• MMC

Access to housing has become a structuring factor in international mobility policies. For mobile employees, it directly affects the quality of their relocation, their operational readiness, and in some cases the overall success of their assignment.

Looking ahead to 2026, the French rental market continues to evolve under the combined effects of regulatory constraints, persistent pressure in high-demand areas, and new public policy directions aimed at regulating and rebalancing supply. For HR teams, these developments require a more strategic approach to housing-related issues.

1. A Market Still Marked by Strong Geographical Selectivity

Major French metropolitan areas continue to concentrate the bulk of rental demand, particularly for highly qualified and international profiles. Paris, Lyon, Bordeaux, Lille and Marseille remain key hubs of attractiveness, characterised by short letting times and strict selection criteria.

In these areas, the relative scarcity of available properties reinforces the need for companies to define realistic search parameters and to factor local market constraints into planning from the outset. Housing must therefore be addressed upstream of the employee’s arrival, rather than treated as a secondary step.

2. Rent Control: A Framework Likely to Evolve

Rent control remains a structuring mechanism in several metropolitan areas. The current experimental framework is due to expire at the end of 2026, while recent parliamentary debates reflect a desire to clarify and consolidate the existing system.

In practice, this situation leads to heterogeneous practices and increased complexity for tenants, particularly international assignees who are often unfamiliar with local regulations. For HR teams, understanding these mechanisms is essential in order to secure contractual commitments and avoid situations where leases are challenged after move-in.

3. File and Lease Compliance: A Growing Challenge

In a tight market, the quality of the rental application remains decisive, but compliance of both the lease and the rent level is becoming increasingly important. Discrepancies between advertised rents and regulatory caps, as well as variations in practices across regions, call for heightened vigilance.

By supporting employees on these issues, companies can reduce legal risks, secure the landlord–tenant relationship and preserve the employee’s peace of mind from the very first weeks of their assignment.

4. Furnished Rentals: Towards Greater Transparency and Oversight

Furnished rentals, often used during initial settling-in phases, are subject to significant regulatory changes. From 2026 onwards, declaration and registration requirements for short-term tourist rentals will be strengthened through a national system, with the objective of improved traceability.

This direction aims to better regulate the use of such properties and limit misuse in high-pressure areas. For HR policies, it reinforces the need to prioritise compliant, secure and clearly identified accommodation solutions, particularly during the early stages of mobility.

5. Temporary Housing Schemes Better Suited to Professional Mobility

In parallel, the legal framework governing the bail mobilité (mobility lease) continues to evolve in order to better meet needs related to employment, training and temporary assignments. Recent adjustments pave the way for more flexible formats, better suited to covering transitional periods between arrival and long-term settlement.

These developments provide companies with additional levers to structure housing pathways, particularly when the employee’s situation does not allow for immediate access to permanent accommodation.