Navigating the process of employing foreign workers in Reunion requires a clear understanding of the local immigration and labor regulations. As an overseas department of France, Reunion follows the general framework of French and European Union immigration law, with specific adaptations for its regional context. This involves obtaining appropriate visas for entry and long stays, coupled with securing the necessary work authorization that permits employment within the territory.
For companies looking to hire international talent in Reunion, ensuring compliance from the outset is crucial. This typically involves the employer initiating the work authorization process before the prospective employee can apply for a long-stay visa from their country of residence. The procedures are designed to regulate the local labor market while allowing businesses access to specialized skills when needed.
Common Visa Types for Foreign Workers
Foreign nationals intending to work in Reunion for more than 90 days generally require a long-stay visa equivalent to a residence permit (Visa Long Séjour valant Titre de Séjour - VLS-TS). This visa allows the holder to enter Reunion and reside legally for up to one year, during which they must register with the French Office for Immigration and Integration (OFII) to validate their visa as a residence permit.
The most common VLS-TS category for employees is the VLS-TS "salarié" (employee). This visa is specifically for individuals who have secured an employment contract with a company based in Reunion. Other categories like the VLS-TS "passeport talent" might be applicable for highly skilled workers, researchers, or individuals with specific contributions, offering a potentially faster route and longer initial validity (up to 4 years). Short-stay (Schengen) visas are only suitable for business trips or short assignments not exceeding 90 days within a 180-day period and do not permit full-time employment.
| Visa Type | Purpose | Maximum Initial Stay | Work Authorization Required? |
|---|---|---|---|
| VLS-TS "salarié" | Long-term employment under contract | 1 year | Yes (integrated) |
| VLS-TS "passeport talent" | Highly skilled workers, researchers, etc. | 4 years | Yes (integrated) |
| Short-Stay (Schengen) | Business trips, short assignments (<90 days) | 90 days | No (for employment) |
Work Permit Application Requirements and Procedures
The process for obtaining work authorization for a foreign employee in Reunion is primarily initiated by the employer. The employer must apply for work authorization (autorisation de travail) on behalf of the prospective employee. This application is typically submitted to the relevant labor authorities (Direction régionale de l'économie, de l'emploi, du travail et des solidarités - DREETS).
Employer Requirements:
- Prove the necessity of hiring a foreign national.
- Demonstrate that no suitable candidate could be found within the local labor market (often requires proof of recruitment efforts).
- Provide details of the employment contract, including salary, position, and working hours, which must comply with French labor law and collective agreements.
- Submit company registration documents.
Employee Requirements:
- Possess the qualifications and experience required for the position.
- Provide identification documents (passport).
- Submit educational and professional certificates.
- Provide proof of previous employment.
Once the work authorization is approved by the DREETS, the file is forwarded to the OFII, which handles the administrative processing and integration aspects. The employee is then notified and can apply for the VLS-TS "salarié" at the French consulate or embassy in their country of residence.
Application Procedure Steps:
- Employer submits work authorization request to DREETS in Reunion.
- DREETS reviews the application, considering labor market situation.
- If approved, the file is sent to OFII.
- OFII processes the file and sends authorization to the employee's country of residence and the relevant consulate.
- Employee applies for VLS-TS "salarié" at the French consulate/embassy, providing required documents and the work authorization approval.
- Upon arrival in Reunion, the employee must contact OFII to validate their VLS-TS as a residence permit.
Processing Times and Fees:
Processing times for work authorization and visas can vary significantly depending on the nationality of the applicant, the complexity of the case, and the workload of the authorities and consulates. Work authorization processing by DREETS can take several weeks to a few months. Visa processing times at consulates also vary but can range from a few weeks to over a month after the work authorization is approved.
Fees include administrative fees for the work authorization application paid by the employer (varying based on salary) and visa application fees paid by the employee (standard Schengen visa fees apply for the VLS-TS, currently around €99, but subject to change and potential waivers for certain categories). Additional fees are payable to OFII upon arrival for validating the visa/residence permit.
Pathways to Permanent Residency
After residing legally in Reunion (or mainland France/other French departments) for a continuous period, foreign nationals may become eligible to apply for a long-term residence permit. The standard pathway to obtaining a carte de résident (10-year residence permit) typically requires five years of continuous legal residence under a valid residence permit (such as the VLS-TS validated by OFII, followed by multi-year permits).
Eligibility criteria for the 10-year card include:
- Five years of legal and continuous residence.
- Proof of stable and sufficient financial resources.
- Adequate health insurance.
- Integration into French society, including knowledge of the French language (typically A2 level or higher) and understanding of French values and the Republic's principles.
- No criminal record.
Certain categories, such as holders of the "passeport talent" permit, may have slightly different or accelerated pathways. The application for a 10-year card is submitted to the local Prefecture in Reunion.
Dependent Visa Options
Foreign workers holding a valid long-stay visa or residence permit in Reunion can often bring their family members to join them. The primary pathway for family members (spouse and minor children) is through the family reunification (regroupement familial) procedure or, in some cases, by applying for accompanying family visas concurrently with the main applicant.
For family reunification, the main permit holder must have resided legally in Reunion for a minimum period (usually 18 months) and demonstrate stable housing and sufficient financial resources to support their family. The application is submitted to the OFII.
Alternatively, spouses and children of holders of certain permits, like the "passeport talent," can often apply for a VLS-TS marked "vie privée et familiale" (private and family life) at the same time as the main applicant, allowing them to enter Reunion together and obtain a residence permit upon arrival.
Required documents for dependents typically include:
- Proof of relationship (marriage certificate, birth certificates).
- Passports.
- Proof of the main applicant's valid residence status, housing, and financial resources.
Visa Compliance Obligations for Employers and Employees
Maintaining legal status is a shared responsibility between the employer and the foreign employee in Reunion.
Employer Obligations:
- Ensure the employee has valid work authorization and a residence permit allowing them to work.
- Verify the authenticity of the employee's documents.
- Declare the hiring of the foreign employee to the relevant authorities.
- Adhere to all French labor laws, including minimum wage, working hours, and social contributions.
- Notify authorities of any changes in the employee's situation (e.g., change in job role, termination of contract).
- Pay the required taxes and social security contributions for the employee.
Employee Obligations:
- Maintain a valid passport and residence permit at all times.
- Comply with the conditions of their visa and residence permit (e.g., only work for the sponsoring employer in the specified role).
- Notify authorities of any changes in their personal situation (e.g., change of address, marital status).
- Apply for renewal of their residence permit before it expires.
- Respect French laws and public order.
Failure to comply with these obligations can result in penalties for both the employer and the employee, including fines, deportation of the employee, and restrictions on the employer's ability to hire foreign workers in the future. Regular checks and proactive management of immigration status are essential for smooth and legal employment of foreign nationals in Reunion.
