France has a robust framework of employee leave entitlements designed to ensure work-life balance and provide support during significant life events. Understanding these policies is crucial for employers operating within the country, as they are governed by both the Labour Code and often supplemented by collective bargaining agreements (CBAs) which may offer more favorable terms. Compliance with these regulations is mandatory for all employers.
Navigating the specifics of vacation accrual, public holiday observance, sick pay requirements, and various types of special leave requires careful attention to detail. These entitlements form a fundamental part of the employment relationship in France and contribute significantly to employee well-being and legal compliance.
Annual Vacation Leave
Employees in France are legally entitled to paid annual leave, often referred to as congés payés. The minimum entitlement is based on the period worked.
- Accrual: Employees accrue 2.5 working days of paid leave per month worked, up to a maximum of 30 working days (5 weeks) per year. This accrual period typically runs from June 1st of the previous year to May 31st of the current year.
- Calculation: The entitlement is calculated based on the number of months worked during the reference period. Full-time and part-time employees accrue leave at the same rate. Absences due to illness (under certain conditions), maternity/paternity leave, work accidents, and paid leave itself are generally considered as time worked for leave accrual purposes.
- Taking Leave: The main holiday period is typically between May 1st and October 31st. Employees are generally required to take at least 12 consecutive working days of their main leave entitlement during this period. The employer sets the order and dates of leave after consulting with employee representatives (if applicable) and considering family situations and seniority.
- Fractioning: If the main leave (at least 12 working days taken between May and October) is split, employees may be entitled to additional leave days for the remaining days taken outside this period. This is known as "fractioning leave" (congés de fractionnement).
- 3 to 5 days taken outside the main period: 1 extra day of leave.
- 6 or more days taken outside the main period: 2 extra days of leave.
- Payment: Employees receive their normal salary during paid leave, or an amount calculated based on 1/10th of their gross remuneration during the accrual period, whichever is more favorable.
Public Holidays
France observes a number of public holidays (jours fériés). While there are 11 official public holidays, only May 1st (Labour Day) is a mandatory paid day off for all employees, with very few exceptions. For other public holidays, whether employees are paid for the day off or are required to work depends on the collective bargaining agreement or company policy. If a public holiday falls on a day the employee would normally work and they are not required to work, it is typically a paid day off. If they work on a public holiday (other than May 1st), they may be entitled to increased pay or compensatory time off, depending on the CBA or company agreement.
Here are the standard public holidays observed in France, with their dates for 2025:
| Holiday | Date (2025) | Day of Week (2025) |
|---|---|---|
| New Year's Day | January 1 | Wednesday |
| Easter Monday | April 21 | Monday |
| Labour Day | May 1 | Thursday |
| Victory in Europe Day | May 8 | Thursday |
| Ascension Day | May 29 | Thursday |
| Whit Monday | June 9 | Monday |
| Bastille Day | July 14 | Monday |
| Assumption Day | August 15 | Friday |
| All Saints' Day | November 1 | Saturday |
| Armistice Day | November 11 | Tuesday |
| Christmas Day | December 25 | Thursday |
Note that Alsace and Moselle have two additional public holidays: Good Friday and St Stephen's Day (December 26th).
Sick Leave
When an employee is unable to work due to illness or injury, they are entitled to sick leave (arrêt maladie).
- Procedure: The employee must inform their employer as soon as possible and send a medical certificate (certificat médical) from a doctor within 48 hours. This certificate justifies the absence and indicates the expected duration.
- Social Security Benefits: After a waiting period of 3 calendar days, the employee is entitled to daily allowances (Indemnités Journalières de Sécurité Sociale - IJSS) paid by the primary health insurance fund (CPAM). The IJSS generally amounts to 50% of the employee's average daily wage over the last 3 months, up to a certain ceiling.
- Employer Complementary Pay: Under certain conditions (e.g., minimum seniority, having sent the medical certificate on time), the employer is legally required to top up the Social Security benefits. This complementary pay, combined with the IJSS, ensures the employee receives a percentage of their normal salary. The duration and amount of the employer's top-up increase with the employee's seniority. Typically, after one year of service, the employee receives 90% of their gross salary for a certain period, followed by 66.66% for another period. CBAs often provide more favorable conditions, reducing or eliminating the waiting period and increasing the duration or amount of the employer's top-up.
