In short:
- Paid leave in France is earned at a rate of 2.5 working days per month of actual work, that is 30 working days (5 weeks) for a full year.
- It is taken over a period that always includes 1 May to 31 October, with at least 12 consecutive working days and at most 24 days in a row.
- The employer sets the order of departures and communicates the dates at least 1 month in advance.
- Holiday pay is the more favourable of two calculations: one tenth of gross pay or maintained salary.
Paid leave: who is entitled and from when?
Every employee is entitled to paid leave (congés payés) each year, whatever the employment contract: permanent, fixed-term or temporary agency contract. The rules presented here come from the Service-Public guide checked on 30 April 2026.
Employees are entitled to paid leave from the moment they are hired, whatever their length of service. This right therefore exists from the trial period of a permanent contract. The employee must however respect the period for taking leave and the order of departures set in the company.
Calculating paid leave: how many days?
The general rule
Whether working full-time or part-time, an employee earns 2.5 working days per month of actual work with the same employer. This amounts to 30 working days, that is 5 weeks, for a full year.
When the number of days earned is not a whole number, it is rounded up to the next whole number.
| Time worked over the period | Calculation | Leave earned |
|---|---|---|
| 5 months | 2.5 × 5 = 12.5 | 13 working days |
| 12 months | 2.5 × 12 = 30 | 30 working days |
The employer can count leave in business days (jours ouvrés) instead of working days (jours ouvrables). This method must then guarantee the employee rights that are at least equal.
The reference period
The accrual period, called the reference period, runs from 1 June of the previous year to 31 May of the current year. A collective agreement or a company agreement can set other dates.
In companies required to join a paid leave fund, such as those in construction or entertainment, the period runs from 1 April to 31 March.
During sick leave
During sick leave for a non-occupational illness, the employee continues to earn paid leave, up to 2 working days per month, that is 24 working days per year.
Additional days
- Dependent child: an employee aged at least 21 is entitled to 2 additional days of leave per dependent child, up to a total of 30 working days.
- Employee under 21: entitled to 30 working days even if not all have been earned. Days taken beyond the rights earned are not paid.
- More favourable provisions: the collective agreement, a company agreement, the employment contract or custom can provide more, for example according to length of service.
When to take paid leave?
The period for taking leave
The period for taking leave is set by the collective agreement or a company agreement. Failing that, it is set by the employer, after consulting the social and economic committee if there is one. Employees are informed of it at least 2 months before it opens.
In all cases, it includes the period from 1 May to 31 October.
Main leave
| Rule | Length |
|---|---|
| Maximum taken in one go | 24 consecutive working days (4 weeks) |
| Minimum to take continuously between 1 May and 31 October | 12 working days (2 weeks) |
The employer can grant leave longer than 24 days in two situations: particular geographical constraints, for example a family living in a French overseas territory, or the presence in the household of a disabled person or an elderly person losing their independence.
Split leave days
When the employee does not take all of the main leave between 1 May and 31 October, additional days can be obtained:
- 1 working day when taking between 3 and 5 days outside that period;
- 2 working days when taking at least 6 days outside that period.
The collective agreement or a company agreement sets the rules for applying these days.
Who decides leave dates?
The employee tells the employer which dates are wanted. The employer can refuse them: the employee then takes leave on another date. The employer can also impose days of leave when the company closes temporarily.
The order of departures
Unless different criteria are set by agreement, the employer sets the order of departures taking into account:
- the employees’ family situation;
- their length of service with the employer;
- their activity with one or more other employers.
Employees who are married or in a civil partnership (Pacs) and work in the same company are entitled to leave at the same time.
The one-month notice
- The order of departures and the departure date are communicated to each employee at least 1 month in advance.
- Once the dates have been granted, the employer can no longer change them less than one month before departure.
- Only exceptional circumstances allow a postponement, for example an exceptional order or the replacement of a deceased employee.
Carrying over untaken paid leave
In the general case, carrying leave over to the following year is only possible with the agreement of the employer and the employee. Without an agreement or a company custom, the employer is not required to accept. Untaken leave can be paid if collective provisions allow it.
In the event of sick leave, an employee who could not take leave has a 15-month carry-over period. This period starts on the date the employer informs the employee of their rights, after the return to work. Leave not taken by the end of this period is lost.
Holiday pay
During leave, the employee does not receive the usual salary but holiday pay (indemnité de congés payés). According to the Service-Public guide checked on 6 February 2026, two methods are compared:
- the one-tenth rule: one tenth of the total gross pay received during the reference period;
- maintained salary: the pay the employee would have received by continuing to work.
The amount most favourable to the employee is paid. Leave and holiday pay appear on the French payslip, which states the dates and amount of paid leave.
When the contract ends before all leave has been taken, compensation for untaken leave is due, however the contract ends: see the comparison mutual termination or resignation.
Organising leave in the company
- Check what the collective agreement provides on the period for taking leave, split leave and additional days.
- Inform employees of the period for taking leave at least 2 months before it opens.
- Collect wishes, then communicate the order of departures at least 1 month in advance.
- Track each employee’s balance, including rights earned during sick leave.
Tracking balances and requests is one of the basic functions of HR management software.
Frequently asked questions
How is paid leave calculated in France?
An employee earns 2.5 working days of paid leave per month of actual work with the same employer, whether full-time or part-time. A full year gives 30 working days, that is 5 weeks. The accrual period runs from 1 June of the previous year to 31 May of the current year, unless an agreement sets other dates. When the total is not a whole number, it is rounded up to the next whole number.
When can paid leave be taken in France?
The period for taking leave is set by the collective agreement or a company agreement, or failing that by the employer after consulting the social and economic committee. It always includes the period from 1 May to 31 October. The employee must take at least 12 consecutive working days during that period, and cannot take more than 24 working days in a row.
Can an employer refuse paid leave dates?
Yes. The employer can refuse the dates the employee asks for, and the employee must then take leave on another date. However, once the dates have been granted, the employer can no longer change them less than one month before departure, except in exceptional circumstances.
Is untaken paid leave lost?
Not necessarily. Carrying leave over to the following year is possible if the employer and the employee agree. Without an agreement or a company custom, the employer is not required to accept. In the event of sick leave, the employee has a 15-month carry-over period.
How is holiday pay calculated in France?
Two methods are compared: one tenth of the total gross pay received during the reference period, and maintaining the pay the employee would have received by working. The amount most favourable to the employee is paid.
Sources
- Service-Public, Congés payés du salarié dans le secteur privé, guide checked on 30 April 2026, consulted on 9 October 2026.
- Service-Public, Comment est calculée l’indemnité de congés payés du salarié ?, guide checked on 6 February 2026, consulted on 9 October 2026.