• MMC

For several years now, the Île-de-France region—and Paris in particular—has been facing increasing pressure on the rental market. This already tense situation has worsened due to the COVID-19 crisis, rising interest rates, and a slowdown in property development. These conditions have tangible consequences for talent mobility, especially for those coming from abroad, who must navigate a highly competitive market.

Decreasing Housing Supply Amid Constant Demand

On a national scale, the number of rental properties available has dropped by 2%. In Île-de-France, the decline is even more pronounced. According to several real estate agencies, the rental supply has been halved in just one year. In Paris, listings fell by 50% between early 2023 and early 2024, according to SeLoger. The platform also reports that there are currently 25% fewer properties available in Paris compared to pre-COVID levels.

Several factors contribute to this situation: insufficient housing construction, the conversion of many properties into short-term tourist rentals, a drop in private rental investment due to rising interest rates, and a lower turnover of current tenants.

More Demanding Access Conditions

The rental vacancy rate in Paris is below 2%, compared to 7–8% in other major French cities. This scarcity fuels fierce competition: some properties receive 20 to 40 applications within a few days, particularly in high-demand districts (15th, 16th arrondissements) and nearby towns such as Levallois-Perret, Courbevoie, Boulogne-Billancourt, Montrouge, and Vincennes.

Meanwhile, rents continue to rise, despite existing rent controls. In several areas, increases have reached 4–6% in one year. As a result, landlords are becoming more selective, often favoring applicants with permanent contracts (CDIs), high incomes, and French guarantors.

International Profiles Face Greater Challenges

Foreign employees often face specific difficulties when searching for housing: lack of local banking history, contracts perceived as less stable, guarantees deemed insufficient, language barriers, or unfamiliarity with French administrative procedures.

Even for highly qualified professionals, these factors can lead to longer search times, which may impact their relocation and, in some cases, their integration. It is therefore crucial to anticipate and provide tailored support at this stage.

The Importance of Good Preparation

In such a tight market, anticipation, a strong application, and clear communication are essential. Starting the search early, gathering well-prepared supporting documents, and presenting a clear and professional file can significantly increase the chances of success.

Adapting the Search Strategy to the Current Market

In a highly competitive rental environment, several strategies can facilitate access to housing:

• Plan for temporary accommodation upon arrival so the employee can search calmly and avoid rushed decisions;
• Anticipate the guarantees requested by landlords: mobile employees often lack a guarantor in France and may be in a probationary period. It is therefore essential to prepare a well-structured employment certificate, including, for example, the employee’s seniority within the company, their position, and gross annual salary, rather than just a monthly salary, to strengthen the credibility of the application;
• Consider third-party solutions, such as rental guarantees offered by specialized organizations, which may be well received by agencies and landlords;
• Rely on strong knowledge of the local market, neighborhood dynamics, and build trusted relationships with agencies—especially those managing the property or holding exclusive listings.

Recommendations for HR and Mobility Teams

HR departments and international mobility teams play a key role in supporting employees. Here are some best practices to consider:

• Start the housing search as soon as the employment contract is signed, or even in parallel with administrative procedures;
• Prepare a complete and well-organized application file, explaining the employee’s status when necessary;
• Inform newcomers about how the French rental market works, the expected timelines, required documents, and rental process steps;
• Offer temporary accommodation while the employee searches for a long-term solution;
• Work with professionals who are familiar with the local market and able to tailor the search strategy to each profile and the current realities.

In a challenging rental environment, the process may require more preparation but remains entirely manageable with the right tools and an appropriate approach. A well-structured support system helps secure this crucial stage of mobility and minimizes its impact on the employee’s arrival and integration.