Maternity Leave in France: A Comprehensive Guide
Overview and Legal Framework
France provides one of the most comprehensive maternity leave systems in Europe, mandating paid leave for all employed and self-employed women. The system is built on strong legal protections with compensation provided primarily through France's Social Security system rather than directly by employers.
Maternity leave in France is mandatory and consists of both prenatal leave (before birth) and postnatal leave (after birth). It is strictly forbidden for employees to give up maternity leave completely, ensuring both mother and child protection.
Duration and Timing
Standard Maternity Leave Duration
The length of maternity leave varies based on the number of children already in the family:
For First and Second Children:
- Prenatal leave: 6 weeks
- Postnatal leave: 10 weeks
- Total: 16 weeks
For Third Child or More:
- Prenatal leave: 8 weeks
- Postnatal leave: 18 weeks
- Total: 26 weeks
Multiple Births
For multiple births, the duration extends significantly:
Twins:
- Prenatal leave: 12 weeks
- Postnatal leave: 22 weeks
- Total: 34 weeks
Triplets or More:
- Prenatal leave: 24 weeks
- Postnatal leave: 22 weeks
- Total: 46 weeks
Flexibility in Timing
While the total duration is fixed, mothers have some flexibility in timing. You can reduce prenatal leave by up to 3 weeks, which will then be added to postnatal leave. However, there is a mandatory minimum: mothers must stop working for at least 8 weeks total, including a minimum of 6 weeks after giving birth.
Compensation and Salary Calculations
Who Pays
Unlike many countries where employers bear the direct cost, France's Social Security system (Assurance Maladie) pays maternity benefits. This reduces the financial burden on employers while ensuring consistent support for mothers.
Compensation Rate and Limits
Mothers receive 100% of their net (post-social security contribution) earnings with a maximum monthly benefit of €3,864.
Detailed Calculation Method
The daily allowance calculation follows this formula:
Basic Daily Wage Calculation: Sum of the last 3 gross salaries received before work stoppage, divided by 91.25
Maximum Salary Considered: The salary used cannot exceed the monthly social security ceiling (€3,925 per month in 2025, €3,864 in 2024)
Deductions: Social Security deducts a flat rate of 21% from the basic daily wage
Daily Limits: The final amount cannot be less than €11.02 or more than €101.94 per day
Practical Salary Examples
Example 1: Mid-level Professional
- Monthly gross salary: €3,000
- Last 3 months total: €9,000
- Daily calculation: €9,000 ÷ 91.25 = €98.63
- After 21% deduction: €77.92 per day
- Monthly equivalent: ~€2,337
Example 2: High Earner
- Monthly gross salary: €5,000 (above ceiling)
- Calculation based on ceiling: €3,864
- Last 3 months at ceiling: €11,592
- Daily calculation: €11,592 ÷ 91.25 = €127.02
- Capped at maximum: €101.94 per day
- Monthly equivalent: ~€3,058
Example 3: Lower Income
- Monthly gross salary: €1,500
- Last 3 months total: €4,500
- Daily calculation: €4,500 ÷ 91.25 = €49.32
- After 21% deduction: €38.96 per day
- Monthly equivalent: ~€1,169
Eligibility Requirements
To receive maternity daily allowances, employees must meet specific criteria that changed in August 2023:
Current Requirements (Since August 20, 2023)
You must satisfy any one of the following conditions:
Affiliation: Be affiliated with Social Security for at least 6 months as an employee
Work Hours: Have worked at least 150 hours within the 3 months prior to work stoppage OR at least 600 hours within the 12 months prior to work stoppage
Contribution Requirements: Have contributed during the 6 months prior to work stoppage based on remuneration of at least €11,824.75 OR during the 12 months prior based on at least €24,116.40
Mandatory Work Stoppage: Must stop working for at least 8 weeks during maternity leave, including 6 weeks after giving birth
Special Cases
For seasonal or discontinuous workers, alternative criteria apply, requiring either 600 hours of work within 12 months or contributions based on €24,116.40 during that period.
