France is one of Europe’s most attractive destinations for global companies, offering a highly skilled workforce, robust infrastructure, and a strong economy. Yet, hiring in France requires employers to navigate a detailed framework of French labor laws that emphasize employee protections and work-life balance.
One of the most crucial aspects of compliance is the leave policy in France, which regulates working hours, annual holidays, family-related leave, and sick leave. These laws are heavily influenced by the French Labor Code and collective bargaining agreements, ensuring equal treatment across workplaces while aligning with European Union (EU) labor standards.
This guide helps global employers, HR leaders, and employees understand the different leave entitlements in France, including annual paid leave, maternity and paternity leave, parental leave, sick leave, public holidays, and other special leave types.
Table of Contents
- Adoption Leave in France
- Earned Leave (Annual Paid Leave) in France
- Maternity Leave in France
- Parental Leave in France
- Paternity Leave in France
- Public Holidays in France
- Sick Leave Policy in France
- Casual Leave in France
- Unpaid Leave in France
- Other Special Leave Types in France
- Digital Leave Management in France with Asanify AI
- FAQs on Leave Policy in France
Adoption Leave in France
Adoption leave in France gives adoptive parents time to bond with their child while maintaining job security. It is covered under the French Labor Code.
- Duration: One or both adoptive parents are entitled to 10 weeks of leave.
- Special cases: If adopting more than one child, leave extends to 22 weeks. For a second adoption, the entitlement increases further.
- Parental share: Leave can be split between both parents, provided each takes at least 8 weeks.
Employers must grant this leave, and employees need to notify their employer with official adoption documents. During the leave, employees receive daily allowances from French Social Security (CPAM).
Earned Leave (Annual Paid Leave) in France
France has one of the most generous systems of annual paid leave in Europe.
- Employees are entitled to 2.5 days of paid leave for every month worked, which totals 30 working days (5 weeks) per year.
- Leave accrues during the “reference year” (June 1 – May 31).
- Saturdays are counted as working days when calculating leave, unless it is the employee’s usual rest day.
- Collective bargaining agreements may grant additional leave, especially in specific industries like construction, transport, or hospitality.
- Newly hired employees also begin accruing leave immediately, though they may not be eligible for full annual leave until after their first reference year.
For employers, correct payroll processing must reflect leave pay, compensations for unused leave, and collective agreement entitlements.
Suggested Read: Understanding Labour Laws in France: A 2025 Guide
Maternity Leave in France
Maternity leave in France is comprehensive and aims to protect the health of both the mother and the child.
| Feature | Details |
| Standard duration | 16 weeks (6 weeks before and 10 weeks after childbirth) |
| Large families | 26 weeks for a third child |
| Multiple births | 34 weeks for twins; 46 weeks for triplets or more |
| Prenatal leave | Up to 6 weeks before due date (can be extended to 8 weeks in special cases) |
| Postnatal leave | Minimum of 10 weeks, extended by unused prenatal leave |
| Financial assistance | Daily allowances paid by French Social Security (CPAM) |
Employees must provide a medical certificate and inform their employer at least 3 months before the due date. Employers are required to hold the job position until the employee returns.
Parental Leave in France
Parental leave in France allows either parent to care for their child beyond maternity or paternity leave.
| Type of Parental Leave | Duration | Details |
| Standard parental leave | Up to 1 year | Renewable twice until the child is 3 years old |
| Part-time parental leave | Flexible | Employees can reduce working hours while maintaining partial benefits |
This leave can be taken by the mother or father, and in some cases both. During this period, the employee’s contract is suspended, but they may receive the PreParE benefit (Prestation partagée d’éducation de l’enfant) from Social Security.
Paternity Leave in France
France has one of the longest paternity leave entitlements in Europe.
| Feature | Details |
| Duration | 28 days total (including 3 mandatory days immediately after childbirth) |
| Multiple births | 32 days |
| Compensation | Paid by French Social Security (CPAM), provided the employee has worked at least 150 hours in the last 3 months |
Employers must grant this leave, and employees are required to inform them at least one month in advance.
