Resources for employers in France

In 2024, there were 689,273 refugees in France, the majority of whom from Afghanistan (86,771), Ukraine (67,756), Syria (44,757), Congo (37,162), Russia (35,700) and Sri Lanka (33,670). In addition, there were 71,169 asylum-seekers, primarily from Afghanistan (7,632), Guinea (6,157) and Cote d’Ivoire (5,285). There were 2,506 stateless people and people of undetermined nationality in France by mid-2024.   

Visit the Refugee Data Finder to learn more

Among asylum-seekers, employment rates are quite low because the law prevents them from working during the first 6 months of their application. Even after that the conditions to obtain a work permit are such that very few asylum seekers end up being granted one. In 2022, out of 4,254 work permit applications submitted by asylum seekers, 1,148 were approved (27% of submissions), which represents only 0.8% of the asylum applications recorded in 2022.  

In the case of recognized refugees, who are allowed to work immediately and do not require a work permit, the labor market participation is higher. A study published in 2022 revealed that one year after obtaining their status, 42% of refugees settled in France manage to find a job, 22% are unemployed, 19% are inactive and not in education, and 17% are in education. Another study published in 2024, which follows people who were protected in 2018, indicates that 4 years after obtaining their status 63% are employed. However, the jobs of refugees are concentrated in low-skilled occupations with low wages and in the construction, building and hotel, retail and catering sectors. Significant gender differences can be observed, with refugee women being more likely to be unemployed, as well as downgrading, with refugees who were employed in their countries of origin frequently accepting lower-skilled jobs in France.  

Finally, in the case of temporary protection holders, as of September 2023, 17,438 individuals were in employment. Of these, 26% were working in the hotel and restaurant sector. 44% were beneficiaries of a permanent contract, 47% of a fixed-term contract and 7% of a temporary contract. 

Read the report “The Employment of Refugees – From Career Pathways to Company Recruitment Policies” 2022 by the Observatory on Immigration and Asylum

Despite often varied skills and rich experiences, many obstacles continue to hinder the full participation of refugees and stateless people in economic and professional life. Both jobseekers and employers describe challenges such as the lack of mastery of the French language, difficulties in accessing reliable information, administrative obstacles such as recognition of qualifications, difficulties in matching supply and demand, mental barriers among the jobseekers, and prejudices and discrimination among employers. In addition, many refugees and stateless people deal with further challenges on a personal level, such as the lack of stable housing, not possessing a French driving license, being single parents, childcare responsibilities, among others.  

Read the Asylum Information Database (AIDA) country reports for France on asylum-seekers, refugees, and temporary protection holders  

Employers who are interested in hiring refugees can get in touch with representatives of several public programs for labor market inclusion of refugees. For example, the French employment agency (France Travail) which has a large database of refugees seeking employment. Refugees are eligible for all France travail regular programs and support services such as operational preparation for employment or professional placements. For those under 25, Mission Emploi can offer socio-professional support. 
 
Employers can also get in touch with the “Work with Refugees” collective that brings together NGOs supporting refugees in their labor market integration. For example, Kodiko offers the first co-training program for refugee employees, with 50% of beneficiaries finding a concrete professional opportunity by the end of the program. NGOs like Konexio,  Sistech and Simplon focus on digital skills trainings and promote the recruitment in the IT sector. Other NGOs working in the field include JRS France, Res Publica, and Singa France. 

Some of the measures which employers can take in order to facilitate refugee and stateless job seekers and employees include: 1) revising the language requirements in vacancies, in order to allow people with limited proficiency to apply where possible; 2) working with NGO partners in order to support employees to acquire the French language by joining courses while working, or funding professional language courses during work hours; 3) giving refugees and stateless people the opportunity to prove their skills and experience, even if they lack the formal qualifications, through traineeships and internships; 4) using job offer channels which are accessible to refugees and stateless people, such as NGO partners; 5) organizing group trainings for new hires and their teams to discuss company values, codes of conduct, and diversity commitments, and raising awareness internally among all colleagues about matters of inclusion; 6) providing pathways for career progression, especially for refugees who may be overqualified for the job at hand; 7) funding childcare programs or facilities in order to assist refugee women.