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I have a great offer to be hired in France under 'Talent Passport' but for some reason, the 'investors' ( not the CEO) think that the law is forcing them to keep me as an employee for two years when actually: 'The work authorization is linked to the French employer – the employee cannot change employers during the initial two years.

I cannot change roles, but they can fire me if I am not achieving the targets set for me, correct?

Can you please clarify this for me?

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    The employment visa is not an employment contracts. The company should always be able to act in its best interest. That is really an internal company policy issue (though employment laws in France are quite protective).
    – ouflak
    Apr 15 at 6:21
  • Thank you very much. I think the executives ( that never hired a foreigner) are trying to protect their interests which is what they need to do. However, the interpretation of the details of a talent passport in this particular matter is wrong. It is me who cannot resign, they can fire me any day of the week if they are not happy. Apr 15 at 15:33
  • Why do you think you cannot resign? It's a job, not prison or slavery. Apr 15 at 18:47
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    You can of course resign at any time, but your visa will probably run into trouble. The visa doesn’t give you the right to live and work in France for two years, but to live in France and work for this company for two years.
    – gnasher729
    Apr 15 at 19:00
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    I’d assume they can only fire you according to French law, which would be the same rules as for any French employee. That would definitely not be any day for no reason.
    – gnasher729
    Apr 15 at 19:02
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The work contract that the employer must provide to you in order to obtain a passeport talent visa is ruled by french laws as it would be for any employee in France. As such, there are provisions for ending the contract (from both parties) earlier than planned.

The main (and common) tool for ending the contract early in case of the employee actually not fitting the role is the période d'essai (https://www.service-public.fr/particuliers/vosdroits/F1643).

La période d'essai permet de s'assurer que le salarié embauché convient au poste sur lequel il a été recruté. Elle permet également au salarié d'apprécier si les fonctions occupées lui conviennent. Elle n'est pas obligatoire. Sa durée varie en fonction du type de contrat de travail : CDI, CDD ou contrat de travail temporaire (intérim). Sa durée varie également en fonction de la catégorie professionnelle du salarié. Elle peut être renouvelée ou rompue de manière anticipée, sous conditions.

Be aware that depending on several factors (including the type of work contract), this period can be several months long.

It is true that once this period is over, french law is protective to the employee and one cannot be easily fired without serious motives.

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