Sick leave

France's statutory sick leave entitlement provides employees with paid time off when they are unable to work due to illness or injury. The rule establishes both the employee's right to absence and the employer's obligation to maintain income during qualifying periods. Sick leave covers medical conditions requiring treatment or recovery, including hospitalization, and extends to employees across all sectors and contract types, whether permanent or fixed-term.

The primary legal framework governing sick leave in France is the Labour Code (Code du Travail), specifically Articles L1226-1 through L1226-13. These provisions set out minimum protections that cannot be reduced by collective agreement, though sectoral or company-level agreements may provide more generous terms.

Under current French law, employees receive full salary continuation for the first three days of sick leave, followed by 66.66 percent of gross salary from day four onward, up to a maximum daily limit. The employee must notify their employer as soon as possible, typically within 24 hours, and provide medical certification after three consecutive days of absence. Employers may require employees to undergo medical examination by an occupational health physician.

Recent legislative changes have refined notification procedures and employer verification rights, though core entitlements remain stable. Payroll teams must accurately track sick leave days, apply the correct salary replacement rates, and maintain compliance with notification and documentation requirements. Employers should establish clear internal policies aligned with the Labour Code and ensure medical certificates are properly retained. Failure to comply with sick leave obligations can result in significant penalties and claims for unpaid wages.