{"id":31780,"date":"2018-11-15T16:37:55","date_gmt":"2018-11-15T15:37:55","guid":{"rendered":"https:\/\/bmhavocats.com\/2018\/11\/15\/short-term-assignments-and-secondments-of-employees-in-france-december-2018\/"},"modified":"2026-06-30T12:36:26","modified_gmt":"2026-06-30T10:36:26","slug":"short-term-assignments-and-secondments-of-employees-in-france-december-2018","status":"publish","type":"post","link":"https:\/\/bmhavocats.com\/en\/2018\/11\/15\/short-term-assignments-and-secondments-of-employees-in-france-december-2018\/","title":{"rendered":"Short-Term Assignments and Secondments of Employees in France, December 2018"},"content":{"rendered":"

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When conducting business across national borders, many fail to realize that they must comply with both German regulations and the regulations of the country of posting. These regulations were tightened in France in 2015, and companies are increasingly faced with new requirements: information about employees must be provided, a local representative must be appointed, and data-intensive documents must be submitted or kept on file. Specific framework conditions must also be established in advance so that the German social security system can apply. <\/p>\n

Anyone who makes a mistake here can expect severe penalties, fines, and back payments of social security contributions due in France. The construction and industrial sectors are particularly affected, but inspections are now being conducted across all sectors of the economy, which is why even short-term assignments in France must be carefully planned. <\/p>\n

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