Within the framework of professional immigration, the “Talent” long-stay visa is a key step for the settlement in France of highly qualified profiles.

Traditionally issued for a short duration, this visa is now subject to a gradual evolution in consular practices, raising questions for both employers and employees.

The historical principle: a 3-month Talent visa

For many years, consular authorities have issued the Talent long-stay visa for a 3-month period, followed by conversion into a 4-year multi-year residence permit after arrival in France.

Main advantage

This system allows:

• payment of the tax stamp only once (€225),
• rapid access to a multi-year residence permit, providing immediate administrative stability.

Practical drawback

In return, this short-duration visa imposes:

• a very tight timeframe to secure accommodation,
• even though proof of a stable address is required to file the residence permit application.

This constraint can prove particularly challenging for employees newly arriving in France.

A new trend: the 1-year Talent visa

Since the publication of the Hermelin report in April 2023, a new practice has been gradually emerging:
the issuance of a long-stay visa equivalent to a residence permit (VLS-TS) “Talent” valid for 12 months, renewable.

Main advantage

This format provides a more comfortable timeframe to:

• settle more sustainably,
• search for permanent housing,
• complete initial administrative formalities in France.

Constraints to anticipate

However, this option entails several limitations:

• payment of the tax stamp twice (€200 upon arrival, then €225 when applying for the residence permit),
• a one-year postponement of the application for the multi-year residence permit,
• and above all, the risk of changes in eligibility criteria between arrival in France and the filing of the application (for example, an increase in the required salary threshold).

A still-progressive implementation

It should be emphasized that the issuance of a 1-year VLS-TS Talent is not automatic.
It depends on:

• the practices of the consular post,
• the country where the application is filed,
• and the assessment of the consular authority.

At this stage, 3-month Talent visas therefore remain common.

Informing the employee and the employer: a key issue

In light of the coexistence of these two practices, information is critical.

The employee must be informed of both possible scenarios and of the fact that the visa duration remains at the discretion of the consular authorities.

The employer must be made aware of the implications of a one-year visa, particularly the risk associated with changes in eligibility criteria at the time of the residence permit application.

Insufficient anticipation may lead to unexpected adjustments in the management of the employee’s immigration status.

Key takeaways

• The Talent visa has historically been issued for 3 months, with rapid conversion into a multi-year residence permit.
• A trend toward one-year visas is developing, but it is not yet widespread.
• Each option presents advantages and constraints that must be carefully anticipated.
• Clear information for both the employee and the employer is essential to secure the settlement process.

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