France Implements EU Blue Card Reform

On May 2, 2025, France officially enacted Law No. 2025-391, ushering in sweeping reforms to its EU Blue Card program, in alignment with Directive 2021/1883. These pivotal changes mark a significant evolution in France’s skilled migration framework, aiming to attract top global talent by simplifying requirements and offering more mobility options for highly qualified workers.

The EU Blue Card, a flagship program designed to enhance the EU’s competitiveness in the global talent market, now becomes more accessible, flexible, and aligned with the needs of modern industries, especially the tech-driven sectors.

Below is a comprehensive overview of the key updates under the new French Blue Card regulations.

Eligibility Criteria 

One of the major highlights of the reform is the adjustment of employment contract requirements, making the process notably more accessible.

Employment Contract Duration:

Previously, applicants were required to secure a minimum 12-month employment contract. The new law reduces this to six months, opening the door for more short-term but high-skilled projects and roles.

Qualifications:

The educational and experience requirements remain largely consistent:

🔸Holders of at least a bachelor’s degree (equivalent to three years or more of higher education).

🔸Alternatively, five years of relevant professional experience.

🔸A new option introduces eligibility for applicants with three years of experience within the last seven years, but this is limited to specific roles to be detailed by an upcoming decree, likely targeting the ICT sector.

These updates modernize the scheme by reflecting the dynamic nature of sectors like technology and research, where skills can sometimes outweigh formal qualifications.

Salary Threshold 

While many criteria have seen significant reforms, the salary threshold remains unchanged at 1.5 times the average gross annual salary, currently fixed at EUR 53,837—a figure untouched since 2016.

It is, however, anticipated that this threshold will soon be updated via decree, providing a more realistic reflection of the current labor market, especially considering France’s ambition to attract premium global talent.

Change of Employer: Continuing Flexibility

There are no changes to the existing flexibility for Blue Card holders to change employers in France.

Since April 2021, holders of the French Blue Card have enjoyed the liberty to change employers without requiring prior approval, as long as they continue to meet the eligibility standards.

This regulatory consistency further enhances the appeal of France’s Blue Card pathway, offering stability and autonomy for skilled professionals already within the system.

Long-Term Mobility and the 10-Year Residence Card

Perhaps the most impactful updates are seen in the domain of intra-EU mobility and long-term residency rights.

Intra-EU Mobility

🔸Blue Card holders from another EU Member State can now relocate to France after 12 months (previously 18 months) without a visa.

🔸They must still apply for the French Blue Card within 30 days of arrival.

Access to the 10-Year Residence Card

🔸Years spent on the Blue Card in other EU countries now count toward France’s 5-year residency requirement, unlocking the 10-year residence card.

🔸Specifically, the 10-year card is accessible to:

·French Blue Card holders for at least 2 years prior to applying.

·Those who have held (within the previous 3 years) any of the following permits in France or another EU Member State:

• • • ▹Blue Card

    • ▹Highly-Skilled Worker

    • ▹Scientific Researcher

    • ▹Beneficiaries of international protection

These provisions are a major incentive for skilled workers seeking long-term stability and integration in France, as they streamline the path toward permanent residency rights.

New Grounds for Refusal: Strengthening Compliance Measures

In a move to ensure integrity and employer accountability, France has also introduced new grounds for refusing Blue Card applications:

🔸Applications may now be refused if the employer primarily operates to facilitate immigration, rather than genuine economic activity.

🔸Violations of labour, tax, or social laws by the employer will also be grounds for refusal.

This aims to curb abuse of the Blue Card system and reinforce the credibility of employers, ensuring only legitimate and compliant businesses can sponsor skilled workers.

Conclusion

With the implementation of Law No. 2025-391, France has signaled its clear commitment to strengthening its position within the EU and global talent ecosystem.

By streamlining processes, expanding eligibility, and enhancing mobility rights, the reformed EU Blue Card scheme reflects France’s ambition to be a magnet for high-value skills, particularly in ICT and emerging sectors.

For more information or specific case advice, organizations and applicants can reach out to xpath.global, your trusted partner in global mobility compliance.

FAQs

What is the new minimum contract duration under France’s Blue Card reform?

The minimum contract duration has been reduced from 12 months to six months, offering more flexibility to employers and applicants.

Can work experience now replace formal education?

Yes, under the new rules, three years of experience within the last seven years may suffice for certain roles, particularly in sectors such as ICT, once defined by decree.

Has the salary threshold been updated?

No, the salary threshold remains at EUR 53,837, but it is expected to be updated soon via decree.

What are the new employer-related grounds for Blue Card refusal?

Applications may be refused if the employer is found to mainly facilitate immigration or is in violation of labour, tax, or social laws.

Need Guidance?

For tailored advice on navigating these changes, contact your xpath.global representative or submit an inquiry here.

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