Paid Leave Rights in France: What You Need to Know

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

In most cases:

• The leave accrual period runs from June 1 of year N-1 to May 31 of year N;
• The leave usage period runs from June 1 of year N to May 31 of year N+1.

Example: 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.

Different dates may apply if specified by collective agreements.
Generally, untaken leave is forfeited unless a deferral is allowed by your collective agreement or your employer.met.

No minimum duration of employment is required to be eligible for paid leave: you may take leave as soon as you’re hired, depending on the company’s internal rules.

If the number of accrued leave days is not a whole number, it is rounded up to the next full day.

📌 Example: An employee who worked for 7 months accrues 17.5 days (7 × 2.5 days), rounded up to 18 working days.

In case of a mid-year hire, the accrual period runs from the start date to the following May 31.

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

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

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

The leave-taking period is set by collective agreement or by your employer and must be announced at least two months before it begins.

In case of a work-related illness or accident:
You continue to accrue 2.5 working days per month, or 30 working days per year.

In case of a non-work-related illness or accident:
You accrue 2 working days per month, or 24 working days per year.

If you are unable to take your paid leave due to illness or accident, you are entitled to a 15-month deferral period 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):

Once your leave ends, your employer must inform you within one month of your return to work about:

• The number of leave days you are entitled to
• The deadline to use them

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

If the sick leave covers the entire accrual period (i.e. over one year):

The 15-month deferral period starts on May 31 (end of accrual period).

• If you do not return to work within those 15 months, your leave is lost.
• If you return during the 15 months, the deferral period is paused until your employer informs you of your rights.

📝 Note: Some collective agreements may provide a longer deferral period.

Example:

An employee is on sick leave from August 1, 2023, to June 30, 2025.

• The period from August 1, 2023, to May 31, 2024, does not cover a full accrual year → the 15-month period starts after the return and after the employer provides the required information.
• The period from June 1, 2024, to May 31, 2025, does cover a full accrual year → the 15-month period starts on May 31, 2025, even if the employee returns on June 30. Upon return, the period is suspended until the employer fulfills their duty to inform.