Leave Laws
Last updated on October 20, 2026.
Paid Time Off (PTO) in France
Vacation Leave Quota (aka Annual Leave)
5 weeks (25 working days)
All employees are entitled to paid leave of 2.5 days for each month of actual work. This gives 5 full weeks, resulting in 25 days annually.
Nota Bene: By French calculation, this is actually 30 days of vacation, because Saturday is considered a working day in this calculation. For the purpose of counting vacation, working days are considered all days of the week, except Sundays and public holidays. Saturday is therefore considered a working day. Thus, a regular week has 6 working days, including Saturday. An employee who takes a whole week off, from Monday to Friday, will therefore be counted as taking six days off, even if he never works on Saturdays. The same system exists in Finland as well.
Public (national) holidays are in addition to this vacation entitlement (11 days per year).
Eligibility
All employees
All employees and workers in France can take this vacation leave (Congés Payés) including:
- full-time and part-time employees
- employees with all kinds of contracts (CDI, CDD, or contrat d’intérim)
- regardless of their seniority, employment, qualifications, nature of compensation, and working hours.
Part-time employees have the same paid leave rights as full-time employees: they earn 2.5 working days per month, or 5 weeks a year. Only the way days are counted when they take leave follows their work schedule.
Accrual rate
2.5 days per month
Employees start accruing paid vacation benefits from the moment they are hired (there is no waiting period).
Employees receive 2.5 days of paid leave per month of actual work.
However, these periods of actual work also include certain types of leave: paid holiday leave; maternity, paternity leave, adoption leave; leave to compensate for overtime; periods of military service; absences due to accidents at work, accident or occupational disease; leave for family reasons (marriage, miscarriage, birth, death of a family member); and training leave. During these periods, employees continue to accumulate their paid vacation leave.
Other types of absences aren’t taken into account as actual work: sick leave, strikes, parental attendance leave, family solidarity leave, etc.
In calculating, if the number of earned days is not a whole number, the number of days is rounded to the next whole higher number. For example, if an employee has worked 7 months during the year, he or she receives 2.5 x 7 = 17.5, rounded to 18 days of paid holiday.
Accrual period
June 1 to May 31
The vacation benefits are accrued during the reference period (la période de référence) which goes from June 1st of the previous year to May 31st of the current year.
Sometimes, completing an entire year of work is required before being eligible for vacation leave. On the other hand, an employer can be flexible and provide the vacation days “in advance” (par anticipation), before they are accrued. This is especially valuable for employees who have just started working and didn’t have time to acquire vacation days.
Taking a Vacation Leave
Mostly in August
The time for taking a vacation may or may not spread throughout the year, but it must always include the legally mandated period between May 1 and October 31. During this period, an employee must take at least 12 days off.
The longest period of leave is called main leave or master (congé principal). An employee is not allowed to take a main leave that lasts more than 24 consecutive working days (4 weeks).
Typically, vacations are scheduled during August, which is considered a sacred month in France, resulting in an almost complete standstill of the country’s activities. Many firms may shut down officially, and numerous small businesses, eateries, and local service providers may be closed as well.
If an employee falls ill while on vacation, they do not have the right to receive extra days off.
Carry Over
Not allowed. The ‘use it or lose it’ policy is applied.
Typically, an employee is not able to carry over unused vacation into the following reference year. Thus, all unused days by 31st May will be lost (a “use it or lose it” approach).
However, if there is an agreement between an employer and employees to carry unused vacation days to the following year, days not taken will not be lost.
Also, from April 2024, an employee who cannot take their vacation days because of sick leave may carry over up to 15 months.
Payout of Vacation Leave
Paid by an employer.
During the vacation leave, employees don’t receive their usual salary (their employment contract is suspended). Instead, they receive a vacation allowance.
There are two methods of calculating a vacation allowance:
- The rule of maintenance of salary – employees receive a salary that they would receive if they worked normally.
- The 10th rule – employees are entitled to 1/10th of their total remuneration received over the reference period
To calculate the employee’s compensation, employers need to decide which option benefits the employee more out of the two available choices. Usually, the 10th rule method is more generous to employees.
Payment of Unused Vacation on Termination
When employment ends, the employer must pay all earned, unused vacation days as a vacation indemnity (indemnité compensatrice de congés payés), whatever the reason for leaving, including dismissal for serious or gross misconduct.
