Work Permits: Vietnam vs France Talent Visa

Moving experts between Vietnam and France means navigating two mirror-image systems: Vietnam requires a work permit tied to a specific employer, position and workplace under Decree 219/2025/ND-CP (effective 7 August 2025, replacing Decrees 152/2020 and 70/2023), while France offers the multi-year “Talent” residence permit (Passeport Talent) — up to four years from first issuance since the January 2024 reform — for qualified employees earning at least EUR 39,582 gross per year.

Vietnam: the employer-driven work permit

Vietnam’s system is employer-driven. Before a foreigner starts work, the employer must report and justify the need for foreign labour — no later than 15 days before the intended start date (Article 30 of Decree 219/2025/ND-CP), together with the recruitment notification for Vietnamese candidates required by that decree — then obtain a work permit from the Department of Home Affairs where the employee will work. Decree 219/2025 lowered the qualification tests: experts need a university degree plus at least 2 years of relevant experience (1 year in priority sectors), technicians need at least 1 year of training plus at least 2 years of experience (or 3 years of experience without training), and the executive definition is clear. Validity is up to 2 years, renewable once; the permit is employer-, position- and workplace-specific. Exemptions exist (intra-company transferees in committed sectors, owners, those married to Vietnamese citizens) but require an exemption certificate under Decree 219/2025. The permit then anchors a temporary residence card.

France: the Talent residence permit

France’s route is employee-centred. The Talent – qualified employee card requires a Master’s-level degree (or recognised equivalent), a French employment contract of more than 3 months, and gross annual salary of at least EUR 39,582 — a fixed reference salary set by decree (August 2025), no longer indexed to the minimum wage. The EU Blue Card variant needs EUR 59,373 (1.5x the reference salary) with a degree or 5 years’ experience. The employee on assignment track covers intra-group transfers (3 months’ group seniority, EUR 39,582). Cards are issued for up to 4 years, renewable, and family members receive a Talent-family card with full work rights for the spouse — no 18-month wait. Standard French work authorisation below these thresholds still exists but runs through the labour-market-tested, employer-sponsored route via the DREETS.

Side-by-side: what differs in practice

Duration and portability diverge most: Vietnam’s permit is short (2 years), employer-locked and position-specific — changing employer means a new application. France’s Talent card is long (4 years), renewable, and survives within its category even if the holder changes employer. Salary logic differs too: Vietnam has no statutory salary floor for permits (the market and the position’s seniority do the work), while France sets hard euro thresholds. Family treatment favours France (immediate family cards with work rights); Vietnam’s dependent visas (TT category) do not confer work rights. Processing philosophy: Vietnam front-loads employer justification; France front-loads the individual’s qualifications and pay.

Two-way mobility planning

A French group seconding staff to Vietnam should start the permit track at least two months before the assignment (document legalisation is the long pole), confirm whether the intra-company transferee exemption applies, and align the assignment length with PIT residency planning. A Vietnamese company hiring into France should test candidates against the EUR 39,582 / 59,373 thresholds early — falling short means redesigning the offer or using the standard work-authorisation route — and prepare degree recognition. Both directions: never let anyone work on a business visa, and diary renewal dates — Vietnamese renewals have no grace period for working while pending.

Checklist

Vietnam: post the domestic recruitment notice; classify expert/technician/executive/exempt correctly.
Vietnam: file with the Department of Home Affairs; demand justification at least 15 days ahead; list all workplaces; start 2+ months ahead.
France: verify degree level and salary against the EUR 39,582 (Talent) or EUR 59,373 (Blue Card) thresholds.
France: use the assignment track for intra-group moves with 3+ months’ seniority.
Both: align visa/residence category with actual work; calendar renewals before expiry.

Frequently asked questions

Can a Talent permit holder change employer in France?

Yes, within the permit’s logic: the card is not locked to a single employer the way Vietnam’s permit is. A material change of professional situation should still be declared, and renewal requires continuing to meet the category conditions.

Does France’s 39,582 euro threshold change with the minimum wage?

No longer. Since the August 2025 decree the threshold is a fixed reference salary, decoupled from SMIC revaluations — giving employers multi-year predictability on outstanding cards and offers.

Is a Vietnamese degree recognised for the Talent card?

France requires a Master’s-level degree or recognised equivalent. Vietnamese degrees typically need an ENIC-NARIC comparability statement; start that process early as it takes weeks.

What if the expert works in several Vietnamese provinces?

The work-permit application must list every workplace, and the employer reports accordingly. A single-province permit does not cover multi-province work.

Can family members work in Vietnam on dependent visas?

No — Vietnam’s TT dependent visas do not include work rights. A spouse who will work needs their own permit or exemption. This is a marked contrast with France’s Talent-family card.

Two-way talent mobility fails on paperwork, not on talent. Contact FLAT Law Firm to build the permit and visa sequence for your Vietnam–France assignments.

This article has been quality-reviewed by the FLAW AI Legal Council