Paid leave in France is a legal right, allowing employees 30 days annually, equating to five weeks. Various leave types exist, including family-related options, which provide additional days for dependents and support for those with disabilities or severe illnesses. Employees can also request training leave, with some conditions. While the Labor Code sets a minimum for leave, collective agreements may offer additional days for personal events and circumstances like bereavement or service length.
Understanding Paid Leave in France
In France, paid leave has been a legal right for almost a century, firmly established in the Labor Code. According to the regulations, every employee is entitled to ‘two and a half working days per month of effective work with the same employer,’ which totals to 30 days per year. Practically speaking, this translates to five weeks of leave, as it refers to ‘working’ days (including Saturdays) rather than ‘business’ days. Beyond this foundational entitlement, there are numerous circumstances under which employees can receive paid leave or compensation while not actively working. Some of these situations are well-known, such as sick leave or sabbaticals, while others are less frequently recognized.
Family-Related Leave Options
Managing family responsibilities can sometimes be challenging, and various types of leave are available to help employees navigate these complexities. For instance, employees over 21 years old are entitled to two additional paid leave days for each dependent child under the age of fifteen or those with disabilities, with a maximum cap of 30 working days. In contrast, employees under 21 may receive only one additional day of leave.
Furthermore, parents of children under twenty years old who have disabilities or have suffered severe accidents are eligible for up to 310 working days of leave per child for each illness, disability, or accident, which can be spread over three years. Additionally, upon receiving a diagnosis, the law allows for two days of leave to support families during difficult times.
Another important leave option is family solidarity leave, which enables employees to assist a loved one nearing the end of life. If the criteria are met, employers cannot refuse this request. It’s worth noting that this leave is not compensated by the employer but rather through Health Insurance. Similarly, caregiver leave, aimed at supporting relatives with reduced autonomy or disabilities, is financed by Caf.
Training Leave and Additional Options
Employees looking to enhance their skills through training can request leave from their employer, although acceptance is not guaranteed. For example, training leave related to economic, social, environmental, and union matters must be granted unless it poses a threat to the company’s operations. Requests for leave related to skills assessments or professional transition projects may be denied, while requests for validation of professional skills must be honored, albeit with possible postponement.
While the Labor Code outlines a basic minimum for leave, it’s important to check if your collective agreement provides for additional days. The law stipulates leave for the death of immediate family members, but collective or company agreements may extend this to include more distant relatives or provide additional days for occasions like weddings, civil partnerships, maternity or paternity leave, school enrollment, or relocations. Some agreements even offer extra leave days based on the employee’s length of service with the company.