Guest authored by Clarisse DELAITRE, Lawyer, Head of Majorelle Mobility, the international desk of Majorelle Avocats (France)
Professional immigration to France—situated at the crossroads of legal, economic, and political issues—remains at the center of ongoing debate and current events. Just recently, France announced the possibility of restricting work visas for Algerian nationals amid rising diplomatic tensions and suspending visa exemptions for holders of Algerian diplomatic passports.
In 2024, France issued 2,858,083 visas, a 16.8% increase over 2023. This growth was driven primarily by short-stay visas, particularly for tourism (+24.6%) and economic reasons (+12.0%).
The top nationalities among visa applicants in 2024 reflect shifting migration dynamics: Chinese, Moroccan, Indian, Algerian, Turkish, Russian, Saudi, Tunisian, Lebanese, and Filipino nationals were among the most represented.
In 2023, France issued 12,670 visas to U.S. nationals. This trend continued in 2024, with around 13,000 first residence permits issued to Americans, marking a 5% increase on the previous year.
These figures testify to France’s continuing attractiveness to American citizens, particularly in the areas of higher education, skilled employment and professional mobility.
These trends unfold against a complex political and socio-economic backdrop. The re-election of Donald Trump in the United States has reinforced restrictive migration policies, influencing the flow of skilled workers toward Europe. Meanwhile, the war in Ukraine has resulted in a significant influx of refugees and temporary workers seeking protection in France. Together, these developments have intensified tensions in an already strained French labor market, marked by shortages in key sectors and growing competition for talent.
In response to these challenges, French immigration law and policy must continue to evolve. A recent joint report by the European Migration Network and the OECD highlights initiatives across the EU to attract international talent, particularly in healthcare, IT, research, and engineering.
1. Persistent Operational Difficulties in Residence Permit Processing
Across the board, immigration professionals, HR directors, and recruitment managers agree: professional immigration procedures—especially for residence permits (first applications, renewals, changes of status)—remain highly complex. Some notable issues include:
Challenges with the Digital Administration for Foreigners in France (ANEF)
In a report dated December 11, 2024, the Défenseur des Droits (Ombudsman) detailed numerous issues with ANEF, noting that despite good intentions, the platform falls short of simplifying procedures and instead exacerbates existing problems. Problems include persistent technical bugs, confusing design, staggered rollouts, and inadequate user support, even though the platform is now mandatory.
Ongoing delays at the Préfecture
These delays occur at multiple stages: difficulty booking appointments, slow issuance of residence permit extensions, and lack of response to renewal requests. As a result, foreign nationals may fall into precarious or irregular situations, potentially losing jobs or access to social benefits—or facing removal orders (OQTFs).
These delays have led to a rise in administrative litigation. The Conseil d’État has reaffirmed that receiving a timely administrative response is a legal right (e.g., CE, June 10, 2020, no. 435594; CE, June 9, 2022, no. 453391). Foreign nationals may now request court intervention or claim monetary compensation for professional and moral harm caused by administrative inaction.
2. Hiring Foreign Workers in France: Recent Updates and Ongoing Challenges
The New European Blue Card: A Fresh Breeze for Qualified Immigration
Long regarded as one of the most coveted titles in French immigration law, the European Blue Card, integrated into the Talent Passport scheme, is undergoing a major overhaul. This change, effective from May 2, 2025, clearly reflects a commitment: to make France a welcoming, transparent, and competitive destination for international talent.
Introduced in 2012, the primary goal of this card was to attract highly skilled professionals by offering not only the right to reside and work but also the prospect of family integration and long-term stability. Today, it aligns more closely with European standards, easing several of its requirements.
The employment contract required can now be as short as six months — down from the previous twelve. The qualifications needed are also more flexible: a bachelor’s degree (or equivalent) or five years of professional experience suffice. Even better, certain professions will have access with three years of experience over the past seven years, as specified by an upcoming decree.
The duration of the residence permit can now be up to four years, with adjustments depending on the contract’s length. The minimum salary, set by decree, is €53,836.50 gross annually, excluding bonuses.
Another significant update: intra-EU mobility has been made easier. A one-year stay in another EU Member State under an equivalent permit now allows individuals to apply for the Blue Card in France — with a reduced waiting period of six months for subsequent intra-EU mobility.
Family integration is also enhanced. The spouse and minor children are eligible for a Talent Passport – Family permit, which grants them the right to live and work in France. After five years of uninterrupted residence in the EU, including two years in France, the permit can be renewed on this basis.
Finally, this card offers accelerated access to the EU long-term resident card and, potentially, to French nationality after five years of legal residence.
In sum, the new Blue Card stands as a powerful tool for economic sovereignty and talent attraction. For businesses, it is a strategic asset in the global war for talent. For candidates, it represents a promise: the opportunity to settle, be recognized, and build a future in France.
New Guidelines on Exceptional Admission to Residence (AES) – January 23, 2025
A new Circular from Interior Minister Bruno Retailleau updates the framework for exceptional residence permits (AES), based on Article L.435-1 of the CESEDA and the 2012 “Valls” Circular.
While the process remains largely the same, the Retailleau Circular emphasizes stricter integration requirements, including:
. Respect for the values of the Republic, such as equality, secularism, human dignity, and national symbols.
. French language proficiency, demonstrated through diplomas, certifications, or other evidence.
For AES applications based on employment, preference will now be given to jobs in high-demand sectors, per a 2021 decree (soon to be updated).
Applicants outside these sectors may find it harder to regularize their status. Importantly, employer involvement in an AES application does not shield them from potential sanctions for employing someone without valid status.
3. Upcoming Implementation of EES and ETIAS Systems
To enhance border security and migration management, two major EU systems are set to launch:
EES (Entry/Exit System)
Originally planned for November 2024 but now delayed to sometime in 2025, the EES will digitally track the entry and exit of third-country nationals across Schengen Area borders.
Replacing passport stamps, EES will record all arrivals, departures, and overstays electronically—affecting travelers at land, air, and sea borders (except Cyprus and Ireland).
ETIAS (European Travel Information and Authorization System)
Expected by 2025, ETIAS applies to citizens of around 60 non-EU countries who currently enjoy visa-free short stays.
Modeled after the U.S. ESTA system, ETIAS will:
. Be valid for up to 90 days within a 180-day period
. Allow multiple entries over a 3-year period (or until passport expiration)
. Require an online application before travel
About the author
Clarisse DELAITRE, Partner and Head of Majorelle Mobility, joined Majorelle Avocats in 2020 to develop the firm’s international practice and to lead its global mobility and business immigration services (Mobilité Internationale et Immigration | Majorelle Mobility).
Clarisse advises French and international companies of all sizes and across all sectors on the full range of issues related to international employee mobility. Her expertise includes the recruitment of foreign employees, the secondment or expatriation of teams abroad, and the posting of foreign workers to France—whether in the context of intra-group mobility, international subcontracting, or cross-border service provision.
Fluent in English and German, Clarisse also supports foreign companies in launching operations in France and managing the employment law aspects of their local workforce.
She is a member of the Franco-American Chamber of Commerce (FACC) in New York since 2021.
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