I. Main Visa and Work Permit Types

The table lists only the principal types covered in this guide and is not exhaustive.

1. Short-Term Tourism and Business Visits

Chinese ordinary-passport holders travelling to France for short-term tourism or business generally need an applicable Schengen Type C visa. Schengen stays are generally limited to a cumulative 90 days in any 180-day period, counting stays across Schengen states together.

Visa validity and entries are not the same as the authorized stay. A short visit does not automatically grant work rights, and any work-permit exemption must still meet French conditions.

Whether an activity qualifies as a visit depends on actual duties, not the itinerary label or where salary is paid. Installation, repair, training and on-site client services require particular review.

2. Salarié Status

Salarié status applies to ordinary employees holding a French indefinite-term employment contract (CDI).

The applicant must have a genuine CDI and meet role-qualification and statutory or collective-agreement salary requirements. The employer must meet the relevant work-authorization conditions. Labour-market conditions or exemptions depend on the occupation and applicant status.

The applicant generally first receives a Salarié long-stay visa or residence status valid for up to one year. Further residence may be available where continued employment, integration and applicable language conditions are met.

Work authorization is linked to the employment contract and employer. A change of employer or termination requires separate treatment of work authorization and residence.

3. Travailleur temporaire Status

This status applies to employees holding a French fixed-term contract (CDD); three to twelve months should not be treated as a universal duration for every CDD.

The applicant must hold a genuine fixed-term contract, applicable work authorization and role qualifications. Salary and working conditions must comply, and the actual activity, contract and stay must match the approved status.

The first residence period is generally up to one year and is also limited by the CDD. Renewal depends on the continuing original or new contract and corresponding work-authorization conditions.

Termination, extension or employer change requires work-authorization and residence procedures together. This status does not automatically convert to Salarié status.

4. Talent – EU Blue Card

This card applies to highly skilled, highly paid non-EU employees recruited by a French employer.

The applicant must hold a highly skilled contract of at least six months, have qualifying higher education or professional experience, and earn at least EUR 53,836.50 gross annually. Regulated professions also require professional authorization. No separate ordinary work authorization is required.

For a contract of at least two years, the card generally matches the contract term up to four years. For a contract under two years, validity is generally the contract term plus three months, up to two years.

Renewal, intra-EU mobility, employer changes and unemployment must be checked under the rules in force on the date of the event; no uniform grace period should be assumed.

II. Entry, Dependants and Other Arrangements

Visas, work approvals and residence documents must match the person's actual activities and align in validity. A pending application, contract or invitation does not prove authorization to enter, reside or work.

1. Family of Salarié holders: Apply through family reunification or another family status; family residence does not automatically mean immediate work rights.
2. Family of Travailleur temporaire holders: Accompanying eligibility and work rights must be assessed separately according to stay duration and approved residence status.
3. Family of Talent EU Blue Card holders: Talent famille members may accompany the holder and generally have work rights, but each must complete their own visa or residence procedures.
4. Other statuses: Study, transit and other personal categories have separate requirements.

III. Renewals, Changes, Termination and Status Maintenance

IV. Support sailglobal Can Provide

If a company plans to send personnel to France for business visits, local employment or short projects, or arrange accompanying family, it can contact sailglobal to understand applicable pathways and requirements based on status, duties and itinerary.

Visa, work-permit and residence applications are independently assessed by the authorities. sailglobal does not guarantee approval or a fixed issuance date.