears in either. The only limits are the qualification level at least equivalent to that of a technician (loi 81-10, art. 3) and the post-by-post verification that the job cannot be filled by a national worker (loi 81-10, art. 5, and décret 82-510, art. 7). We take no position on a proportion requirement that might sit in a sectoral text specific to a given activity: that is checked against the text applicable to your contract.

Does a foreign gérant need a work permit?

He falls within a category excluded from the work-title requirement. The ministry's guide de procédures lists among the excluded categories the commercial, industrial, liberal and artisanal professions, and holders of shares in companies. Mind the scope: the exclusion covers the work title only. Those persons remain subject to the other legislation in force, in particular to the legislation and regulations on the entry, stay and circulation of foreign nationals in Algeria. And an expatriate who combines a corporate office with a salaried role in the same entity has to be analysed case by case.

Do foreign workers who are not subject to the permit still have to be declared?

Yes, once a year. Every employing organisation employing foreign workers, whether or not they are subject to the work permit or the temporary work authorisation, must draw up, during the first quarter of each year and for the preceding year, a nominal list of its foreign personnel, and send that list to the territorially competent employment services (loi 81-10, art. 22). Failure to transmit it carries a fine of 5,000 DA to 10,000 DA (art. 23, in its wording from article 56 of the 2015 supplementary finance law).

Algeria work permit for foreign employees

The Algerian work permit is not issued by ANEM. It is issued by the services of the authority in charge of labour, on a file lodged by the employer, and it splits into three regimes according to the length of the assignment. This page gives the full chain with the competent authority at each step, the documents, the deadlines instrument by instrument and the penalties, each point traced to its source. It is written for the HR or mobility function of the Algerian entity of a foreign group that has to bring in expatriate staff. The governing texts are published in French: quoted passages here are our English renderings of the French original, which is linked in the sources section.

Content verified on August 6, 2026Our methodology

ByÉquipe UpGrowth, Practitioners on the employment of foreign workers in Algeria

Published on August 6, 2026

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Official source

Guide de procédures, employment of foreign workers

Ministry of Labour, Employment and Social Security · Opens in a new tab

Open the ministry guide

Also availablePDF edition hosted by the Ministry of Foreign Affairs

The texts cited on this page are loi n° 81-10, décret n° 82-510, loi n° 04-19 and loi n° 08-11. Links to the Journal officiel scans are in the Sources section at the foot of the page.

Who actually issues the work permit

A large share of the pages ranking on this topic describe an ANEM work permit. The governing texts say otherwise, and this is the first thing your Algerian counsel will check.

Any foreign national called upon to carry out a salaried activity in Algeria must hold a work permit or a temporary work authorisation issued by the competent services of the authority in charge of labour (loi 81-10, art. 2). The labour authority, not the employment agency.
The work-permit file cannot be received by the competent services of the ministry of labour unless it is accompanied by the employer's reasoned report and carries the opinion of the workers' representatives (loi 81-10, art. 6).
The application for issue or renewal of the work permit and of the temporary work authorisation is filed with the territorially competent employment services by the employing organisation proposing to recruit a foreign worker (décret 82-510, art. 6). The applicant is the employer, never the worker.
The wilaya tier is named in binding text: employers must declare to the wilaya director in charge of labour any foreign workers called upon, exceptionally, to perform work not exceeding fifteen days (décret 82-510, art. 20).
ANEM draws its mission from a different statute: the public placement service is provided by the national employment agency (loi 04-19, art. 7). No permit-issuing power appears there.
Its role towards an employer is this one, and it stops there: every employer must notify the authorised agency, the commune or the approved private body of any vacant post in his undertaking that he wishes to fill (loi 04-19, art. 18).

In practice: the wilaya employment directorate, which reports to the ministry in charge of labour and employment, processes the file and issues the title. The wilaya employment agency receives the deposit of the job offer aimed at the national workforce. Two counters, two statutes, two separate obligations.

The distinction is not academic. Failure to notify vacancies is sanctioned in its own right: any person contravening article 18 of that law, on the notification of offers, is liable to a fine of 10,000 DA to 30,000 DA per unnotified vacant post (loi 04-19, art. 24). An employer can therefore be fully compliant on permits and in breach on vacancies.

Three regimes, set by the duration of the assignment

It is the duration of the salaried activity in Algeria, not nationality, trade or contract value, that determines which title is required.

