France, Metropolitan Leave Laws and Holidays

Sabbatical leave can be taken for up to one year, allowing employees to pursue personal or professional interests.

A notice period of several months is typically required before taking sabbatical leave, subject to employer's approval and operational requirements.

Sabbatical leave requires explicit approval from the employer, who will consider the impact of the absence on the business.

Additional quota for sabbatical leave is not typical and largely depends on the employer's policies and the circumstances of each case.

Sabbatical leave is not accrued but may be granted after a certain period of employment, typically several years.

Carry over rules do not apply to sabbatical leave as it is typically a one-time opportunity based on specific criteria and employer approval.

There is no payout for unused sabbatical leave upon termination, as it is a discretionary leave granted under special circumstances.

There is no end of year payout for sabbatical leave as it does not accrue and is granted based on specific eligibility and approval.

Sabbatical leave is often used for long-term career development, such as higher education or significant personal projects that may benefit the employee and potentially the employer.

The quota for training leave varies depending on the type of training and the agreements in place, typically allowing for a certain number of hours or days per year for professional development.

The notice period for training leave can vary widely depending on the employer's policies and the type of training. It typically requires advance planning and coordination with the employer.

Training leave generally requires employer approval, particularly to coordinate work absences and the relevance of the training to the employee's role.

Additional training leave may be granted based on company policies, individual development plans, or through collective bargaining agreements.

Training leave is not typically accrued in a traditional sense but allocated based on specific training needs and company policies.

Carry over of unused training leave is subject to employer policies and the agreements in place. It may not always be permissible.

Unused training leave is generally not paid out upon termination as it is intended for use during the course of employment for skill development.

There is no end of year payout for unused training leave as it is allocated for specific educational purposes and not accrued annually.

Training leave is primarily designed to enhance an employee's skills relevant to their job or future career development within the company.

Parental leave can be taken until the child's third birthday, with an initial period of up to one year, which can be extended annually.

Employees must give at least one month's notice before commencing parental leave.

While parental leave is a right, the timing and duration need to be approved by the employer to ensure proper staffing and planning.

Employees can apply for an extension of parental leave each year until the child's third birthday.

Parental leave is not accrued but is a statutory right once an employee meets the eligibility criteria.

Carry over rules do not apply to parental leave as it is based on the age of the child rather than an accrual system.

There is no payout for unused parental leave upon termination as it is a conditional right based on having young children.

There is no end of year payout for parental leave as it does not accrue annually but is available based on the age of the child.

During parental leave, employees may have the option to work part-time or modify their working patterns, subject to employer agreement.

Employees in France are entitled to 5 weeks of paid annual leave per year, based on a workweek of 35 hours.

The notice period for taking annual leave varies and should be specified in the employment contract or by company policy, typically requiring a few weeks' notice.

Annual leave requires approval from the employer, generally based on business needs and the coordination of leave periods among employees.

Additional annual leave above the statutory quota is not typical but may be granted at the employer's discretion or negotiated in collective agreements.

Annual leave rights accrue monthly at a rate of 2.5 working days per month, equivalent to 5 weeks per year.

Carrying over unused annual leave is generally limited. Employees must use their annual leave within the leave year unless specified otherwise in a collective agreement.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is generally no end of year payout for unused annual leave as employees are encouraged to take their leave within the year it is accrued.

Employees can split their annual leave, with at least one period being at least 12 consecutive days, not including public holidays. Some exceptions apply depending on company size and specific agreements.

Maternity leave typically totals 16 weeks, split as 6 weeks before the expected date of delivery and 10 weeks after. This can be extended under certain conditions such as multiple births.

Employers should be notified of the pregnancy as soon as possible, typically when the pregnancy is medically confirmed and the expected date of delivery is known.

Maternity leave is a statutory right and does not require approval, though notification and medical proof are necessary.

Additional maternity leave can be granted in case of pregnancy complications or extended recovery needs, as certified by a medical professional.

