SIPSI Declaration
Companies established outside France that temporarily send employees to work in France may be required to submit a SIPSI declaration. SIPSI (Système d'Information sur les Prestations de Services Internationales) is the official French online platform used to declare posted workers before an assignment starts.
The declaration is a key compliance requirement under French posting-of-workers legislation.
What is a SIPSI Declaration?
A SIPSI declaration is the mandatory prior notification (déclaration préalable de détachement) submitted by a foreign employer when employees are temporarily posted to France.
The declaration provides the French labour authorities with information about:
- the foreign employer;
- the French client or recipient of the service;
- the posted employee(s);
- the activities performed;
- the location and duration of the assignment;
- the appointed representative in France.
When is a SIPSI Declaration Mandatory?
A SIPSI declaration is generally required when a company established outside France posts employees temporarily to France to provide services, carry out installation work, maintenance activities, construction projects or other professional assignments.
This obligation often applies to employers from Belgium, the Netherlands and other EU Member States that temporarily send personnel to France.
Certain exemptions exist depending on the nature of the activity and the specific posting arrangement. It is therefore important to assess in each situation whether a declaration is required.
How Does the SIPSI Procedure Work?
1. Registration on the SIPSI Portal
The foreign employer creates an account on the official SIPSI platform.
2. Submission of the Declaration
Before the work starts, all required information must be entered electronically.
3. Appointment of a Representative
In many posting situations, a representative in France must be appointed. This person acts as the contact point for the French authorities and must be able to provide certain documents during inspections.
4. Retention of Documents
Employers must keep relevant documents available, such as:
- employment contracts;
- payslips;
- working time records;
- proof of social security coverage, such as the A1 certificate;
- posting documents.
Which French Employment Rules Apply During the Posting?
Posted employees remain employed by their foreign employer, but during their assignment in France they benefit from a number of mandatory protections under French employment law.
Rules concerning, among others:
- minimum wage;
- working time;
- rest periods;
- health and safety;
- equal treatment;
- working conditions;
may apply.
The specific obligations depend on the sector, duration of the assignment and the employee's particular situation.
What Are the Consequences of a Missing SIPSI Declaration?
Where a mandatory SIPSI declaration is not submitted on time, the French inspection authorities may impose administrative penalties.
The fine may reach €4,000 per employee and can be higher in case of repeated infringements, subject to the legal maximum applicable to the company.
In addition to financial penalties, inspections, delays and reputational damage may occur.
Practical Considerations for Employers
- Check before every assignment whether a SIPSI declaration is required.
- Always submit the declaration before work starts.
- Ensure that the A1 certificate is available.
- Verify whether a representative in France must be appointed.
- Keep all mandatory documents available throughout the entire posting period.
- Review additional obligations such as the Carte BTP for work in the construction sector.
I can help you assess your posting situation and determine the correct SIPSI obligations for your employees in France.