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The Olympic Minute – episode 2

BCTG Avocats

Published on 24 April 2024 at 14h26

Reading time 2 minutes


How to manage the increase in activity linked to the Olympic Games?

Seconding employees from one of the group’s foreign entities to France?

Anticipate: the procedures can be lengthy

For employees of nationalities other than those of European Union member states (allow 2 to 3 weeks for British employees, for example).

Tips: Don’t hesitate to contact the Official Committee of the Olympic and Paralympic Games (COJOP).

Ask for a letter of recommendation from the Official Committee of the Olympic and Paralympic Games: this will support your visa application with the relevant authorities and may also (under certain conditions) be used to support your visa application.

In certain specific cases, it is possible to depart from the usual visa-issuing process by visa application directly to the Olympic Consulate.

Steps to be taken :

  • Obligation to obtain a work permit before arriving in France (if original employer based outside the EU)
  • A pre-declaration must be made to the social security organization in the country of origin (via SIPSI – form A1) (for EU and non-EU nationals).
  • An employer’s representative in France must be appointed, to act as a point of contact for the Labour Inspectorate.
  • In the event of an inspection, documents must be handed over immediately to the labor inspectorate.
  • Except in the case of EU workers or bilateral agreements, seconded workers must in principle be subject to the French social security system.
  • Adapt legal documentation to take account of secondment to the host company (place(s) of secondment, applicable working hours and any specific conditions linked to secondment, while obtaining the employee’s agreement).
  • A “hard core” of French labor law rules and the host company’s internal rules will apply to the employment relationship.

Penalties for non-compliance with specific procedures:

  • Financial penalties (ie: minimum wage, overtime, Urssaf adjustment)
  • Administrative fines
  • High penal risk (ie: offence of illegal employment in particular)

Contact

Sabine des Paillerets
Camille le Nea

See also...

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