Duration of the salaried activity	Title required	Duration and renewal	Basis
More than 3 months	Work permit (permis de travail)	The duration of the work permit may not exceed two years. It is renewable under the same conditions and in the same forms	Loi 81-10, art. 10
3 months or less	Temporary work authorisation (autorisation de travail temporaire, ATT)	Issued on the reasoned request of the employing organisation after consultation of the workers' representatives. It may not be renewed more than once in the year	Loi 81-10, art. 8
Exceptional works not exceeding 15 days	No temporary work authorisation required	Exemption applies provided the cumulative total of presence does not exceed three months in the year. Declaration to the wilaya director in charge of labour	Loi 81-10, art. 9 and décret 82-510, art. 20

One title, one employer, one post

This is the rule that most often surprises groups structured across several Algerian entities.

The work permit or the temporary work authorisation allows its holder to carry out a determined salaried activity, valid for a given period, with one single employing organisation (loi 81-10, art. 4). A worker holding a permit at your Algerian subsidiary A cannot be redeployed to your subsidiary B, or to your consortium partner, without going through the procedure again.

The validity of the title follows the contract. The ministry's own guide de procédures states that the work permit is issued for a validity period matching the duration of the fixed-term employment contract held by the foreign worker, and where relevant the duration of the market contract, and that in any event the validity of the work permit may not exceed two years.

Two consequences for a mobilisation plan. A market contract shorter than the assignment mechanically shortens the title. And every worker carries his own expiry date, which rules out managing a foreign workforce against a single deadline.

The substantive conditions, the ones that get files refused

A file that is complete in form can still be refused on the merits. The conditions below are cumulative and are assessed post by post.

The post cannot, in any case, be filled by a national worker, whether by internal promotion or by external recruitment, including the national emigrant workforce (loi 81-10, art. 5).
The foreign worker holds the titles, diplomas and professional qualification required for the job to be filled (loi 81-10, art. 5).
Sanitary control confirms that he satisfies the conditions set by the regulations in force (loi 81-10, art. 5).
The check is a precondition to filing, not a later formality. Before filing either application, the employing organisation must satisfy itself, with the employment services, that the post to which it proposes to assign a foreign worker cannot be filled by a national worker (décret 82-510, art. 7).
Qualification floor: every employing organisation is forbidden to employ, even temporarily, foreign workers whose level of qualification is not at least equivalent to that of a technician, except nationals of a State with which Algeria has concluded a treaty or a convention. Exceptional derogations may be granted, in cases of force majeure, by the minister in charge of labour, on the reasoned report of the employing organisation (loi 81-10, art. 3).
The file is inadmissible without the employer's reasoned report and without the opinion of the workers' representatives (loi 81-10, art. 6). That opinion is not an optional annex.

The article 3 floor is the constraint that most often reshapes a mobilisation plan. A post whose qualification sits below technician level is not mobilisable under this regime, however hard the role is to fill locally. It is the first cut to make on a nominal list, before a single file is assembled.

The full chain, with the competent authority at each step

Route for a worker recruited from abroad for an assignment longer than three months. The short branch is covered in the next section.

1. Accord de principe. The salaried employment of foreign workers is subject to prior agreement of the central services of the ministry in charge of employment. The application file must be lodged with the territorially competent wilaya employment directorate (ministry's guide de procédures). Decision: central employment administration. Filing counter: wilaya.
2. Notification of the agreement. Where the central employment administration approves, the wilaya employment director notifies the employing organisation of the accord de principe and informs it of the date from which it may lodge the application for the provisional work authorisation used to obtain work visas for the foreign workers. Authority: wilaya employment director.
3. Deposit of the national job offer. The job offer aimed at the national workforce must be deposited by the employing organisation with the wilaya employment agency at the latest one month after notification of the accord de principe. This is where ANEM comes in, and only here. The offer follows the agreement, it does not precede it.
4. Provisional work authorisation, then work visa. The foreign worker files his work-visa application with the Algerian diplomatic or consular representation, and the application file contains the provisional work authorisation issued by the competent employment services, the employment contract and an undertaking to repatriate the foreign worker (ministry's guide de procédures). Authorities: employment services for the authorisation, consular post for the visa.
5. Filing the work-title file after entry. From the entry of a foreign worker holding a work visa onto national territory, the employing organisation has fifteen days to lodge the work permit or temporary work authorisation file. That period is extended to 45 days for foreign workers from countries exempt from the entry visa (ministry's guide de procédures).
6. Processing and issue. The territorially competent employment services decide, then issue the title, valid for a determined salaried activity with one single employer.
7. Residence card. This falls to a different authority: the wilaya of the place of residence grants a residence card with a validity of two years, and a salaried foreign worker receives a residence card whose validity may not exceed that of the document authorising him to work (loi 08-11, art. 16).