Major Company Policies
Many French companies go beyond legal minimums to attract and retain talent:
L'Oréal's "Share & Care" Program
L'Oréal provides enhanced global benefits including:
- Minimum 14 weeks fully paid maternity/primary parental leave (compared to legal minimum of 16 weeks)
- 6 weeks fully paid paternity/secondary parental leave
- 100% salary guarantee during leave
- Pay increases assured during maternity leave as if employees were at work
- Additional support including 24 months' salary in case of disability or death
Adobe France Policy
Adobe significantly enhances the legal framework:
- 26 weeks total maternity leave for employees with over one year of service (vs. 16 weeks legal minimum for first/second child)
- 100% of salary during the first 26 weeks through a combination of collective bargaining agreement (CBA) benefits and Adobe supplements
- Calculation includes 100% of base salary plus target commission for sales employees
LVMH Approach
LVMH integrates maternity leave into broader gender equality initiatives, monitoring pay equity and ensuring women receive pay increases upon return from maternity leave.
Practical Examples: Company vs. Legal Benefits
Scenario: First-Time Mother, €3,500 Monthly Salary
Legal Minimum (16 weeks):
- Social Security payment: ~€77 per day (after 21% deduction)
- Total over 16 weeks: ~€8,624
- Gap from full salary: ~€5,376
Adobe Employee (26 weeks):
- Full salary: €3,500 × 6 months = €21,000
- No income loss
L'Oréal Employee (14+ weeks):
- Full salary maintained through company policy
- Additional job protection and benefits
Employee Protections and Rights
Job Security
French law provides robust employment protection:
- Termination prohibition: Employment termination of women with medically confirmed pregnancy is never acceptable, except for reasons unrelated to pregnancy
- Return guarantee: Right to return to the same or equivalent position with same pay and benefits
- Extended protection: Additional 4-week protection period after return from maternity leave
Workplace Accommodations
Employers must provide:
- Workplace adjustments: If the job involves heavy lifting or risky activities, employers must offer lighter workloads or safer positions
- Breastfeeding support: Breastfeeding breaks and appropriate facilities for nursing mothers
- Medical appointments: Paid time off for prenatal medical appointments
Pay Equity Protections
- Pay increase rights: Any pay increases given to other employees during maternity leave must be extended to the mother from her return date
- Non-discrimination: Pay increases during maternity and paternity leave are assured as if employees were at work
Paternity Leave Overview
France also provides substantial paternity leave to support family balance:
Paternity Leave Structure
- 3 mandatory working days of birth leave at full pay (paid by employer)
- 25 calendar days of paternity leave (32 days for multiple births)
- Compensation: 100% of net earnings with same maximum monthly benefit as maternity leave (€3,864)
Enhanced Company Benefits
- L'Oréal: 6 weeks fully paid paternity/secondary parental leave
- Adobe: Enhanced paternity benefits under their family leave policy
Additional Benefits and Support
Extended Parental Leave (Congé Parental)
After maternity leave, parents can take additional unpaid parental leave:
- Duration: Up to 3 years per child, renewable annually
- Eligibility: Minimum 1 year of service with the company
- Options: Full-time leave or part-time work (minimum 16 hours per week)
- Financial support: Possible benefits from family allowance fund (CAF)
Family Allowances and Support
France provides additional family financial support:
- Birth allowance ("prime à la naissance") to help with initial baby costs
- Family allowances especially for families with multiple children
- Childcare support through various programs and tax benefits
Special Circumstances
Adoption Leave:
- 16 weeks for first/second child, 26 weeks for third+ (same as maternity)
- Can be split between parents with minimum 25 days per parent
Child Illness/Disability:
- Additional 310 days over three years for children with serious illness or disability
- Extended support through Social Security system
Company-Specific Additional Benefits
Many major French companies provide extras such as:
- On-site childcare facilities
- Relocation assistance for family needs
- Flexible work arrangements upon return
- Back-up childcare support
Conclusion
France's maternity leave system represents one of the world's most comprehensive approaches to supporting working families. With guaranteed paid leave, job protection, and additional support from many employers, the system ensures that becoming a parent doesn't mean financial hardship or career sacrifice. The combination of strong legal minimums and enhanced corporate policies creates a supportive environment for French families, with over 80% of women remaining employed 12 months after returning from parental leave.