Public Holidays in France
France observes 11 national public holidays each year:
| Holiday | Date |
| New Year’s Day | 1 January |
| Easter Monday | Movable |
| Labor Day | 1 May |
| Victory in Europe Day | 8 May |
| Ascension Day | Movable |
| Whit Monday | Movable |
| Bastille Day (National) | 14 July |
| Assumption of Mary | 15 August |
| All Saints’ Day | 1 November |
| Armistice Day | 11 November |
| Christmas Day | 25 December |
Note: Unlike Belgium, not all public holidays in France are mandatory paid days off. The Labor Day holiday (1 May) is the only mandatory paid holiday for all workers. The others may depend on collective agreements.
Sick Leave Policy in France
Sick leave in France is regulated by the French Social Security system and depends on the employee’s contributions.
| Category | Entitlement |
| Eligibility | Must have worked 150+ hours in last 3 months |
| Standard compensation | Daily allowance equal to ~50% of gross salary, paid by CPAM |
| Waiting period | 3 days (not covered by Social Security, unless waived by collective agreement) |
| Employer’s role | Some employers cover the waiting period or supplement pay, depending on agreements |
Employees must provide a medical certificate within 48 hours. Long-term sick leave may also entitle employees to extended benefits.
Casual Leave in France
France does not officially recognize “casual leave” as in some other countries. However, employees may request short absences for personal reasons (family responsibilities, emergencies, examinations, etc.), usually governed by collective agreements or employer policies.
Unpaid Leave in France
Unpaid leave (congé sans solde) is available under special circumstances:
- Granted for personal reasons, training, or family responsibilities.
- Duration is subject to employer approval unless covered by a specific collective agreement.
- Unlike statutory leaves, unpaid leave does not guarantee salary or benefits continuation.
Other Special Leave Types in France
France provides additional leave entitlements beyond the core categories:
- Family leave: 3 days for the birth or adoption of a child, 3–5 days for the death of a close relative.
- Training leave (CIF): Employees can take leave to pursue approved training.
- Solidarity leave: Up to 3 months to support a critically ill family member.
- Political leave: Employees holding public office are entitled to leave to perform official duties.
Suggested Read: EOR France: A Detailed Guide on Employer of Record 2025
Digital Leave Management in France with Asanify AI
Managing leave in France can be complex due to diverse entitlements, collective agreements, and industry-specific rules. Manual systems often lead to miscalculations, payroll disputes, and compliance issues. With an Employer of Record (EOR) in France like Asanify, businesses can simplify compliance while ensuring accurate payroll and leave tracking. Asanify AI further strengthens this process by automating leave management tailored to French labor law.
Here’s how Asanify streamlines leave management in France:
- Real-time tracking of leave balances for employees and managers.
- Slack and mobile-based leave approvals to replace slow email workflows.
- Payroll integration for accurate salary adjustments based on French leave rules.
- Audit-ready reports aligned with the French Labor Code and sector agreements.
- Automatic enforcement of policies for maternity, paternity, public holidays, and family leave.
For global employers and startups, Asanify ensures compliance while delivering a seamless employee experience removing the need for manual intervention.
FAQs
Employees earn 2.5 days per month worked, totaling 30 working days (5 weeks) per year.
Standard maternity leave is 16 weeks, extended to 26 weeks for a third child and up to 46 weeks for multiple births.
Fathers are entitled to 28 days (32 days for multiple births), including 3 mandatory days immediately after childbirth.
No. Only 1 May (Labor Day) is a mandatory paid holiday. Others depend on collective agreements or employer policy.
Employees receive daily allowances (about 50% of salary) from Social Security after a 3-day waiting period, with some employers covering the gap.
No. Unpaid leave is granted at the employer’s discretion unless specified in a collective agreement.
Yes. Adoptive parents are entitled to adoption leave and can also apply for parental leave.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
