{"id":3572,"date":"2025-07-01T16:58:58","date_gmt":"2025-07-01T14:58:58","guid":{"rendered":"https:\/\/livingandworking.eu\/?p=3572"},"modified":"2025-07-07T16:59:58","modified_gmt":"2025-07-07T14:59:58","slug":"paid-leave-rights-in-france-what-you-need-to-know","status":"publish","type":"post","link":"https:\/\/livingandworking.eu\/en\/2025\/07\/01\/paid-leave-rights-in-france-what-you-need-to-know\/","title":{"rendered":"Paid Leave Rights in France: What You Need to Know"},"content":{"rendered":"\n

Minimum Legal Duration<\/strong><\/p><\/path><\/svg><\/div>

\n

In France, each employee earns 2.5 working days of paid leave per month of actual work<\/strong>. This amounts to 30 working days per year<\/strong> (i.e. 5 weeks) for a full year of employment. This rule is mandatory and cannot be waived.<\/p>\n<\/div><\/div>\n\n\n\n

Period Taken into Account for Leave Entitlement<\/strong><\/p><\/path><\/svg><\/div>

\n

In most cases:<\/p>\n\n\n\n

    \n
  • The leave accrual period<\/strong> runs from June 1 of year N-1 to May 31 of year N<\/strong>;<\/li>\n\n\n\n
  • The leave usage period<\/strong> runs from June 1 of year N to May 31 of year N+1<\/strong>.<\/li>\n<\/ul>\n\n\n\n

    Example:<\/em> Leave earned between June 1, 2023, and May 31, 2024, must be taken between June 1, 2024, and May 31, 2025. Otherwise, it will be lost.<\/p>\n\n\n\n

    Different dates may apply if specified by collective agreements.
    Generally, untaken leave is forfeited unless a deferral is allowed<\/strong> by your collective agreement or your employer.met.<\/p>\n<\/div><\/div>\n\n\n\n

    Hired During the Year<\/strong><\/strong><\/p><\/path><\/svg><\/div>

    \n

    No minimum duration of employment is required to be eligible for paid leave: you may take leave as soon as you’re hired<\/strong>, depending on the company\u2019s internal rules.<\/p>\n\n\n\n

    If the number of accrued leave days is not a whole number, it is rounded up to the next full day<\/strong>.<\/p>\n\n\n\n

    \ud83d\udccc Example:<\/em> An employee who worked for 7 months accrues 17.5 days (7 \u00d7 2.5 days), rounded up to 18 working days<\/strong>.<\/p>\n\n\n\n

    In case of a mid-year hire, the accrual period runs from the start date<\/strong> to the following May 31<\/strong>.<\/p>\n<\/div><\/div>\n\n\n\n

    Setting Leave Dates<\/strong><\/p><\/path><\/svg><\/div>

    \n

    The employer (unless otherwise specified by collective agreement) may determine the order of leave departures, taking into account family situations<\/strong> or seniority<\/strong>.
    Employers can also impose leave during temporary business closures<\/strong>.
    The leave schedule must be communicated at least one month in advance<\/strong>.<\/p>\n<\/div><\/div>\n\n\n\n

    Leave Taking Period<\/strong><\/p><\/path><\/svg><\/div>

    \n

    Leave can be taken throughout the year<\/strong>, but employers must allow at least two consecutive weeks (12 working days)<\/strong> of paid leave to be taken between May 1 and October 31<\/strong>, unless otherwise agreed or stated in collective agreements.<\/p>\n\n\n\n

    The maximum duration<\/strong> of continuous leave is 4 weeks (24 working days)<\/strong>, referred to as the main leave<\/em>.
    If this main leave is not fully taken between May 1 and October 31, you may be eligible for additional “split leave” days<\/strong>.<\/p>\n\n\n\n

    The leave-taking period is set by collective agreement<\/strong> or by your employer and must be announced at least two months before it begins<\/strong>.<\/p>\n<\/div><\/div>\n\n\n\n

    Leave Accrual During Sick Leave<\/strong><\/p><\/path><\/svg><\/div>

    \n

    In case of a work-related illness or accident<\/strong>:
    You continue to accrue 2.5 working days per month<\/strong>, or 30 working days per year<\/strong>.<\/p>\n\n\n\n

    In case of a non-work-related illness or accident<\/strong>:
    You accrue 2 working days per month<\/strong>, or 24 working days per year<\/strong>.<\/p>\n<\/div><\/div>\n\n\n\n

    Sick Leave and Leave Deferral<\/strong><\/p><\/path><\/svg><\/div>

    \n

    If you are unable to take your paid leave due to illness or accident<\/strong>, you are entitled to a 15-month deferral period<\/strong> to use your unused leave.

    If the sick leave does not cover the entire accrual period (June 1 of year N-1 to May 31 of year N):<\/strong><\/p>\n\n\n\n

    Once your leave ends, your employer must inform you within one month<\/strong> of your return to work about:<\/p>\n\n\n\n

      \n
    • The number of leave days you are entitled to<\/li>\n\n\n\n
    • The deadline to use them<\/li>\n<\/ul>\n\n\n\n

      This can be communicated via your pay slip<\/strong>.
      The 15-month deferral period starts once this information is given<\/strong>. Any unused leave after this period is lost.

      If the sick leave covers the entire accrual period (i.e. over one year):<\/strong><\/p>\n\n\n\n

      The 15-month deferral period starts on May 31<\/strong> (end of accrual period).<\/p>\n\n\n\n

        \n
      • If you do not return to work<\/strong> within those 15 months, your leave is lost.<\/li>\n\n\n\n
      • If you return during the 15 months<\/strong>, the deferral period is paused<\/strong> until your employer informs you of your rights.<\/li>\n<\/ul>\n\n\n\n

        \ud83d\udcdd Note:<\/em> Some collective agreements may provide a longer deferral period.<\/p>\n\n\n\n

        \n\n\n\n

        Example:<\/p>\n\n\n\n

        An employee is on sick leave from August 1, 2023, to June 30, 2025<\/strong>.<\/p>\n\n\n\n

          \n
        • The period from August 1, 2023, to May 31, 2024<\/strong>, does not<\/strong> cover a full accrual year \u2192 the 15-month period starts after the return<\/strong> and after the employer provides the required information.<\/li>\n\n\n\n
        • The period from June 1, 2024, to May 31, 2025<\/strong>, does<\/strong> cover a full accrual year \u2192 the 15-month period starts on May 31, 2025<\/strong>, even if the employee returns on June 30. Upon return, the period is suspended<\/strong> until the employer fulfills their duty to inform.<\/li>\n<\/ul>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":6,"featured_media":3549,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[172],"tags":[],"territories_categories":[60],"class_list":["post-3572","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-cross-border-workers"],"yoast_head":"\nPaid Leave Rights in France: What You Need to Know - Eures Grande Region<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/livingandworking.eu\/en\/2025\/07\/01\/paid-leave-rights-in-france-what-you-need-to-know\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" 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