Managing employee leave and vacation entitlements in French Guiana requires a clear understanding of local labor regulations, which are largely based on the French Labor Code. Employers operating in the territory must ensure compliance with these rules to properly manage their workforce and meet their legal obligations regarding employee time off.
Employees in French Guiana are entitled to various types of leave, including paid annual vacation, public holidays, sick leave, and parental leave, among others. These entitlements are designed to provide employees with necessary rest, time for personal matters, and support during significant life events.
Annual Vacation Leave
Employees in French Guiana are entitled to paid annual leave. The minimum entitlement is 2.5 working days per month of actual work with the same employer. This accrues over a reference period, typically from June 1st of the previous year to May 31st of the current year.
The total minimum annual leave entitlement is 30 working days per year, which equates to five weeks. This calculation is based on a six-day work week (Monday through Saturday). If the calculation is based on working days (Monday through Friday), the entitlement is 25 working days. Collective agreements or employment contracts may provide for more generous leave entitlements.
Leave must generally be taken within a specific period determined by the employer, often between May 1st and October 31st. Employees typically cannot waive their right to annual leave in exchange for payment, except upon termination of employment where accrued but untaken leave is compensated.
Public Holidays
French Guiana observes a number of public holidays each year. Employees are generally entitled to time off on these days, often with pay, depending on the specific holiday and the terms of their employment contract or collective agreement. Some holidays are fixed dates, while others vary annually.
Here are some of the standard public holidays observed in French Guiana, including those typically observed in 2025:
| Date | Holiday Name |
|---|---|
| January 1 | New Year's Day |
| Variable | Easter Monday |
| May 1 | Labour Day |
| May 8 | Victory in Europe Day |
| Variable | Ascension Day |
| Variable | Whit Monday |
| July 14 | Bastille Day |
| August 15 | Assumption Day |
| November 1 | All Saints' Day |
| November 11 | Armistice Day |
| December 25 | Christmas Day |
Note: Specific local holidays may also be observed in addition to these national holidays.
Sick Leave
When an employee is unable to work due to illness or injury, they are entitled to sick leave. The employee must inform their employer promptly and provide a medical certificate (arrêt de travail) within a specified timeframe, usually 48 hours.
During sick leave, employees may be entitled to daily allowances from the social security system (Assurance Maladie) under certain conditions (e.g., minimum contribution period). Additionally, employers are often required by law or collective agreement to provide a complementary allowance to top up the social security benefits, ensuring the employee receives a percentage of their normal salary for a certain period. The duration and amount of this employer top-up typically depend on the employee's length of service.
There is usually a waiting period (délai de carence) of three days before social security daily allowances are paid, although this may be covered by the employer's complementary allowance or waived in certain circumstances (e.g., work-related accidents).
Parental Leave
French Guiana labor law provides for various types of parental leave to support employees during pregnancy, childbirth, and adoption.
- Maternity Leave (Congé Maternité): This is mandatory leave for female employees during pregnancy and after childbirth. The standard duration is 16 weeks for the first two children (6 weeks before the expected birth date and 10 weeks after). This duration increases for subsequent children or in case of multiple births. Social security provides daily allowances during maternity leave, often supplemented by the employer.
- Paternity and Welcome Child Leave (Congé de Paternité et d'Accueil de l'Enfant): Fathers and partners are entitled to leave upon the birth of a child. This leave consists of a mandatory period of 4 calendar days immediately following the birth leave (Congé de Naissance - 3 days) and an additional period of 25 calendar days (or 32 days in case of multiple births). This leave can be taken in one go or split into two periods. Social security provides daily allowances during this leave.
- Adoption Leave (Congé d'Adoption): Employees adopting a child are entitled to adoption leave. The standard duration is 16 weeks for the first child (or second), increasing for subsequent adoptions or multiple adoptions. This leave can be shared between both parents. Social security provides daily allowances.
- Parental Education Leave (Congé Parental d'Éducation): After maternity, paternity, or adoption leave, either parent can take parental education leave to care for their child. This leave can be taken full-time or part-time and lasts for an initial period of up to one year, renewable until the child's third birthday (or later in specific cases). This leave is generally unpaid by the employer, although social security may provide a benefit (Prestation Partagée d'Éducation de l'Enfant - PreParE) under certain conditions.
Other Types of Leave
Beyond the main categories, employees in French Guiana may be entitled to other types of special leave for specific events or purposes:
- Bereavement Leave (Congé pour Événements Familiaux): Employees are entitled to a few days of paid leave for family events such as the death of a spouse, parent, child, or other close relatives. The exact duration depends on the relationship.
- Marriage/Civil Union Leave: Employees are typically granted a few days of paid leave for their own marriage or civil union.
- Moving Leave: Some collective agreements may grant a day or two of paid leave for moving house.
- Study Leave (Congé de Formation Économique, Sociale, et Syndicale / Congé de Formation Professionnelle): Employees may be entitled to leave for training purposes, including economic, social, or union training, or professional development. Conditions and pay vary.
- Sabbatical Leave (Congé Sabbatique): Employees with sufficient seniority may be eligible for extended unpaid leave for personal projects.
- Leave for Personal Reasons (Congé pour Convenance Personnelle): Unpaid leave may be granted at the employer's discretion.
The specific conditions, duration, and potential compensation for these types of leave can vary based on the employee's length of service, the size of the company, the applicable collective agreement, and the specific circumstances.
