Posted workers in France
Posting a worker to France: the SIPSI checks
A posted-worker arrangement (`détachement`) covers temporary work in France while the employment relationship with the foreign employer continues; it is not the same as permanent local hiring. Depending on the service and sector, a SIPSI declaration, representative in France and inspection documents may be required, subject to exceptions that must be checked. Start with the service, duration, sector and employer link. This tool prepares the checklist; it does not decide that the arrangement qualifies as a lawful posting.
Jurisdiction: France · French law
Official route map
Follow the checkpoints in order without treating this map as a deadline calculator.
- 01Is the assignment genuinely temporary?
Document the planned start, end and return without deciding legal qualification.
- 02What employment relationship continues with the foreign employer?
Keep the contract, pay and work organization visible.
- 03Which service will be performed in France?
Describe the service contract and French recipient by category.
- 04Must a SIPSI declaration be filed?
Check the rule and exceptions on the official portal before arrival.
- 05Is a representative in France required?
The representative’s role and period must follow the rules applicable to the assignment.
- 06Which documents must remain available?
Prepare contract, pay, working-time, posting and sector documents required for inspection.
Classify the next question—without entering case facts
Choose a category only. No date, amount, name, identifier, document or free text is sent to analytics.
Is the assignment genuinely temporary?
Document the planned start, end and return without deciding legal qualification.
Verify this route against the cited official source and the complete document.
- SIPSI_VERIFY · Document the planned start, end and return without deciding legal qualification.
- SECTOR_EXCEPTION_VERIFY · Keep the contract, pay and work organization visible.
- PERMANENT_HIRE_EXIT · Describe the service contract and French recipient by category.
- SOCIAL_SECURITY_CHECK · Check the rule and exceptions on the official portal before arrival.
Is the assignment genuinely temporary?
Document the planned start, end and return without deciding legal qualification. Read the complete current document and preserve the underlying evidence before applying this point to a case.
What employment relationship continues with the foreign employer?
Keep the contract, pay and work organization visible. Read the complete current document and preserve the underlying evidence before applying this point to a case.
Which service will be performed in France?
Describe the service contract and French recipient by category. Read the complete current document and preserve the underlying evidence before applying this point to a case.
Must a SIPSI declaration be filed?
Check the rule and exceptions on the official portal before arrival. Read the complete current document and preserve the underlying evidence before applying this point to a case.
Is a representative in France required?
The representative’s role and period must follow the rules applicable to the assignment. Read the complete current document and preserve the underlying evidence before applying this point to a case.
Which documents must remain available?
Prepare contract, pay, working-time, posting and sector documents required for inspection. Read the complete current document and preserve the underlying evidence before applying this point to a case.
Does the sector have a special exception?
Transport and other sectors may need a dedicated official rule. Read the complete current document and preserve the underlying evidence before applying this point to a case.
When should this become a French hiring question?
Habitual work in France belongs in the foreign-employer hiring route. Read the complete current document and preserve the underlying evidence before applying this point to a case.