Réduction du Temps de Travail - RTT
RTT (Réduction du Temps de Travail), or “reduction of working time,” is a system that gives employees extra full or half days off when they work more than 35 hours per week. These days are provided to make up for time worked over 35 hours per week, and employees who regularly work 37 to 39 hours can usually accrue about 9 to 15 extra days off each year.
For example, if an employee’s working time is 39 hours a week, they benefit weekly from 4 hours of RTT, or half a day of RTT.
An employee who takes a day or half of RTT is paid their regular salary.
The amount of RTT leave depends on what is set out in an employment contract or company agreement. These agreements are designed to organize working hours more consistently, support a better work–life balance, and help create or maintain jobs.
In the English language, it’s also known as TOIL (time off in lieu) or comp time.
Eligibility
RTT allows both non-cadre (non-executive) and cadre (executive) employees to apply under certain conditions.
Part-time employees typically are not eligible for RTT days, unless a specific company agreement allows them this benefit.
Accrual
The yearly total number of RTT days depends on the employer and the employee’s agreed working schedule. In most cases, workers may earn 11 to 15 RTT days each year, although the exact number may differ based on their contract and company policy.
The agreement must also explain how RTT time is calculated and accrued. It can either:
- be given as a fixed number of days each year (for example, 10 RTT days annually),
- earned gradually based on extra hours worked (for example, if an employee works 37 hours instead of 35, they earn 2 hours of RTT each week).
Carryover
Employees may not roll over RTT days from one year to the next.
Usage
RTT can be used for:
- Vacation
- Medical appointments
- Family responsibilities
- Other personal needs
Payment of Accrued, Unused RTT days on Termination
Whether accrued but untaken RTT days are compensated at the end of the employment contract depends on the company policy or the collective agreement:
- if a collective agreement provides for the remuneration of non-taken RTTs at the end of the employment contract, then the employer will have to pay for each day of untaken RTT
- if the collective agreement does not provide for it: in this case, the days of RTT are not compensated and are lost for the employee unless the latter can prove that it is because of a situation attributable to his employer that he could not take them
Sick Leave in France
Social Security pays a daily allowance that is 50% of the standard daily wage.
According to labor laws, there is no set amount of days designated for sick leave. Instead, employees are permitted to take time off from work when they are ill, as long as they can provide a doctor’s certificate or note as proof of their absence.
If an employee is unable to work due to health issues, it is important to inform their employer as soon as practicable, verbally or in writing (by telephone, email, SMS, the company leave management software, etc.). If there is no specific timeframe mentioned in their collective or company agreement, it is generally expected that they inform their employer within 48 hours of their sickness.
Additionally, they should provide the employer with a medical certificate or note to validate their situation. They should also inform Social Security – CPAM (Caisse Primaire d’Assurances Maladie) or MSA (Mutualité sociale agricole).
Employees who follow this procedure will be entitled to a daily sickness allowance. This allowance is paid by the social security: CPAM or MSA.
Daily allowances (les indemnités journalières) are 50% of the employee’s daily wage, but can’t exceed 50,58 € (from January 1st, 2023).
The first 3 days are unpaid, employees begin receiving a daily allowance on the 4th day.
Employees may receive additional pay; it depends on a collective or company agreement.
Eligibility depends on whether sick leave lasts more than 6 months or less, but any sickness allowance requires at least 3 months’ service.
As from April 2024, an employee who is on sick leave continues to accrue paid vacation leave during absence. However, employees on sick leave due to work-related injury/illness accrue a regular 2.5 days of vacation per month (5 weeks annually), while those on non-work-related injury/illness accrue 2 days per month (a maximum of 24 working days (4 weeks) per year).
Sick leave is called congé de maladie in French.
Payout
Sick leave in France is paid by the social security system, not the employer.
During the period of illness or injury, the work contract is suspended, as is the employer’s obligation to pay employees (unless stated by the collective bargaining agreement). Employees receive daily allowances from the Social Security System.
Maternity, Paternity, Adoption, and Parental Leave in France
Maternity Leave (Congé de maternité)
16 weeks paid by Social Security.
