Leave policy in France

When hiring talent based in France, it’s essential to understand the country’s leave policies, including what employees are entitled to, when they’re entitled to it, and how leave is calculated and paid. 

Staying compliant with the leave policy in France not only helps you reduce legal complications but also supports workers’ well-being and retention. Here’s what employers need to know about paid leave in France. 

Annual leave in France

French employees are entitled to 30 vacation days per year, the equivalent of 5 working weeks off. This applies to both part-time and full-time employees. 

Employees earn these vacation days gradually, gaining 2.5 days for each completed month of work with an employer. 

Employees who work more than 35 hours per week may accrue additional annual leave in France, equivalent to the additional time worked. 

Public holidays

Employees in France are entitled to 11 national public holidays per year. However, if a public holiday falls on a weekend, it may not be carried over to the next working day. 

When a holiday falls on a Thursday or Tuesday, employers may grant the Friday or Monday off to create a long weekend. These bridge days are known as “ponts”. While ponts are not legally mandated, they are common among employers.

Public Holiday	Date
New Year’s Day	January 1st
Easter Monday	March/April (Date changes every year)
Labor Day	May 1st
Victory in Europe Day	May 8th
Ascension Day	May (Date changes every year)
Whit Monday	May/June (Date changes every year)
Bastille Day	July 14th
Assumption of Mary	August 15th
All Saints’ Day	November 1st
Armistice Day	November 11th
Christmas Day	December 25th

Moselle, the Bas-Rhin, and the Haut-Rhin also observe Good Friday (date changes every year) and Second Christmas (December 26th).

Sick leave 

Sick leave policy in France states that if an employee is absent due to illness for up to 6 months, the social security health system will pay them a daily benefit of up to 50% of wages, capped at EUR 50.58 per day. This benefit begins after their 4th day of illness. While employers are not obligated to fully compensate them during their time off, collective bargaining agreements may require them to top up the pay. 

To extend this benefit for a further 6 months, the employee must have:

• Worked a minimum of 600 hours in the 12 months before the sickness
• Contributed to social security for at least 12 months before the sickness
• Received an income of at least 2,030 times the hourly minimum wage in the 12 months before the sickness

The sick leave policy in France also states that employers must provide sick leave documentation to the CPAM for the employee to receive sickness benefits.

Maternity leave

The length of maternity leave in France varies depending on the number of children the mother has:

Status of the unborn child	Prenatal leave (before birth)	Postnatal leave (after birth)	Total maternity leave
1st child	6 weeks	10 weeks	16 weeks
2nd child	6 weeks	10 weeks	16 weeks
3rd child or more	8 weeks	18 weeks	26 weeks
2 births (twins)	12 weeks	22 weeks	34 weeks
3+ births (triplets+)	24 weeks	22 weeks	46 weeks

Employees are entitled to a maternity leave allowance of between EUR 10.24 and EUR 95.22 per day, depending on their current salary. 

Paternity leave 

Upon the birth of a child, an employee must take 3 working days of compulsory birth leave. This is immediately followed by a compulsory paternity and childcare leave of 4 calendar days. There is then an optional 21 days of further paternity and childcare leave that the employee can take if they wish. 

Paternity leave allowance is calculated the same way as maternity leave in France, granting the employee between EUR 10.24 and EUR 95.22 per day.

Other leave policies in France

• Adoption leave: If employees are adopting their first or second child, they’re entitled to 16 weeks of adoption leave, with an additional 25 days if they choose to split it. If it’s their third child, they receive 18 weeks, as well as the optional 25 days.
• Sick child: In general, sick child leave in France is a maximum of 3 days. But if the child is under 1 year old or the employee has 3 dependent children, this increases to 5 days. 
• Caregiver: Unless there is a collective bargaining agreement, caregiver leave is 3 months, renewable up to 1 year.
• Family solidarity leave: Family solidarity leave is 3 months, unless governed by a collective bargaining agreement. 
• Marriage: Employees can take 4 days’ leave for a marriage or civil partnership, or 1 day for the marriage of their child.
• Death in the family: In the event of the death of a close relative, employees are granted 3 days’ leave. If the employee’s child passes away, they can take a further 14 days of leave. 

Explore Payoneer Workforce Management in France 

The leave policy in France is generous but complex. Tracking eligibility, pay calculations, and compliance demands time and expertise. 

Payoneer Workforce Management can support with onboarding, payroll, taxes, benefits, and more, without setting up a local entity.

Book a demo today!

FAQs

1) What is the annual leave policy in France?

Employees earn 30 working days (5 weeks) annually, plus additional days that may apply for hours worked beyond 35 per week. 

2) How many holiday days are there in France?

There are 11 national public holidays in France, though some regions have more. Employers may also grant bridge days, tying public holidays into an extended weekend.

3) How long is maternity leave in France?

Mothers are entitled to 6 weeks of prenatal leave and 10 weeks of postnatal leave with their first and second child, totalling 16 weeks of maternity leave. They receive 8 weeks of prenatal and 18 weeks of postnatal leave with their third child, totalling 26 weeks. 

If a mother is having multiple births, she gets 12 weeks of prenatal leave and 22 weeks of postnatal leave, totalling 34 weeks.