In France, labor law prioritizes a healthy work-life balance and dictates regulations for standard working hours.

The legal working week in France is enforced at 35 hours on average. This translates to roughly 7 hours per day for a five-day workweek. The law permits exceeding the 35-hour limit within a 12-week rolling period, provided the weekly average remains at 44 hours. However, exceeding 44 hours in a single week requires justification and specific agreements.

Daily working hours are capped at 10 hours, with the possibility of extending to 12 hours under specific conditions outlined in collective agreements.

Industry-specific collective bargaining agreements can supersede or refine these standard regulations. These agreements may dictate variations in working hours within a particular sector. Many French companies offer additional paid time off through a system called RTT (Réduction du Temps de Travail). These "Recuperation Time" days are earned for exceeding the standard 35-hour workweek and can be used for extended weekends or holidays.

In France, labor law safeguards employee well-being and dictates clear regulations for overtime work.

Overtime is defined as any work exceeding the legal average of 35 hours per week. The French Labor Code mandates overtime compensation. The base rate for overtime pay depends on the number of overtime hours worked. For the first 8 hours, employers must pay a minimum surcharge of 25% on top of the employee's regular wage. Overtime exceeding the first 8 hours triggers a 50% premium on top of the regular wage.

It's important to note that industry-specific collective bargaining agreements can supersede these minimum requirements. These agreements may dictate higher overtime pay rates for certain sectors.

Employers can also offer compensatory rest periods in lieu of or alongside financial compensation for overtime work. This option requires employee consent and adheres to specific regulations.

French law establishes a yearly maximum of 220 overtime hours, although collective agreements may adjust this limit. Overtime exceeding the annual quota mandates compensatory rest for the employee. The primary legal framework governing overtime work in France is established within the French Labor Code.

French labor law prioritizes worker well-being and mandates designated rest periods and breaks throughout the workday. Here's a breakdown of employee entitlements:

Daily Rest Periods

French law guarantees a minimum of 11 consecutive hours of daily rest between work shifts. This ensures adequate recovery time outside of working hours.

Daily Breaks

Employees working for at least 6 hours consecutively are entitled to a minimum of a 20-minute unpaid rest break. This break time allows employees to detach from work duties and focus on personal needs.

Employer Responsibilities

During the break period, employees should be free from work-related duties and have the liberty to use the time for personal activities.

Important Note

Collective bargaining agreements within specific industries may supersede these minimum requirements and offer more generous break provisions.

Weekly Rest

French law mandates a minimum of 35 consecutive hours of weekly rest. This extended rest period typically falls over the weekend and allows for proper rejuvenation. Working on Sundays is generally discouraged, but exceptions exist in specific sectors where continuous operations are essential.

French labor law prioritizes worker well-being and establishes specific regulations for night shifts and weekend work to mitigate potential health risks and ensure fair compensation.

Night work is defined as work performed between 9:00 PM and 6:00 AM. However, it is not permitted for all sectors and can only be justified for technical or economic reasons or when continuous operation is necessary. Specific limitations exist, such as daily working hours for night workers are capped at 8 hours and the average weekly working hours for night workers cannot exceed 40 hours (or 44 hours under specific agreements) over a 12-week period.

Night work can disrupt sleep patterns and increase health risks. Therefore, French law offers protections for night workers. Employers must consider potential health risks associated with night work and include them in occupational health service reports. Night workers are entitled to regular medical examinations to monitor their health. Night work typically warrants increased pay or additional rest days as compensation for the disruption to normal sleep patterns.

As for weekend work, generally, working on Sundays is discouraged in France. Exceptions exist for specific sectors like tourism, restaurants, and continuous operations. Working on Sundays requires a 100% pay increase, also known as double time. Collective agreements may offer alternative compensation arrangements for Sunday work.

It's important to consider industry-specific collective bargaining agreements. These agreements may establish additional regulations or exceptions regarding night and weekend work specific to a particular profession.