Paid time off

Paid time off in France entitles each employee to 2.5 working days of leave per month of actual work, totalling 30 working days per year, equivalent to five weeks. This statutory entitlement applies to all employees under French labour law and accrues based on months during which the employee has actually worked or been on an equivalent period, such as paid leave, sick leave, or maternity leave.

The rule is governed by the French Labour Code (Code du travail), specifically Articles L3141-1 through L3144-5, which establish the framework for annual paid leave. The Ministry of Economy (Ministère de l'Économie) provides official guidance on implementation through economie.gouv.fr.

Employees must take their accrued leave within a reference period, typically the calendar year or a 12-month period defined by company agreement. Unused leave cannot be carried forward indefinitely; French law permits carryover of a maximum of six days into the following year under standard conditions, though collective agreements may provide more generous terms. Leave must be taken at times agreed between employer and employee, with employers generally determining scheduling while respecting employee preferences where possible.

Employers must maintain accurate records of leave accrual and usage for each employee. Payroll teams must ensure leave is properly tracked, that employees receive their full entitlement, and that any untaken leave is either scheduled or compensated upon termination of employment. Failure to grant statutory leave or improper calculation of leave entitlements can result in significant penalties and claims for damages under French employment law.