R.I.S International

Frequently Asked Questions

What is the cost of hiring foreign workers?
What are the benefits?
Why is it a valuable solution?

How can you ensure compliance with regulations?
What is the role of RIS?
Is it legal?

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Our Answers

What Is the Cost of Hiring Foreign Workers?

When regulations are properly followed, several obligations must be met:

  • Pay workers according to French salary standards
  • Pay end-of-assignment compensation and paid leave entitlements
  • Provide accommodation for temporary workers
  • Pay social security contributions in the worker’s home country

As a result, the working conditions of a Polish temporary worker are almost identical to those of a French temporary worker with the same qualifications and skills. This ensures equal treatment and full compliance with legal obligations toward all workers.

Who are we?

R.I.S International 

What Are the Benefits?

The main benefit for your business is access to personnel that may be difficult to find locally or that better meets your expectations in terms of:

  • Skills
  • Reliability
  • Professionalism
  • Flexibility
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R.I.S International 

What Are the Advantages?

You no longer need to:

  • Search for candidates
  • Handle administrative procedures
  • Negotiate mutual termination agreements
  • Manage dismissals

And on top of that, it is:

  • Flexible
  • Simple
  • Cost-effective
Transport

R.I.S International

Food Processing Industry in Aix-en-Provence

Seasonality, physically demanding work, profitability requirements, and reliability make this sector one of the most challenging in terms of recruitment.

Our Polish workforce is recognized for its efficiency, professionalism, and commitment within the food processing industry. Thanks to their training and experience, they meet the sector’s requirements while being able to communicate in French, making integration into existing teams easier.

We are committed to providing recruitment solutions tailored to your specific needs.

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R.I.S International

Is It Legal?

A Polish, Romanian, or Bulgarian worker is not considered a foreign worker in the context of the European Union. They are European citizens and, as such, can work in France using only their national identity card. There is no need for a visa, residence permit, or work permit.

If you hear about Romanian workers, Portuguese employees, low-cost temporary staffing, or cheap labor, make sure you ask the right questions.

  • Even though social charges may be lower in some countries than in France, once you take into account the minimum wage, end-of-assignment compensation, and paid leave entitlements, labor costs increase significantly.

    When a very low hourly rate is offered, ask yourself how this is possible and always verify:

  • The DPAE (pre-employment declaration)

  • The A1 certificate proving social security contributions are paid in the worker’s home country

  • The worker’s salary

  • The medical examination records

  • The workers’ accommodation conditions

  • The payslip

  • In cases involving social security fraud, undeclared work, or non-compliance with labor regulations:

    YOU MAY BE HELD RESPONSIBLE FOR THE VIOLATIONS, NOT THE AGENCY.

 

What Is the Role of R.I.S?

We actively prospect throughout France to provide companies facing staffing shortages with qualified workers. We offer our clients the most suitable solution, whether through temporary worker secondment, French fixed-term contracts (CDD), or permanent recruitment.

We establish a detailed service order outlining each client’s specific requirements, then engage our trusted European partners, including reliable temporary employment agencies. We negotiate terms and conditions, supervise recruitment, oversee the worker secondment process, and ensure ongoing service monitoring.

Finally, we help protect our clients from dealing with unscrupulous agencies that exploit temporary workers and fail to comply with applicable legislation.

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R.I.S International 

Compliance with Regulations

Requirements for Worker Secondment Contracts:

  • DPAE (declaration to the French labor authorities)
  • A1 Certificate (proof of social security contributions paid in the worker’s home country)
  • Identity documents
  • Employment certificates
  • Certificates, licenses, and work permits
  • Employment contract (must be a temporary employment contract, not a service contract)
  • Commercial agreement
  • Worker supply agreement
  • Payslips compliant with French hourly wage regulations
Lois

Compliance with French Labor Law (in accordance with the client's collective bargaining agreement)

  • Working conditions
  • Working hours and overtime premiums
  • Compensation conditions (equal pay for equal qualifications)
  • Meal allowances and travel expenses
  • Paid leave
  • End-of-assignment compensation
  • Compliance with the maximum duration of worker secondment assignments in France (18–24 months)
  • Contract renewal (once per year)

Compliance with the Home Country's Regulations:

  • Employee social security contributions
  • Social protection coverage
  • Medical repatriation
  • Business activity requirements (25% of turnover in the home country and 75% internationally)
  • Accommodation costs cannot be charged to the temporary worker (collective accommodation must be declared to the DREETS)
  • The temporary employment agency must have a representative in France
  • The financial guarantee of the temporary employment agency must be in place.
drapeau

R.I.S International in Aix-en-Provence

Compliance with Regulations

R.I.S agencies respond to staffing needs throughout France.

Many companies and individuals misunderstand the use of posted workers, believing that it involves social dumping or unfair competition.

Such practices have no place within our company. To ensure full compliance, we require all our Polish partners and French clients to sign the “RIS Agreement”, a legally secure framework designed to ensure that all parties comply with both their national regulations and European legislation.

This commitment guarantees respect for workers' rights, legal compliance, and fair business practices for everyone involved.

We Work with Partners and Clients Who Respect Regulations

We provide access to workers from the European Union, in full compliance with applicable laws and regulations.

We supply qualified professionals who are compensated according to French collective bargaining agreements, while remaining covered by the social security system of their home country.

We work alongside you on-site to ensure that both working conditions and living conditions are properly maintained.

Our role is to oversee the entire recruitment and worker secondment process—including logistics and accommodation—while ensuring high-quality service and full compliance with European legislation.

In the Event of an Inspection:

The relevant authorities may require the employer to immediately provide a specific set of documents. These documents must be written in French and all monetary amounts must be stated in euros.

  • A document proving the employer’s compliance with social security obligations, when the company is established outside the European Union
  • Work permits for employees who are citizens of non-EU countries, where applicable
  • Proof of a medical examination conducted in the home country that is equivalent to the examination required in France, for employers established in an EU, EEA, or Swiss Confederation member state
  • Payslips for each posted worker, or equivalent documentation (for assignments of one month or longer), proving compliance with minimum wage requirements
  • Proof of a financial guarantee, or equivalent documentation (for temporary employment agencies)

Failure to provide these documents to the labor inspectorate may result in:

  • A fine for a third-class offense of up to €450
  • Additional penalties for obstructing the duties of a labor inspection officer, punishable by up to one year of imprisonment and a €3,750 fine