France has a comprehensive system of statutory leave entitlements designed to ensure employee well-being and work-life balance. These provisions are primarily governed by the French Labour Code, though collective bargaining agreements and individual employment contracts can sometimes offer more favorable terms. Understanding these various types of leave is crucial for employers operating in France to ensure compliance and manage their workforce effectively.
Navigating the nuances of French leave policies, from calculating annual leave accrual to managing specific parental or sick leave situations, requires careful attention to detail. Employers must adhere to minimum legal requirements while also considering industry-specific rules that may apply.
Annual Vacation Leave
Employees in France are entitled to a minimum amount of paid annual leave. This entitlement is calculated based on the period worked.
- Minimum Entitlement: The statutory minimum is 2.5 working days of paid leave per month worked. This amounts to 30 working days (or 5 weeks) per year for a full year of employment.
- Accrual Period: Leave is typically accrued over a reference period, usually from June 1st of the previous year to May 31st of the current year.
- Usage: Employees generally take their leave during a main holiday period (typically between May 1st and October 31st). At least 12 consecutive working days must be taken during this main period, unless otherwise agreed. The remaining days can be taken at other times.
- Carry-over: Carrying over accrued leave to the next year is generally not permitted unless agreed upon or stipulated by a collective agreement.
- Payment: Employees receive their normal salary during paid leave.
Public Holidays
France observes several public holidays throughout the year. Employees are generally entitled to these days off with pay.
- Paid Days Off: Most public holidays are paid days off for employees. If an employee is required to work on a public holiday, they may be entitled to increased pay or compensatory time off, depending on the collective agreement or employment contract.
- Falling on a Rest Day: If a public holiday falls on an employee's usual rest day (e.g., a Sunday), there is generally no requirement for an additional day off or compensation, unless specified otherwise by a collective agreement.
- Specific Holidays: While there are 11 official public holidays, only May 1st (Labour Day) is mandatory paid leave for all employees, except in certain essential services. Other holidays may be worked if a collective agreement allows, with specific compensation rules.
Here are the standard public holidays observed in France in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| May 8 | Victory in Europe 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 regions, like Alsace-Moselle, observe additional public holidays.
Sick Leave
When an employee is unable to work due to illness or injury, they are entitled to sick leave.
- Medical Certificate: The employee must inform their employer promptly and provide a medical certificate (arrêt de travail) from a doctor within 48 hours.
- Social Security Benefits: After a waiting period of 3 days, the employee is typically entitled to daily allowances from the French Social Security (Assurance Maladie). The amount is usually 50% of the employee's average daily wage, up to a certain limit.
- Employer Complementary Pay: Under certain conditions (e.g., length of service, providing the medical certificate), the employer is often required to provide complementary pay in addition to the Social Security benefits. This ensures the employee receives a percentage of their normal salary (often 90% for a certain period, then 66.66%) for a specific duration, as stipulated by the Labour Code (L. 1226-1) or a collective agreement. Collective agreements often provide more favorable conditions regarding the waiting period and the level/duration of complementary pay.
- Duration: The duration of sick leave and associated benefits depends on the medical condition and the employee's length of service.
Parental Leave
France offers various types of leave related to the birth or adoption of a child, providing significant support for new parents.
- Maternity Leave (Congé Maternité):
- Duration: Minimum duration is 16 weeks for the first two children (6 weeks before the expected birth date and 10 weeks after). This increases for the third child (26 weeks) or in case of multiple births (34 or 46 weeks).
- Pay: Paid by Social Security, calculated based on the employee's average salary. The employer may provide complementary pay depending on collective agreements.
- Paternity and Welcome Leave (Congé de Paternité et d'Accueil de l'Enfant):
- Duration: A total of 25 calendar days for a single birth, or 32 calendar days for multiple births. This leave includes a mandatory period of 4 calendar days immediately following the birth (or the mandatory 3 days of birth leave paid by the employer), plus an additional 21 or 28 days.
- Pay: The mandatory 3 days of birth leave are paid by the employer. The subsequent paternity and welcome leave is paid by Social Security.
- Adoption Leave (Congé d'Adoption):
- Duration: 16 weeks for a single child (increases for multiple children or if the family already has children). This leave can be shared between both parents.
- Pay: Paid by Social Security, similar to maternity leave.
- Parental Education Leave (Congé Parental d'Éducation):
- Duration: Allows parents to stop or reduce their work activity to care for a child under 3 years old (or under 16 in case of illness/disability). It can last up to the child's 3rd birthday.
- Pay: Generally unpaid by the employer. Parents may be eligible for benefits from the Family Allowance Fund (CAF) under certain conditions.
Other Types of Leave
Beyond the main categories, the French Labour Code and collective agreements provide for various other types of leave for specific circumstances.
- Bereavement Leave (Congé pour Événements Familiaux): Employees are entitled to paid leave for family events such as the death of a spouse, parent, child, or other close relatives. The duration varies depending on the relationship (e.g., 5 days for the death of a child, 3 days for the death of a spouse or parent).
- Marriage/Civil Partnership Leave: Employees are entitled to paid leave for their own marriage or civil partnership (usually 4 days).
- Child's Illness Leave: Employees have the right to take unpaid leave to care for a sick child, subject to providing a medical certificate. Paid leave for this purpose may be granted by collective agreements.
- Study Leave (Congé de Formation Économique, Sociale et Syndicale): Allows employees to take leave for training related to economic, social, or union matters.
- Sabbatical Leave (Congé Sabbatique): Allows employees with sufficient seniority to take an extended period of unpaid leave (typically 6 to 11 months) for personal projects.
- Leave for Creation of a Business (Congé pour Création d'Entreprise): Allows employees to take leave to start their own business while potentially retaining the right to return to their previous job.
Managing this array of leave types requires diligent tracking and adherence to specific rules regarding eligibility, duration, and compensation.
