Managing employee leave and vacation entitlements in Guadeloupe requires a clear understanding of the local labor regulations, which largely mirror those of mainland France. Employers must adhere to specific rules regarding annual leave accrual, public holidays, sick leave, and various forms of parental and special leave to ensure compliance and support their workforce effectively.
Navigating these requirements is crucial for businesses operating in or expanding to Guadeloupe. Understanding the minimum entitlements and procedural requirements for each type of leave helps employers manage their obligations and maintain positive employee relations within the framework of the French Labor Code applicable in the territory.
Annual Vacation Leave
Employees in Guadeloupe are entitled to paid annual leave based on their length of service. The standard accrual rate is 2.5 working days per month of actual work for the same employer, up to a maximum of 30 working days (equivalent to 5 weeks) per year. This entitlement is typically calculated over a reference period, often from June 1st of the previous year to May 31st of the current year.
- Accrual: 2.5 working days per month of work.
- Maximum Entitlement: 30 working days per year.
- Reference Period: Typically June 1st to May 31st.
- Taking Leave: Employees generally take leave during a period set by the employer after consulting with employee representatives, or based on individual requests and company needs. At least 12 working days must be taken consecutively between May 1st and October 31st.
- Seniority: Employees with children may be entitled to additional leave days based on the number of dependent children.
Here is a summary of the standard annual leave accrual:
| Period Worked | Working Days Accrued |
|---|---|
| 1 month | 2.5 days |
| 6 months | 15 days |
| 12 months (1 year) | 30 days |
Public Holidays
Guadeloupe observes a number of public holidays each year, which are generally paid days off for employees. If a public holiday falls on a day the employee would normally work, they are typically not required to work and receive their normal pay. If required to work on a public holiday, specific compensation rules may apply, often involving increased pay rates, depending on the holiday and collective agreements.
Here are the typical public holidays observed in Guadeloupe, with standard dates for 2025:
| Date | Holiday Name |
|---|---|
| January 1 | New Year's Day |
| April 21 | Easter Monday |
| May 1 | Labor Day |
| May 8 | Victory in Europe Day |
| May 27 | Abolition of Slavery Day |
| May 29 | Ascension Day |
| June 9 | Whit Monday |
| July 14 | Bastille Day |
| August 15 | Assumption Day |
| November 1 | All Saints' Day |
| November 11 | Armistice Day |
| December 25 | Christmas Day |
Note: Some local holidays or observances may also be recognized.
Sick Leave Policies
When an employee in Guadeloupe is unable to work due to illness or injury, they are entitled to sick leave. The process typically involves the employee notifying the employer and providing a medical certificate (arrêt de travail) within a specified timeframe (usually 48 hours).
- Social Security Benefits: After a waiting period (usually 3 days), the employee is entitled to daily allowances from the French social security system (Caisse Générale de Sécurité Sociale - CGSS). The amount is typically 50% of the employee's average daily wage.
- Employer Complementary Pay: Under certain conditions, particularly based on seniority and collective agreements, the employer may be required to provide complementary pay to top up the social security benefits. This top-up often ensures the employee receives a percentage of their normal salary (e.g., 90% or 100%) for a limited duration, after a potential waiting period.
- Duration: The duration of sick leave and the associated benefits depend on the medical condition and the employee's social security rights and seniority.
Here's a simplified overview of typical sick pay components:
| Payer | Benefit Type | Waiting Period | Typical Rate (after waiting period) |
|---|---|---|---|
| Social Security | Daily Allowance | 3 days | 50% of average daily wage |
| Employer | Complementary Pay | Varies | Tops up to a percentage (e.g., 90%) |
Specific conditions for employer top-up (seniority, waiting period, duration) are often defined by collective bargaining agreements.
Parental Leave
Guadeloupe labor law provides various types of leave related to parenthood, including maternity, paternity, and adoption leave.
- Maternity Leave:
- Standard duration: 16 weeks (6 weeks before the expected birth date, 10 weeks after).
- Duration increases for multiple births or if the employee already has two or more dependent children.
- Paid primarily through social security benefits, calculated based on the employee's average earnings.
- Paternity and Welcome of a Child Leave:
- Entitlement: The father or the spouse/partner of the mother is entitled to leave.
- Duration: A mandatory 4-day leave immediately following the birth, followed by an additional leave of 25 calendar days (or 32 days in case of multiple births).
- Paid primarily through social security benefits for the additional leave period, after the initial 3-day waiting period (unless waived by collective agreement). The initial 4 days are typically paid by the employer.
- Adoption Leave:
- Duration: Typically 16 weeks for a single child (increases for multiple children or if the employee already has two or more dependent children).
- Can be shared between both parents.
- Paid primarily through social security benefits.
Other Types of Leave
Beyond standard vacation and parental leave, employees in Guadeloupe may be entitled to other types of special leave for specific life events or purposes. These are often regulated by the Labor Code or applicable collective bargaining agreements.
- Bereavement Leave: Employees are typically entitled to a few days of paid leave upon the death of a family member (spouse, child, parent, etc.). The exact duration depends on the relationship.
- Marriage/Civil Partnership Leave: Employees are usually granted several days of paid leave for their own marriage or civil partnership.
- Moving Leave: Some collective agreements grant a day or two of paid leave for moving house.
- Study Leave (Congé Individuel de Formation - CIF, now part of CPF transition professionnelle): Employees may be eligible for leave to undertake training or education, subject to specific conditions and duration limits.
- Sabbatical Leave: Employees meeting specific seniority requirements may request extended unpaid leave for personal projects, subject to employer agreement and conditions.
- Leave for Family Support (Congé de Proche Aidant): Unpaid leave to care for a severely ill or disabled family member, subject to conditions.
The specific duration and conditions for these various types of leave can vary based on the employee's length of service, the size of the company, and the provisions of any applicable collective bargaining agreements.
