The procedure and criteria for posting employees vary from country to country.
To see what steps your company must take, click on the country of interest on the map.
If you have any further questions or would like to receive our full offer, please contact contact contact our office.
Portugalia
Spain
Chorwacja
Słowenia
Hungary
Słowacja
Estonia
Łotwa
Monaco
Switzerland* In Switzerland, for managers, qualified persons at higher levels, in some cases, Switzerland allows you to work without a work permit for 8 days/year. Each case must be analysed individually.
Sweden
Poland* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
Netherlands
Lithuania
Italy* Italian law requires that a posting notice be sent to the Italian Labour Office if a company based in another EU country posts a worker to Italy. This requirement is also extended to a parent company based in a non-EU country, but this option opens a grey area. For employees with European citizenship who are posted to Italy from a non-EU country, the posting information is mandatory. For non-EU citizens posted to Italy by a company based in a non-EU country, from an immigration point of view, additional entry and work permits must be requested from the Italian authorities. In the latter case, as it constitutes In the latter case, as it constitutes a grey area, it may be advisable to inform about the posting in order to avoid possible penalties.
Greece* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
Belgium* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
Dishes* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
Austria
Luxembourg
France* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
Germany* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
** In Germany, the need for notification must be analysed on a case-by-case basis.
Czech Republic* Workers who have been temporarily sent to work in another Member State but do not provide services there are not posted workers.
This includes, for example, workers on business trips (where no services are provided) and workers attending conferences, meetings, trade fairs, training courses, etc. These workers are not covered by the Posting of Workers Directive and therefore the provisions on minimum wages or the compulsory registration procedure do not apply to them. In any other case, the provisions on the posting of workers and additional formalities may apply.
From analyzing the legal aspects of posting employees abroad to clearing the pay slips of posted employees, IMPOL will guide you through every step of the posting management process for companies of all sizes.
We are a direct representative of Polish and foreign companies, and our headquarters are located in France. We have been dealing with the representation of companies in European markets for many years. We have been associated with the construction industry since 1991, and for more than a few years we have also represented the transportation, trade fair, industrial or engineering industries. We are trusted by both large logistics groups and carriers who are just taking steps into international transportation.
We are a representative of posted workers in France and a representative of transport companies. We inform you about legal issues and help you understand and prepare the necessary documents in a fast, clear and efficient way.
Everything you should know when posting employees in Europe. We will explain and complete all the formalities. We will provide support in case of possible inspections in any country of the European Union and the world.
In addition to the requirement to report posted workers to the relevant Labor Office, there are many additional formalities that must be completed before, during and after the posting of workers. Contact us for more details and we will prepare the necessary documents for you.
We offer comprehensive services for administrative and accounting matters. The scope of our services includes: - Bookkeeping - VAT number registration - Annual balance sheet - Accounting consultation - Employee documents - Payroll / salaries (fiche de paie) - Social declarations (URSSAF, pension funds) - Legal support - Support in preparation for an announced audit - Support for URSSAF audit - Registration to CNFE - PROBTP registration.
In France, it is required to have a Crit'Air environmental sticker on every type of car. Crit'Air, or the so-called eco-vignette, is designed to identify the level of air pollution emitted by a vehicle.
We are a sworn Polish-French and French-Polish translation agency. We offer attractively priced, professional and fast sworn translations performed by an accredited sworn translator.
We provide professional assistance in appealing the mandate in France, and this includes support in editing the forms if you receive a letter "AVIS DE CONTRAVENTION".
Do you have business expenses abroad? Attending trade fairs or running a transportation company? Recover overpaid VAT in the EU for costs incurred (highway gates, fueling, parking, hotel rentals).
We will guide you through all the steps of posting employees. We'll make sure that your business and the work being carried out runs as smoothly as it does where you are based.
In the case of posting employees on overseas projects, our company undertakes a comprehensive analysis and preparation to ensure the legality and efficiency of operations in the host country. We will advise on how to smoothly and efficiently get through a number of requirements related to employee mobility.
Many European countries have collective bargaining agreements that impose different rules from common labor laws. For foreign employers posting workers to countries with collective bargaining agreements, it is necessary to determine whether the agreement applies in a particular case. Understanding the content of a collective agreement is important to ensure that employees are properly posted in accordance with the host country's regulations. Our experts are available to assist you. They will assist in interpreting and complying with the regulations to ensure that the posting process is carried out in accordance with the applicable regulations.
Our experience in dealing with inspection services allows us to avoid imposing fines on our clients. We know the specifics and requirements of inspectors. We prepare for the employer answers to questions that inspectors direct at employees. Our lawyer provides free legal advice related to inspections. We do not want to be a simple "mailbox" or archive. We know from experience that everything is fine until the inspection takes place. We are ready to guide you through the entire process, from A to Z.
Our greatest advantage is availability and immediate action. We work immediately. We guarantee our customers constant telephone communication from 7:00 am to 10:00 pm, including weekends and holidays. You no longer have to wait for the next day or the next Monday. We will take care of your case immediately.We also offer free assistance in dealing with all paperwork related to urgent problems in France, such as assistance in finding a hotel, intervention with the police, negotiations with clients, and many other issues. For a fee, we carry out the collection of outstanding invoices from France.
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Delegowanie pracowników do Francji to proces wymagający nie tylko skrupulatności, ale także znajomości lokalnych przepisów, które regulują każdą fazę – od przygotowań, po codzienną organizację
W kontekście zarządzania personelem, pojęcia „delegacja” i „oddelegowanie” bywają używane zamiennie. Jednak ich znaczenie w praktyce zawodowej jest zasadniczo inne. Pozornie drobne różnice terminologiczne przekładają
