Navigating the requirements for foreign nationals seeking to live and work in French Polynesia involves understanding a system that combines elements of French national law with specific territorial regulations. For individuals planning a stay exceeding 90 days, particularly for employment purposes, obtaining the appropriate long-stay visa and subsequent work authorization is a mandatory process. This framework ensures compliance with local labor market needs and immigration policies.
The process typically requires coordination between the prospective employer in French Polynesia and the foreign national. The employer often initiates the work authorization application with local authorities, which is a prerequisite for the individual to apply for their long-stay visa at the relevant French consular post in their country of residence. Successful navigation of these steps is essential for legal employment and residency in the territory.
Common Visa Types for Foreign Workers
Foreign nationals intending to work in French Polynesia for more than 90 days generally require a long-stay visa serving as a residence permit (Visa Long Séjour valant Titre de Séjour - VLS-TS). The specific type of VLS-TS depends on the purpose of the stay. For employment, the most relevant categories are typically:
- VLS-TS "Salarié" (Employee): For individuals coming to French Polynesia under an employment contract with a local company. This visa is issued after the employer has obtained work authorization.
- VLS-TS "Travailleur Temporaire" (Temporary Worker): For individuals undertaking specific, often short-term, work assignments or contracts. This also requires prior work authorization.
Short-stay visas (up to 90 days) may be required depending on the traveler's nationality, even for tourism or business visits that do not involve local employment. However, these do not permit gainful employment in French Polynesia.
| Visa Type | Purpose | Duration (Initial) | Work Permitted? |
|---|---|---|---|
| VLS-TS "Salarié" | Employment under contract | 1 year | Yes |
| VLS-TS "Travailleur Temporaire" | Specific temporary work assignment | Varies (up to 1 year) | Yes |
| Short-Stay Visa | Tourism, Business (under 90 days) | Up to 90 days | No |
Work Permit Application Requirements and Procedures
The process for obtaining the right to work in French Polynesia is primarily initiated by the prospective employer.
Employer's Role: Work Authorization Application
The employer in French Polynesia must apply for work authorization (autorisation de travail) from the local labor authorities, specifically the Direction du Travail et de l'Emploi (DTE). This application aims to demonstrate:
- The necessity of hiring a foreign national for the specific position.
- That no suitable local candidate (French or legally resident foreign national) is available for the role after conducting recruitment efforts.
- Compliance with local labor laws, including offering a salary and working conditions comparable to those of local employees in similar roles.
Required documentation from the employer typically includes:
- Proof of the company's legal existence and registration.
- Detailed job description and employment contract draft.
- Evidence of recruitment efforts (advertisements, results).
- Justification for hiring a foreign national.
- Financial stability of the company.
Processing times for work authorization can vary significantly, often taking several weeks to a few months, depending on the complexity of the case and the workload of the DTE. There are associated application fees payable by the employer.
Employee's Role: Long-Stay Visa Application
Once work authorization is granted to the employer, the foreign national can apply for the appropriate VLS-TS at the French embassy or consulate in their country of residence.
Required documentation from the employee typically includes:
- Completed long-stay visa application form.
- Valid passport (valid for at least three months beyond the intended stay).
- Passport-sized photographs.
- Proof of work authorization granted to the employer.
- Copy of the proposed employment contract.
- Proof of accommodation in French Polynesia.
- Medical certificate.
- Criminal record check.
- Proof of sufficient financial resources (though the employment contract serves as primary proof for a work visa).
- Any other documents requested by the consulate (e.g., educational qualifications, professional experience proof).
Visa application fees apply and vary depending on the applicant's nationality and the specific visa type. Processing times for the visa application also vary by consulate but generally take several weeks after the work authorization is approved. Upon arrival in French Polynesia with the VLS-TS, the individual must register with the local authorities (typically the High Commission) to validate their visa as a residence permit.
Pathways to Permanent Residency
Obtaining permanent residency in French Polynesia is a multi-year process that typically requires a period of continuous legal residence and employment. Foreign nationals initially holding a VLS-TS "Salarié" will need to renew their residence permit (carte de séjour) periodically, usually annually or biennially, depending on the permit type obtained after the first year.
After several years of legal and continuous residence (often five years, though specific conditions and exceptions may apply), individuals may become eligible to apply for a long-term resident card (carte de résident de longue durée) or a permanent resident card. The criteria for permanent residency often include:
- Proof of stable and sufficient financial resources.
- Proof of integration into French Polynesian society (e.g., knowledge of French language and culture).
- Absence of criminal record.
- Continuous legal residence for the required period.
The application is submitted to the High Commission in French Polynesia, and processing times can be lengthy.
Dependent Visa Options
Foreign nationals holding a valid long-stay work visa and residence permit in French Polynesia can typically apply for their immediate family members (spouse and minor children) to join them through a process similar to family reunification (regroupement familial).
The main visa holder must demonstrate:
- Sufficient and stable financial resources to support their family.
- Adequate housing in French Polynesia for the entire family.
- Proof of the family relationship (marriage certificate, birth certificates).
Family members will need to apply for a long-stay visa for family reunification at the French consulate in their country of residence. Upon arrival, they will also need to register with local authorities to obtain their residence permits. These permits are usually tied to the status of the main visa holder.
Visa Compliance Obligations for Employers and Employees
Maintaining legal status is crucial for both employers and foreign employees in French Polynesia.
Employer Obligations
- Ensure Valid Status: Employers must verify that any foreign national they employ holds valid work authorization and a valid residence permit allowing them to work.
- Compliance with Labor Law: Adhere to all local labor regulations, including minimum wage, working hours, and social contributions, for foreign employees just as for local staff.
- Reporting Changes: Notify the DTE and relevant authorities of any changes to the employee's contract, position, or termination of employment.
- Record Keeping: Maintain accurate records of the employee's immigration status and employment details.
Employee Obligations
- Maintain Valid Status: Ensure their visa and residence permit remain valid throughout their stay and employment. Initiate renewal procedures well in advance of expiry dates.
- Adhere to Permit Conditions: Only engage in the type of work and for the employer specified on their work authorization and residence permit.
- Report Changes: Inform the authorities of significant changes in their personal situation (e.g., change of address, marital status).
- Comply with Laws: Abide by all French Polynesian laws and regulations.
Failure to comply with these obligations can result in significant penalties for both the employer and the employee, including fines, deportation of the employee, and legal repercussions for the employer.