Maternity leave is not accrued but is available per pregnancy as a statutory entitlement.

Carry over rules do not apply to maternity leave as it is granted per pregnancy and not based on accrual.

Maternity leave benefits are not subject to payout on termination, as they are designed to be used during the period surrounding childbirth.

There is no end of year payout for maternity leave as it is not a benefit that accrues over time.

During maternity leave, employees are protected from dismissal due to reasons connected with their pregnancy or childbirth, except under exceptional circumstances unrelated to the pregnancy.

Employees are entitled to 3 days of bereavement leave for the death of a close family member, which can extend to 7 days for the death of a child.

Employees must inform their employer as soon as possible in the event of a death in the family to make use of bereavement leave.

Bereavement leave is granted automatically upon notification and the presentation of appropriate documentation (e.g., a death certificate).

Additional bereavement leave is not typically granted beyond the statutory quota unless specified by company policy or collective agreement.

Bereavement leave does not accrue and is granted as needed based on specific circumstances.

Carry over rules do not apply to bereavement leave as it is intended for immediate use during a time of loss.

There is no payout for unused bereavement leave upon termination as it does not accrue.

There is no end of year payout for bereavement leave as it is granted based on specific events rather than accruing.

Employers may require proof, such as a death certificate, to grant bereavement leave.

Paternity leave is available for 11 consecutive days following the birth of a child. This period is extended to 18 days in the case of multiple births.

The employer should be notified as soon as possible after the child's birth, ideally with the birth certificate to confirm the dates of the leave.

Paternity leave is a statutory right and does not require approval, though timely notification is required.

Additional paternity leave beyond the statutory period is not typically available unless specified by company policy or collective agreements.

Paternity leave does not accrue and is granted as a one-time entitlement per childbirth.

There are no carry over rules for paternity leave as it is a one-time entitlement used in connection with childbirth.

Paternity leave is not paid out upon termination as it must be used in the period immediately following childbirth.

There is no end of year payout for paternity leave as it does not accrue and must be used in connection with a specific childbirth.

Paternity leave must be taken in a single, continuous period and cannot be split into separate days or weeks, except under special agreements or policies.

Employees are entitled to 5 weeks of paid vacation per year, based on a work week of Monday through Friday.

The notice period for taking paid vacation can vary depending on the company's internal policies. Typically, employees are encouraged to give notice several weeks in advance.

Taking paid vacation requires prior approval from the employer, with requests usually needing to be made several weeks or months in advance.

Additional vacation quota beyond the statutory 5 weeks is not common and is usually at the discretion of the employer based on company policy and employee negotiations.

Paid vacation time accrues monthly based on the employee's start date and is calculated at 2.08 days per month for a total of 25 days per year.

Carrying over unused vacation days is generally limited. Typically, up to 5 days can be carried over into the next year, but must be used by a certain date, often by the end of the first quarter.

Any accrued but unused paid vacation days are paid out upon termination of employment, regardless of the reason for termination.

There is generally no payout for unused vacation days at the end of the year, except under special circumstances such as contract termination.

Specific rules and exceptions regarding paid vacation may vary depending on the employment contract and collective bargaining agreements in place.

The quota for sick leave is not strictly defined and varies based on the medical condition and doctor's advice. There is a general entitlement to a duration that is medically necessary.

Employees are required to notify their employer of their sickness and provide a medical certificate typically within 48 hours of the onset of illness.

Sick leave does not require prior approval, but a medical certificate is necessary to validate the leave for both health and administrative reasons.

Additional sick leave quota is granted based on ongoing medical certification and the specific health needs as certified by a healthcare provider.

Sick leave does not accrue over time like vacation days. It is granted based on medical necessity.

There are no carry over rules for sick leave as it does not accrue and is only used as needed based on health conditions.

Unused sick leave is not paid out upon termination as it is only applicable during the employment period based on actual sickness.

There is no end of year payout for sick leave as it does not accrue annually but is instead granted based on medical necessity.