Maternity leave in France lasts 16 weeks:
- prenatal leave – 6 weeks
- postnatal leave – 10 weeks
A mother is entitled to 2 additional weeks of prenatal leave, and 4 additional weeks of postnatal leave in case of a pathological pregnancy or health complications.
Mothers expecting their 3rd child are entitled to 26 weeks of maternity leave (8 + 18).
Mothers expecting twins are entitled to 34 weeks of maternity leave (12 + 22).
Mothers expecting triplets are entitled to 46 weeks of maternity leave (24 + 22).
After maternity leave is over, employees will go back to their previous job, or a comparable job that pays the same. An employer is not allowed to dismiss employees during maternity leave, and 10 weeks after the end of maternity leave.
2026 UPDATE:
As of July 1, 2026, parents may benefit from an additional 1-2 months of paid leave on top of existing maternity (16 weeks) and paternity (28 days) leave after standard leave expires. This is paid by Social Security at 70% of salary for the first and 60% for the second month.
Payout
Maternity leave in France is not paid by the employer because the employment contract is suspended. An employee is entitled to a Daily Maternity Allowance which is paid by Social Security (CPAM), that is the average of their income over the 3 months before the maternity leave, limited (for 2026) at €104.02 per day (before tax) for private-sector employees.
However, the majority of companies also have collective agreements that dictate the employer’s responsibility to continue paying the employee’s salary while they are on maternity leave.
Paternity Leave (Congé Paternité)
28 days
Paternity leave is 28 days of fully paid leave in the case of a single birth.
Paternity leave starts with 3 days of leave when a child is born or adopted, during which their employer will pay their full salary. They can also take an additional 25 days of paternity leave, which will be paid by Social Security. In cases of multiple births, paternity leave is 32 days.
Paternity leave was increased to 28 days in 2021 (previously it was 14 days). The law is inclusive of the second parent in same-sex couples, whether they are male or female.
Payout
The first 3 days of paternity leave are paid by the employer.
Social Security pays the following 25 days.
The daily allowance paid by Social Security is capped for 2026 at €104.02 per day for private-sector employees (same as the maternity leave), but the employer may choose to supplement it.
Adoption Leave
In France, an employee who adopts a child is entitled to adoption leave. The duration of the adoption leave depends on the age of the child and the number of children being adopted.
During the adoption leave, the employee is entitled to a daily allowance paid by the Social Security system. The amount of the allowance is calculated based on the employee’s average daily salary.
Parental Leave
At the end of maternity and paternity leave, parents have the option of taking unpaid parental leave or working part-time. This leave can last between 6 months and 3 years, depending on how many children there are in the family. Generally, the duration of parental leave is 1 year, but it can be prolonged until the child turns 3 years old, and both parents can share it. They can take leave at the same time or take turns.
An employee is eligible if he/she has worked for at least 1 year before the date of their child’s birth, or before welcoming a child no older than 16 years to their home with a view to adoption. This right lasts until the child’s third birthday, unless the child was aged between three and 16 on arrival, in which case the adoptive parent can take one year’s parental leave from the date of arrival.
During parental leave, the contract is suspended, so an employer is not required to pay employees, although parents can apply for allowances provided by Social Security.
Parental Absence
Parental absence enables the employee to take care of a dependent child who has a health condition that demands constant attention and mandatory care. This leave can be given for up to 310 days for reasons related to child care or due to illness, injury, or disability.
Bereavement Leave in France (Funeral Leave)
3 days.
An employer is legally required to provide employees with paid bereavement leave, in the event of the death of a family member.
The duration of the bereavement leave depends on the status of the deceased:
- Death of the spouse, civil partnership partner( partenaire de Pacs), or partner; father or mother; father or mother of the spouse; brother or sister: 3 days.
- Death of a child: 12 days.
- Death of a child under 25 years old or a child who is a parent himself: 14 days.
- A person under 25 years of age who is effectively and permanently dependent on the employee: 14 days.
If a child under the age of 25 dies, an employee can take an extra period of 8 days off from work in addition to the standard 14-day bereavement leave.
Payout
Bereavement leave in France is paid as if an employee had worked.
Jury Duty Leave in France
Required by law.
Employees are rarely summoned for jury service and it applies only to serious criminal trials at the Cour d’Assises. Employers are legally required to allow employees to attend juries and can’t penalize them for the absence, but the employer is not obligated to pay wages — the court provides a compensatory allowance instead (daily allowance, travel expenses, and meals).
