The multi-year residence permit labelled “Talent – EU Blue Card” is a key tool in France’s strategy to attract highly qualified foreign talent. On 30 April, the French parliament passed a law to reform this status. It entered into force on May 2, 2025. If it does not overturn the core principles, it introduces significant clarifications and relaxations, with direct implications for HR practices in international mobility. Here is what you need to remember:

1. Expanded Professional Eligibility

The eligibility criteria for the card have been relaxed to better reflect the diversity of professional backgrounds:

• The academic level requirement (a degree from at least three years of higher education) remains valid;
• The alternative route—five years of equivalent professional experience—is still accepted;
• New: Applicants can now qualify with three years of relevant experience within the last seven years—a relaxed criterion for certain professions, allowing access for skilled but non-degree holders with practical experience.

1. Official Clarification: 6-Month Fixed-Term Contracts Are Eligible

Contrary to common belief, the reform does not introduce a new possibility, but rather confirms in law what was already being done in practice. Until now, some prefectures issued “Talent – EU Blue Card” permits for contracts shorter than 12 months, often after discussions or attempts to requalify the contract.

The new law:

• Officially establishes that 6-month fixed-term contracts (CDD) are eligible for the card, harmonizing prefectural practices;
• Specifies that in such cases, the residence permit will be valid for the contract duration plus 3 months, providing security at the end of the assignment (renewal, transition, job search).

So this is not a new right, but a useful clarification to prevent varied interpretations—especially relevant in cases of intra-EU mobility or status change from student or employee permits.

1. Salary Threshold Clarified

The reform reiterates that the salary must be at least 1.5 times the national gross average annual salary.

• The currently applicable amount is €53,836.50 gross per year.
• This threshold may be revised in upcoming regulatory decrees.

1. Validity Period Aligned with Contract Duration

The reform clarifies rules on card validity, formally establishing practices that have varied until now:

• For contracts of 2 years or more: the card is issued for the length of the contract, up to a maximum of 4 years;
• For contracts under 2 years: the card is now issued for the length of the contract plus 3 months, up to a maximum of 2 years.

This 3-month extension, often applied in practice, is now enshrined in the law, ensuring greater consistency among prefectures and better end-of-contract support (job search, renewal).

Again, this is not a new feature but a welcome clarification, especially helpful for employers managing permit expiration timelines.

1. Simplified Intra-European Mobility

The new rules enhance the fluidity of professional mobility within the EU:

• A holder of an EU Blue Card issued by another Member State can now apply for the French card after 12 months of residence (down from 18 months);
• From the second mobility onward, this waiting period drops to 6 months;
• No visa is needed to enter France under this framework.

1. Easier Access to EU Long-Term Resident Status

Another important change: periods spent under other residence permits (not just Blue Cards) within the EU are now counted toward the 5 years required to qualify for the EU Long-Term Residence Card (valid for 10 years).

This ensures better administrative continuity for international careers.

1. Strengthened Safeguards to Prevent Abuse

The reform also tightens controls:

• Increased scrutiny in cases of business creation for migratory purposes or in cases of social, fiscal, or criminal offenses;
• Possibility of refusal or withdrawal of the card if non-compliance is proven.

1. Card Maintained in Case of Job Loss

In the case of involuntary job loss, the card remains valid for the duration of the individual’s unemployment benefit entitlement, as per Article L. 5422-1 of the Labor Code.

Summary

 

The May 2025 reform brings a pragmatic and favorable evolution of the “Talent – EU Blue Card” system. It:

• Expands eligibility to more qualified profiles,
• Introduces flexibility for employers,
• Facilitates intra-European talent mobility,
• Strengthens safeguards against misuse.

For HR professionals, this is a strategic lever to address skilled labor shortages while securing international mobility processes.

Any questions? Contact us on contact@22-55.fr or via our LinkedIn page!