First sequencing trap: the work title conditions the residence card, not the reverse. Any foreign national wishing to reside in Algeria in order to carry out a salaried activity can only obtain a residence card if he holds one of the following: a work permit, a temporary work authorisation, or a declaration of employment of a foreign worker for those not subject to the work permit (loi 08-11, art. 17). And the application comes early: fifteen days before the visa expires (loi 08-11, art. 18).

Second trap: holding the work title does not settle the stay. Possession of a work permit or of a temporary work authorisation does not exempt the holder from the formalities laid down by the legislation and regulations in force on the stay of foreign nationals in Algeria (décret 82-510, art. 4). Two administrations, two files, two calendars.

The short branch: secondment under three months

A separate regime exists for short assignments. It removes two steps, but not all of them.

According to the ministry's guide de procédures, these workers are subject to the temporary work visa, but without recourse to the prior procedure of the accord de principe or of the provisional work authorisation.
The exemption is not total: these workers remain subject to a declaration with the wilaya employment directorate, against a receipt for the declaration of a seconded foreign worker. That receipt is the document to produce in an inspection.
Below fifteen days and on an exceptional basis, the temporary work authorisation itself is not required, provided the cumulative total of presence does not exceed three months in the year (loi 81-10, art. 9), and such works are declared to the wilaya director in charge of labour (décret 82-510, art. 20).

The article 9 ceiling is computed as an annual cumulative total. Repeated short rotations on the same site eventually cross the three-month line and move the worker out of the exemption, with nothing issued to flag it. It is the counter most often forgotten on technical-assistance assignments.

The documents required

Two lists follow one another and they are not identical. The work-permit file (décret 82-510, art. 8) comprises:

An information sheet on the foreign worker.
Copies, duly certified true to the originals, of the titles, diplomas or other documents evidencing that worker's professional qualification.
Copies, duly certified true to the originals, of the documents attesting that the worker's entry into Algeria was lawful.
The medical certificates provided for by the legislation in force.
One copy of the employment contract, duly approved.
Identity photographs. A filing receipt is issued on deposit.

The complementary file lodged after entry into Algeria comprises, per the ministry's guide de procédures, a copy of the passport evidencing lawful entry into Algeria under a work visa, two medical certificates in general medicine and in phthisiology issued by accredited national health structures, and a fixed-term employment contract duly approved by the contracting parties.

One point that is rarely anticipated: the medical certificates required at this stage are issued by accredited national health structures. A full medical work-up done in the home country does not substitute for them. On a grouped arrival, the capacity of those structures becomes a real scheduling constraint.

On a change of employer the renewal file must additionally contain an attestation from the former employing organisation certifying the person's good conduct and professional qualities and stating the reasons for the end of the employment relationship, and a work certificate attesting that the foreign worker has fulfilled his contractual obligations and leaves his employing organisation free of all engagement (décret 82-510, art. 12). Obtaining that exit attestation from the entity being left is a classic blocking point when a worker moves between two entities of the same group.

The deadlines, instrument by instrument

They do not form a single set. Each has its own instrument, its own starting point and its own addressee. Presenting them as one block, as most pages on this topic do, is the leading cause of an expired title.

Deadline	Who it binds	Purpose	Basis
45 days from filing	Employment services	Notify the decision on the application. After that period the favourable opinion of the employment services is deemed acquired	Décret 82-510, art. 9
15 days from the favourable opinion	Employment services	Issue the work permit	Décret 82-510, art. 10
At least 45 days before expiry	Employer	File the work-permit renewal application. The filing receipt allows the foreign worker to continue his activity until the expiry date of the permit filed	Décret 82-510, art. 13
At least 15 days before expiry	Employment services	Notify the employer of the decision on the renewal application	Décret 82-510, art. 14
At least 8 days before expiry	Employer	File the renewal application for the temporary work authorisation	Décret 82-510, art. 17
15 days after entry into Algeria, extended to 45 days for nationals of countries exempt from the entry visa	Employer	Lodge the work permit or temporary work authorisation file	Ministry's guide de procédures
At the latest 1 month after notification of the accord de principe	Employer	Deposit the job offer aimed at the national workforce with the wilaya employment agency	Ministry's guide de procédures
15 days before the visa expires	Worker	Apply for the residence card at the wilaya of the place of residence	Loi 08-11, art. 18
48 hours	Employer	Inform the territorially competent employment services of any termination of a foreign worker's employment contract	Loi 81-10, art. 21
No later than 15 days after the break	Employer	Send the employment services the title returned by the worker	Loi 81-10, art. 21
First quarter of each year, for the preceding year	Employer	Draw up and send the employment services the nominal list of foreign personnel, whether or not those workers are subject to the permit	Loi 81-10, art. 22

The penalties, and why they are counted per head

The amounts are modest against the cost of a mobilisation. The way they are computed is not.

