In France, employees accrue paid leave (congés payés) at the rate of 2.5 working days per month worked, giving a statutory entitlement of 30 working days — equivalent to five weeks — per reference year. The rules are set out in the Code du travail and supplemented by collective bargaining agreements (conventions collectives) that often grant extra days.

Statutory entitlement

2.5 working days (jours ouvrables) per month worked, up to a maximum of 30 working days (five weeks) per reference year.

Eligibility

All employees accrue paid leave from the first day of work, with no minimum service requirement since the 2012 reform.

Employer obligations

  • Allow employees to accrue 2.5 working days of paid leave per month worked, up to 30 days per year.
  • Set the leave period (période de prise des congés) including 1 May to 31 October, and inform employees of the dates at least one month in advance.
  • Pay leave using the more favourable of two methods: the 'one-tenth' rule (10% of gross remuneration over the reference year) or maintained salary.
  • Grant continuous leave of at least 12 working days (two weeks) and up to 24 working days during the main leave period.
  • Pay accrued, untaken leave (indemnité compensatrice de congés payés) on termination.

Employee rights

  • Right to be paid the more advantageous of the one-tenth rule or the maintained salary method.
  • Right to take a continuous block of at least two weeks during the main holiday period (1 May – 31 October).
  • Right to additional days (jours de fractionnement) when leave is split across the main period and the rest of the year.
  • Right to recover paid leave that coincided with certified sick leave (per recent Cour de cassation rulings aligning with EU law).

Common pitfalls

  • Confusing 'jours ouvrables' (working days, Monday–Saturday) with 'jours ouvrés' (working days, Monday–Friday). The statutory minimum is in jours ouvrables.
  • Forgetting that the reference period in many companies still runs from 1 June to 31 May, not the calendar year.
  • Not granting fractionnement days when statutory leave is split outside the main holiday period.
  • Failing to recalculate accrued leave to include time off for sick leave, maternity, or work accidents (post-2024 jurisprudence).

Working days vs business days (ouvrables vs ouvrés)

French law calculates statutory leave in jours ouvrables — Monday to Saturday, excluding Sunday and public holidays. The 30-day entitlement therefore equals five working weeks. Many collective agreements and employers convert this into jours ouvrés (Monday–Friday) at 25 days, which is the equivalent.

The reference period

Historically the reference year ran from 1 June to 31 May. Since the Loi Travail and Macron ordinances, the reference period can also follow the calendar year if set by a collective agreement. Leave accrued in one reference year is taken in the following one.

Fractionnement (splitting) bonus days

When at least three but no more than five days of statutory leave are taken outside the main period (1 May – 31 October), the employee is entitled to one extra day of leave. Six or more days outside the main period entitles them to two extra days.

Frequently asked questions

How many days of paid leave per year in France?

Employees accrue 2.5 working days per month, giving a statutory annual entitlement of 30 working days (jours ouvrables) — equivalent to five weeks. Many collective agreements add more.

When does the French paid leave year run?

The default reference period runs from 1 June to 31 May, but a collective agreement can align it with the calendar year.

Are sick days counted as worked time for accrual?

Yes. Following recent French Supreme Court rulings aligning with EU law, periods of sick leave count as worked time for the accrual of paid leave.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.