Military Leave in France
Required by law.
An employer must provide leave to employees called up for military service, reservist training, or operational deployments. Employers can’t refuse it or penalize the employee for this absence. During military leave, an employee’s status is job-protected, meaning that upon returning from leave, they are entitled to reinstatement to their previous or equivalent position.
Payout
Employers are generally not required to pay the employee’s salary during military leave, though the employee receives certain military pay from the state; however, some collective agreements or company policies provide for salary top-ups.
Voting Leave in France
Online data is unavailable; please consult official legal materials or offline sources for information. Voting leave is most likely not specified by law; employees should have enough time to vote during their time off, as polls are usually open outside working hours.
Other Types of Leave in France
Sabbatical leave
Sabbatical leave can last from a minimum of 6 months, up to 11 months. To be eligible for sabbatical leave, an employee must have worked for the company for more than 3 years and have at least 6 years of work experience (professional activity). This leave is unpaid.
Paid caregiver leave
Paid Caregiver Leave provides employees with 3 months of paid leave to care for a family member or close friend.
Leave for marriage or civil partnership
The duration of the leave for a wedding or civil union is 4 days. This leave is paid as if an employee has worked.
Leave for the wedding of an employee’s child
This leave is for 1 day, and it is paid as if the employee had normally worked.
Child disability leave
An employee is entitled to take a leave of absence for a particular reason, such as a child’s chronic illness, disability, or cancer, regardless of their seniority status. The minimum duration of the leave is 2 days, and they will receive payment while on leave.
Public Holidays in France
11 national holidays
In France, there are 11 days that are considered public holidays, but only one of them, which is Labor Day on 1st May, is legally required to be a paid holiday. Nevertheless, many employers still offer paid time off for all public holidays because of the employment agreement or collective bargaining agreement. If an employee works on Labor Day, they are entitled to receive double pay for the day, whereas working on other public holidays does not usually result in a pay increase.
Public holidays are called les jours fériés in French.
A complete list of official holidays celebrated in France:
| Date | Holiday | French Name |
|---|---|---|
| January 1 | New Year’s Day | Nouvel An |
| The Day After Easter | Easter Monday | Lundi de Pâques |
| May 1 | Labor Day | Fête du Travail |
| May 8 | Victory Day | Fête de la Victoire |
| 40th day after Easter | Ascension | Ascension |
| 50th day after Easter | Whit Sunday | Lundi de Pentecôte |
| July 14 | Bastille Day | Fête nationale française |
| August 15 | Assumption | Assomption |
| November 1 | All Saints’ Day | Toussaint |
| November 11 | Armistice Day | Armistice |
| December 25 | Christmas Day | Noël |
Sources
- Paid Leave – Calculation and payment of leave pay (Congé payés – Calcul et versement de l’indemnité de congés payés), https://www.coindusalarie.fr/calcul-conges-payes-avocat
- Paid Leave – Official site (Congés payés – Ministère de l’Intérieur), https://www.demarches.interieur.gouv.fr/particuliers/conges-payes
- Holidays paid for your employees in 5 questions (Les congés payés de vos salariés en 5 questions), https://www.economie.gouv.fr/entreprises/conges-payes
- Sick stop: steps to be taken for the employee – Official site, https://www.service-public.fr/particuliers/vosdroits/F303?lang=en
- Leave for the death of a family member, https://www.service-public.fr/particuliers/vosdroits/F2278?lang=en
- Payroll and Benefits Guide France, https://www.papayaglobal.com/countrypedia/country/france/
- Réduction du temps de travail (RTT) - in English, https://www.service-public.gouv.fr/particuliers/vosdroits/F34151?lang=en
- Understanding Reduction of Working Time RTT in France: A Guide for SMEs, https://www.linkedin.com/pulse/understanding-reduction-working-time-rtt-france-guide-smes-wrhr-fmh5e/
- Paid leave: explanations, rights, and calculations, https://www.rsm.global/france/en/insights/paid-leave-explanations-rights-calculations
Check out our Leave Laws page to learn more about laws in various countries.
This material is for general informational purposes only and does not constitute legal advice. For current and accurate guidance, please consult legal counsel in your jurisdiction.
Get started
