Holidays in France and the employer’s role
In France, employees are entitled to mandatory paid leave, supplemented in some cases by time off in lieu (RTT) days or a time savings account (CET). These systems govern rest periods, the organization of working time and the management of leave entitlement.
In a nutshell
- Paid leave is a right for all employees.
- How it is arranged depends on the law and the collective agreements applicable within the firm.
- Time off in lieu (RTT) results from working time which goes beyond 35 hours.
- A time savings account (CET), when it exists in a firm, enables employees to accumulate leave or compensation over time.
How do paid holidays work in France?
Paid holidays are periods of rest during which employees do not work but continue to receive their salary.
They constitute a fundamental right, applicable to all employees regardless of their employment contract, years of service or working hours.
How is paid leave calculated?
Employees generally accrue 2.5 working daysof leave per month of actual work, totaling 30 working days (five weeks) for a full year. The firm may choose to calculate leave in working days or business days, according to its internal rules. In the absence of a collective agreement, the reference period is set from June 1 to May 31.
Working day vs. business day in France
A working day generally corresponds to all days of the week except for the weekly rest day (usually Sunday) and public holidays, which are not normally worked (six per week). A business day is a day actually worked in the firm (five per week).
What is actual working time?
Actual working time refers to the periods during which the employee is at the employer’s disposal and complies with their instructions.
Certain absences are considered as actual working time and entitle the employee to paid leave:
- Paid leave already taken.
- Maternity, paternity and adoption leave.
- Leave for family events.
- Days off related to overtime or time off in lieu of overtime (RTT).
- Leave due to a work-related accident or occupational illness.
- Certain periods of non-occupational sick leave (within certain limits).
- Periods dedicated to national service or activity in the operational reserve.
- Training periods.
Sick leave
Sick leave for non-work-related reasons is considered as actual working time. It allows you to accrue paid leave up to a limit of two working days per month (or 24 working days per year).
How is paid leave taken?
Leave can be taken from the start of employment, according to the rules established by the firm. Employees must comply with certain rules:
- A minimum period of 12 consecutive working days must be taken between May 1 and October 31.
- The maximum duration of a single period of leave is generally 24 working days.
When the main vacation period exceeds 12 days, it can be split into several periods with the employee’s agreement. When an employee does not use all of their four weeks of main vacation during the legal vacation period (between May 1 and October 31), they may be entitled to additional vacation days through splitting.
These additional vacation days are granted according to the number of days taken outside this period:
- One working day for three to five days taken outside the period.
- Two working days for six or more days taken outside the period.
Collective agreements may also specify the terms and conditions for splitting vacation days.
If a collective agreement exists, it will establish the rules for taking vacation. Failing that, the employer organizes departures after consulting the Social and Economic Committee (CSE), taking into account, in particular:
- The employee’s family situation.
- The employee’s length of service.
- The employee’s activity with other employers.
How is paid leave compensated?
During their time off, employees receive remuneration for paid leave.
This remuneration is calculated using the most beneficial method, either:
- Salary maintenance.
- Or the one-tenth rule (10% of gross salary over the contractual or legal reference period from June 1 to May 31).
What other types of leave are available?
Beyond paid leave, employees may be entitled to other types of leave related to their personal or professional situation.
- Leave for birth or adoption.
- Leave for marriage or civil partnership (PACS).
- Leave for the death of a close relative.
- Leave for a sick child.
- Leave for a child with a disability or serious illness.
- Unpaid leave.
- Sabbatical leave.
- Leave for starting or taking over a business.
- Leave for political office.
Some collective agreements may also provide for specific leave for relocating. For further information, see the page dedicated to leave in the private sector.
How do reduction of working time days (RTT) work?
Reduction of working time days (RTT) are not statutory holidays. They result from a work schedule exceeding 35 hours per week.
They are implemented through a collective agreement, which defines:
- The employees concerned.
- The procedures for taking the days off.
- The conditions for using or, where applicable, redeeming these days.
How does the time savings account (CET) work?
The time savings account (CET) enables employees, when it exists within the firm, to accumulate paid leave or deferred compensation.
The time savings account (CET) is optional and must be provided for by a collective agreement. This agreement defines:
- The procedures for funding and managing the account.
- The conditions of use.
- The rules for liquidating and transferring rights.
Employees can fund their time savings account (CET) with:
- Paid leave beyond the fifth week.
- Additional leave for splitting vacation time or from contractual rights.
- Unused reduction of working time (RTT) days.
- Bonuses or other types of compensation.
The employer can also allocate certain rights or rest periods to the time savings account (CET).
The time savings account (CET) can be used by employees to:
- Finance vacation periods.
- Supplement their salary.
- Plan for the end of their career.
- Contribute to a retirement savings plan (PER).
What are the rules regarding vacation upon termination of employment?
At the end of the contract, the employee receives compensation for any unused paid holiday. This rule applies regardless of the reason for termination. Compensation for unused vacation is due regardless of whether the termination was requested by the employee or the employer.
However, no compensation is legally mandated for time off in lieu (RTT). The rules depend on the applicable collective bargaining agreements.
In terms of the time savings account (CET), upon leaving the business, the employee can:
- Transfer their accrued time off to a new employer if the agreement permits it.
- Request that their accrued time off be deposited with the Caisse des Dépôts et Consignations (CDC).