The use of sick leave is subject to specific statutory provisions that may require compliance with certain procedural requirements like timely notification and provision of medical proof.

Natural disaster leave is granted when employees are unable to work due to a declared natural disaster. The duration depends on the severity of the event and government regulations.

Employees must notify their employer as soon as they are affected by a natural disaster preventing them from attending work.

Employers must comply with government directives regarding work absences due to natural disasters.

If the government extends emergency measures, additional leave may be granted.

Natural disaster leave is granted based on emergency situations and does not accrue over time.

This leave is only valid during the emergency period and cannot be carried over.

Employees do not receive financial compensation for unused natural disaster leave upon termination.

There is no financial payout for unused natural disaster leave at the end of the year.

In cases of large-scale disasters, the government may provide financial support for employees unable to work.

Adoption leave is 10 weeks for one adopted child and 16 weeks for multiple adoptions or special cases.

Employees must inform their employer as soon as possible, usually when adoption procedures begin.

Employers must grant adoption leave when an employee qualifies.

Longer leave is available for multiple adoptions or special situations.

Adoption leave is granted when an adoption occurs, not accumulated over time.

Adoption leave cannot be carried over or postponed beyond the adoption period.

Since adoption leave is covered by social security, there is no payout upon termination.

Unused adoption leave is not paid out.

Adoption leave can be split between two parents, similar to maternity and paternity leave.

Employees can take up to 3 months of unpaid leave per year to care for a seriously ill family member.

Employees must inform their employer at least 15 days before the leave starts.

Employers cannot refuse this leave if the employee meets the eligibility requirements.

Additional leave may be granted in cases of extreme hardship or collective agreements.

Family care leave is granted based on need and eligibility, not accrued over time.

Family care leave cannot be carried over or accumulated for future use.

Since family care leave is unpaid, it is not compensated upon termination.

There is no payout for unused family care leave.

In extreme cases, this leave can be renewed up to one year in total.

Employees receive paid leave for the entire period of recovery from a work-related injury or occupational disease.

Employees must notify their employer and submit medical documentation as soon as possible.

Employers cannot deny this leave as long as medical certification is provided.

The duration is determined by the severity of the injury and medical assessments.

This leave is granted as needed and does not accrue over time.

Work-related accident leave does not carry over.

Employees who suffer from long-term disability due to a workplace injury may receive financial compensation.

Work-related accident leave is not eligible for end-of-year payouts.

Compensation during leave is covered by Social Security and the employer in some cases.

Employees can take unpaid leave to participate in humanitarian missions abroad for up to 6 months.

Employees must notify their employer at least 1 month in advance.

Employers must approve the leave unless business needs prevent it.

The leave is capped at 6 months and cannot be extended.

This leave is granted upon request and does not accrue.

Solidarity leave does not carry over.

Since it is unpaid leave, there is no payout upon termination.

There is no end-of-year payout for unused solidarity leave.

Employees are guaranteed reinstatement in their job upon return from solidarity leave.

France recognizes 11 national public holidays. Some regions may have additional local holidays.

Public holidays are predetermined and do not require notice from employees.

Employees do not need employer approval to take public holidays unless required to work.

Certain regions may grant additional public holidays depending on local laws and customs.

Public holidays are fixed dates each year and do not accrue.

Unused public holidays cannot be carried over.

Public holidays are not paid separately upon termination.

Public holidays are not eligible for end-of-year payouts.

In some sectors, public holidays may be regular working days with compensation or additional leave.

Employees can request unpaid leave for personal reasons, subject to employer approval.

The notice period depends on the company policy or individual agreements.

Employers have the right to approve or deny unpaid leave requests.

Unpaid leave is determined by mutual agreement and does not follow statutory quotas.

Unpaid leave is granted on request and does not accrue over time.

Unpaid leave does not carry over.

Since it is unpaid leave, there is no payout upon termination.

Unused unpaid leave is not compensated.

Employers may impose specific conditions or limitations on unpaid leave.