- Duration: The duration of sick leave can vary significantly depending on the illness. For long-term or severe illnesses, employees may be entitled to long-term sick leave (arrêt de travail de longue durée) with specific rules regarding benefits and duration.
Parental Leave
France provides various types of leave related to childbirth and adoption, ensuring parents can take time off to care for their new child.
- Maternity Leave (Congé Maternité):
- Duration: The duration depends on the number of children the mother is expecting and the number of children she already has.
- First or second child: 6 weeks before the expected birth date and 10 weeks after (total 16 weeks).
- Third child or more: 8 weeks before and 18 weeks after (total 26 weeks).
- Twins: 12 weeks before and 22 weeks after (total 34 weeks).
- Triplets or more: 24 weeks before and 46 weeks after (total 70 weeks).
- Pay: Maternity leave is paid through daily allowances (IJSS) from Social Security, calculated based on the employee's average salary. The employer is not legally required to top up this pay, but some CBAs may provide for it.
- Duration: The duration depends on the number of children the mother is expecting and the number of children she already has.
- Paternity and Childcare Leave (Congé de Paternité et d'Accueil de l'Enfant):
- Duration: Since July 2021, paternity leave is 25 calendar days for a single birth and 32 calendar days for multiple births. This leave is mandatory for the employer to grant if requested by the employee. It includes a mandatory period of 4 consecutive days immediately following the birth, which must be taken concurrently with the mandatory 3 days of birth leave (see Other Types of Leave). The remaining days can be taken in two separate periods of at least 5 days each, within 6 months of the birth.
- Pay: Paternity leave is paid through daily allowances (IJSS) from Social Security, calculated similarly to maternity leave.
- Adoption Leave (Congé d'Adoption):
- Duration: The duration depends on the number of children adopted and the number of children the family already has.
- Single child adoption (first or second child): 16 weeks.
- Single child adoption (third child or more): 18 weeks.
- Multiple children adoption: 22 weeks.
- If both parents work and decide to share the leave, the total duration can be extended by 25 days (single adoption) or 32 days (multiple adoption).
- Pay: Adoption leave is paid through daily allowances (IJSS) from Social Security.
- Duration: The duration depends on the number of children adopted and the number of children the family already has.
Other Types of Leave
Beyond the main categories, the French Labour Code and CBAs provide for various other types of leave for specific circumstances.
- Birth Leave (Congé de Naissance): Employees are entitled to 3 working days of paid leave for the birth or adoption of a child. This leave is separate from and can be combined with paternity/adoption leave.
- Bereavement Leave (Congé pour Événements Familiaux): Employees are entitled to paid leave for the death of a family member. The duration varies depending on the relationship:
- Spouse, partner in a PACS, child: 5 days.
- Father, mother, stepfather, stepmother: 3 days.
- Brother, sister: 3 days.
- Grandparent, grandchild: 1 day (often extended by CBAs).
- Child under 25, regardless of age if disabled, or person under 25 in the employee's care: 2 days, plus an additional 5 days of bereavement leave (congé de deuil).
- Marriage or PACS Leave: 4 days for the employee's own marriage or PACS.
- Child's Marriage Leave: 1 day.
- Moving Leave: Some CBAs grant 1 or 2 days for moving house.
- Study Leave (Congé de Formation Économique, Sociale et Syndicale or Congé de Formation Professionnelle): Employees may be entitled to leave for training purposes, under specific conditions regarding seniority and the nature of the training.
- Sabbatical Leave (Congé Sabbatique): Employees with sufficient seniority may be eligible for extended unpaid leave (typically 6 to 11 months) for personal projects, subject to employer agreement or specific conditions.
- Parental Education Leave (Congé Parental d'Éducation): After maternity or paternity leave, either parent can take full-time or part-time unpaid leave to care for a child under 3 (or under 16 in case of illness/disability). This leave can last for up to one year, renewable twice.
- Leave for Family Support (Congé de Proche Aidant): Unpaid leave to care for a severely ill or disabled relative.
Managing these diverse leave types requires careful tracking and adherence to legal requirements and applicable CBAs.