Employing a foreign worker subject to the title requirement without that title: a fine of 10,000 DA to 20,000 DA per infraction recorded, for any person contravening the law who employs a foreign worker subject to the work permit or temporary work authorisation requirement. This is the current wording of article 19 of loi 81-10, as rewritten by article 55 of the 2015 supplementary finance law.
Failure to transmit the termination notice or the annual nominal list: a fine of 5,000 DA to 10,000 DA. This is the current wording of article 23 of loi 81-10, as rewritten by article 56 of the 2015 supplementary finance law.
Failure to notify a vacant post to the placement agency: a fine of 10,000 DA to 30,000 DA per unnotified vacant post (loi 04-19, art. 24). Per post, not per company.
The foreign worker is personally exposed: a fine of 1,000 DA to 5,000 DA and imprisonment of ten days to one month, or one of those two penalties only, without prejudice to the administrative measures that may be taken against him (loi 81-10, art. 25).

Two phrases govern everything: per infraction recorded in article 19 of loi 81-10, and per unnotified vacant post in article 24 of loi 04-19. Exposure therefore tracks the size of the team. It is not a flat amount.

The real cost is not the fine. It is time. A file that has to be restarted for a worker already on site sends the processing back to the beginning, with the deadlines in the previous section running afresh from the new filing date.

The 20 percent quota does not exist in these texts

The claim recurs in market-entry notes and on several advisory pages: loi 81-10 supposedly caps foreign labour at 20 percent of headcount. Here is what we verified, and the exact wording of what we assert.

We read loi 81-10 in full and décret 82-510 in full. Neither contains any percentage, proportion, ratio or quota of foreign workers relative to company headcount.

The only limits those two texts impose are of a different nature and are assessed post by post: a qualification level at least equivalent to that of a technician (loi 81-10, art. 3), and verification that the post cannot be filled by a national worker (loi 81-10, art. 5, and décret 82-510, art. 7). A company can therefore be refused ten posts out of fifteen without any percentage having been applied.

The exact wording of our assertion: there is no foreign-labour quota in loi 81-10 nor in décret 82-510. We do not assert that no sectoral text, for instance in hydrocarbons or in local-content rules for public procurement, imposes a proportion for a given activity. That check is done sector by sector, on the text applicable to your contract, and we run it case by case.

Who does not need a work title

The ministry's guide de procédures lists the categories of foreign nationals excluded from the work-title requirement.

Commercial, industrial, liberal and artisanal professions (ministry's guide de procédures).
Holders of shares in companies (ministry's guide de procédures).
The exclusion covers the work title only: even though these categories of persons are exempt from work titles, they remain subject to the other legislation in force, in particular to the legislation and regulations on the entry, stay and circulation of foreign nationals in Algeria.

This is the correct basis for the answer usually given about a foreign gérant, but the wording matters. The right formulation is not that the gérant does not need a work permit. It is that the gérant falls within a category excluded from the work-title requirement. The distinction changes everything as soon as an expatriate combines a corporate office with a salaried role in the same entity, or is seconded by the parent company under an employment contract.

Exempt individuals do not drop out of the employer's reporting duties. The annual nominal list covers foreign personnel whether or not they are subject to the work permit or the temporary work authorisation (loi 81-10, art. 22). They appear on it.

Mobilising 50, 100 or 200 foreign employees

No text provides for bulk handling. The procedure stays individual. What changes at scale is the number of clocks running in parallel and the fact that each one has its own date.

One title per worker, per employer and per determined activity (loi 81-10, art. 4). Two hundred workers means two hundred files, two hundred sets of certified diplomas and two hundred sets of medical certificates.
The qualification floor is assessed worker by worker (loi 81-10, art. 3). On a site workforce it is this condition that determines the share genuinely mobilisable, ahead of any cost or lead-time consideration.
The arrival calendar sets the filing calendar: 15 days after entry, 45 days for nationals of countries exempt from the entry visa. Arrivals staggered over six weeks produce as many distinct cut-off dates as there are arrival waves.
Renewals do not group: at least 45 days before expiry for a work permit, at least 8 days before expiry for a temporary work authorisation (décret 82-510, art. 13 and 17). Because validity tracks the contract, expiry dates scatter across the year.
Departures create an immediate obligation: 48 hours to inform the employment services, 15 days to send them the returned title (loi 81-10, art. 21). On a rotating crew this is a continuous flow, not a one-off event.
The nominal list of foreign personnel is produced once a year, in the first quarter, for the preceding year, and it covers exempt individuals (loi 81-10, art. 22).
The national job offer is deposited at the latest one month after notification of the accord de principe. On a multi-wave recruitment plan it is that notification that starts the clock, not contract signature and not the notice to proceed.
The opinion of the workers' representatives accompanies the file (loi 81-10, art. 6). In a recently incorporated Algerian entity, putting that representation in place becomes a scheduling prerequisite, to be handled before the first filing rather than during it.
Fines are counted per infraction recorded and per unnotified post. At high headcount, exposure is proportionate to team size.

