French-Language Compliance and Global Mobility: Preparing Transferees for Success
Across France and Canada, French-language requirements are being enforced in different ways, signaling a shift toward stronger language skills and cultural integration.
Language in France is not just a matter of preference; adherence to French-language requirements has its roots in a law enacted in 1994. The Toubon Law mandates the use of French in official, commercial, and workplace communications in France, ensuring that French remains the dominant language in public life. This law was enacted to protect and promote the French language in response to the increasing use of English in advertising, business, and public administration.
Fast forward to January 1, 2026, and the French Ministry of the Interior has instituted new mandates for would-be long-term residents, including a formal civic exam and higher language proficiency standards to ensure French is embraced among immigrants. The required civic exam and application process significantly change the residency application process.
The French Civic Exam
The 45-minute timed exam tests immigrants’ knowledge of French society and values within 5 key areas, including:
- Principles and values of the Republic (e.g., Laïcité, Liberty, Equality, Fraternity).
- French institutions and the political system.
- Rights and duties of residents.
- French history, geography, and culture.
- Practical aspects of living in French society (e.g., healthcare, education, work).
The exam is entirely in French, contains 40 multiple-choice questions, and requires a minimum score of 80% (32 out of 40 correct answers) to pass.
Who is Impacted?
The new rules primarily target any non-EU national applying for their first multi-year residence permit, a 10-year resident card, or French citizenship. This approach is designed to ensure those who pass have a deep understanding of culture.
New Civic Exam and Language Standards in Quebec
Similarly, Quebec’s updated laws require businesses to operate mainly in French, including within workplace communications, contracts, and public signage. While not directly tied to immigration, these changes do require both employers and employees alike to acquire some degree of French-language proficiency in order conduct business within the province. Rooted in Quebec’s Bill 96 (enacted in May 2022), these reforms strengthen French in Quebec and has wide-ranging impact on companies that operate there.
Increased Inspections and Significant Fines for Non-Compliance
Residents are expressing growing concern over businesses’ lack of compliance with the new language enforcement. As of October 2025, Quebec’s Office for the Protection of the French Language oversaw nearly 10,000 business inspections as the province worked to ensure compliance with its language law. Businesses in violation of Quebec’s language law can be fined $3,000 to $30,000 per day for a first infraction, and up to $90,000 per day for a third offence.
Together, changes across France and Canada show that French language proficiency is becoming increasingly essential for assignees as laws become stricter and more stringent.
The Impact on Global Mobility
For international relocations, these changes highlight the necessity of language proficiency for assignment success. HR professionals should be prepared to engage transferees early in the process to determine their language preparedness, map out testing timelines, and mitigate any compliance risks. CapRelo can support transferees relocating to regions such as France and Quebec by coordinating closely with our immigration and legal advisors to ensure compliance. Furthermore, we deliver language training through worldwide partnerships designed to accommodate different learning styles, including one-on-one, small-group, and virtual formats. We coordinate intuitive lessons for employees and their families, beginning with a language assessment to ensure proper placement in a training program.
Organizations that are proactive with the provision of language training, compliance support, policy adjustments, and clear guidance to transferees can reduce assignment delays, control unexpected costs, and successfully retain employees on international assignments. Partnering with an experienced global mobility provider such as CapRelo can further strengthen these efforts by aligning immigration coordination, language training solutions, and relocation support into a cohesive strategy that drives assignment success.