The practical conclusion is that a mobilisation of several dozen people is not run file by file but on a deadline register: one line per worker, carrying entry date, filing cut-off, title expiry, the applicable renewal window and residence-card status. That register is the object we build and maintain for our clients, alongside the filings themselves.

What we handle

UpGrowth Connect acts as a service provider to the Algerian employing entity. We issue no title and we promise none. We qualify, assemble, file and follow the dossiers with the competent administrations.

Qualification of the applicable regime, assignment by assignment: work permit, temporary work authorisation, short secondment, or a category excluded from the title requirement.
Prior screening of the nominal list against the article 3 qualification floor, before any filing.
Assembly of the accord de principe file and filing with the territorially competent wilaya employment directorate.
Deposit of the job offer aimed at the national workforce with the wilaya employment agency, within the one-month window following notification of the agreement.
Preparation of the provisional work authorisation files and coordination with the consular post on work visas, including the repatriation undertaking.
Filing of the work-title dossier within the period running from each worker's entry, with receipts collected and archived.
Maintenance of the deadline register: expiries, the 45-day and 8-day renewal windows, the 48-hour termination notice, return of titles, annual nominal list.
Coordination with the residence card issued by the wilaya of the place of residence, whose validity cannot exceed that of the work title.
Sector-by-sector verification of the constraints specific to your activity and your contract, including any proportion requirement set by a sectoral text.
A named point of contact for headquarters and for the HR function of the Algerian entity, in English and in French.

Sources

Every statement on this page traces to one of the texts below. The governing texts are published in French in the Journal officiel; passages quoted on this page are our English renderings of that French original, and the links go to the official scans, not to secondary write-ups.

Loi n° 81-10 of 11 July 1981 on the conditions of employment of foreign workers, JO n° 28 of 14 July 1981, pages 683 to 685: https://www.joradp.dz/FTP/Jo-Francais/1981/F1981028.pdf
Décret n° 82-510 of 25 December 1982 setting the terms for granting the work permit and the temporary work authorisation to foreign workers, published under the Ministry of Labour heading, JO n° 56 of 28 December 1982, pages 1917 to 1919: https://www.joradp.dz/FTP/Jo-Francais/1982/F1982056.pdf
Loi n° 04-19, articles 7, 18 and 24 (public placement service, notification of vacancies, penalty): https://www.joradp.dz/FTP/Jo-Francais/2004/F2004083.pdf
Loi n° 08-11 of 25 June 2008 on the conditions of entry, stay and circulation of foreign nationals in Algeria, articles 16, 17 and 18: https://www.joradp.dz/FTP/Jo-Francais/2008/F2008036.pdf
2015 supplementary finance law, articles 55 and 56, which give articles 19 and 23 of loi 81-10 their current wording: https://www.joradp.dz/FTP/Jo-Francais/2015/F2015040.pdf
Ministry of Labour, Employment and Social Security, guide de procédures on the employment of foreign workers: https://www.mtess.gov.dz/fr/guide-de-procedures/
The same guide, PDF edition hosted by the Ministry of Foreign Affairs: https://mfa.gov.dz/media/images/PDF/Travai-en-Algerie-Guide_de_procedures-fr.pdf
The ministry's employment-legislation index, which lists under the foreign-workers heading loi 81-10, décret 82-510, décret 86-276 and loi 08-11: https://www.mtess.gov.dz/fr/legislation-et-reglementation-de-lemploi/

One point of candour, because it will save you a surprise. This page publishes no stamp-duty amount for the issue of a work permit or a temporary work authorisation. The amount set by the 2015 supplementary finance law was changed by a later finance law, and we do not publish a figure we have not read line by line in the Journal officiel. The amount in force on the day of filing is confirmed to you in writing during the engagement scoping.

Worth knowing

Have your nominal list screened before any filing

Article 3 forbids employing, even temporarily, a foreign worker whose qualification does not reach technician level. On a site workforce, that screen determines the share genuinely mobilisable. It happens before a single file is assembled.