References
of EUR 31.99 per working day. France First or second child: 16 weeks; third or higher: 26 weeks. Yes All employed and self-employed women 100 % of net (post-social security contribution) earnings with a maximum monthly benefit of EUR 3 864. Germany 14 weeks (six weeks before the birth and eight weeks following the birth) Yes All insured employed women. 100 % of earnings with no ceiling on payments. Greece 17 weeks basic maternity leave, and 39 weeks special maternity leave (7 months [...] days. France Yes 4.2 weeks (Paternity leave: 25 calendar days and Birth leave: 3 working days) Yes Paternity leave: 100 % of net (post-social security contribution) earnings with a maximum monthly benefit of EUR 3 864. Birth leave: 100 % of gross earnings, with no maximum, paid by the employer. Germany No statutory entitlement - - - Greece Yes 14 working days Yes 100% of earnings with no maximum, paid by the employer Hungary Yes 2 weeks (10 working days) Yes 100% of earnings with no maximum on [...] weeks) Women employees who have worked for the same employer for 26 weeks up to the 15th week before the expected week of childbirth and who meet an earnings test. Some ineligible employees and self-employed women may be eligible for an alternative benefit. First 6 weeks: 90% of earnings with no maximum. Remaining 33 weeks: 90% of earnings up to a maximum of GBP 184.03 per week. OECD Family Database, oe.cd/fdb 15 Unclassified - Non classifié Country Maximum duration (weeks) Paid Eligibility
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Maternity leave of a private sector employee
Verified 01 January 2025 - Directorate for Legal and Administrative Information (Prime Minister)
Are you an employed worker and you are pregnant? You are on maternity leave which includes a period before you give birth (said _prenatal leave_) and a period after your delivery (said _postnatal leave_). The length of the leave varies depending on the number of unborn or dependent children. You receive compensation from the Social Security. We present your rights during your maternity leave.
Unfold all
Is maternity leave mandatory?
You are automatically granted maternity leave, partly before you give birth (**leave _prenatal_**) and partly after you give birth (**leave _postnatal_**).
Maternity leave is **obligatory**. It is strictly forbidden to give up completely.
Please note
The length of maternity leave varies, under the following conditions, depending on the number of children you already have before the birth of your child:
Tableau - Duration of maternity leave according to the number of children already dependent
Status of the unborn child
Duration of prenatal leave (before delivery)
Postnatal leave (after delivery)
Total duration of maternity leave
1er child
6 weeks
10 weeks
16 weeks
2e child
6 weeks
10 weeks
16 weeks
3e child or more
8 weeks
18 weeks
26 weeks
You can give up part of your maternity leave, but you must stop working at least 8 weeks including 6 after giving birth.
Birth of 2 or more children (twins, triplets...)
The duration of maternity leave varies according to the number of unborn children, under the following conditions:
Tableau - Length of maternity leave according to the number of unborn children
Number of unborn children
Duration of prenatal leave
(before delivery)
Postnatal leave period
(after delivery)
You can reduce your prenatal leave for up to 3 weeks. Your postnatal leave will then be increased by these 3 weeks. To postpone part of your postnatal leave,
During this period, mothers receive a daily allowance from the French social security system, known as the Assurance Maladie. The allowance is based on their average daily salary in the three months preceding their maternity leave, up to a maximum amount.
â
Employer Responsibilities [...] In France, mothers are entitled to a minimum of 16 weeks of maternity leave, known as congé maternité. This includes six weeks before the expected due date and ten weeks after giving birth. However, for multiple births or complications, the duration of leave may be extended to 26 weeks. [...] Employers are also responsible for ensuring that the employee receives their daily maternity allowance from the social security system. They must provide the necessary paperwork and information to assist the employee in receiving the benefits they are entitled to.
â
Legal Requirements and Cultural Norms
In France, maternity leave is protected by both legal requirements and cultural norms. It is considered a fundamental right for women to have time off to care for their newborn child.
Yes All employed and self-employed women 100 % of net (post-social security contribution) earnings with a maximum monthly
benefit of EUR 3 864. Germany 14 weeks (six weeks before the birth and
eight weeks following the birth)
Yes All insured employed women. 100 % of earnings with no ceiling on payments. Greece 17 weeks basic maternity leave, and 39
weeks special maternity leave (7 months
transferable)
Yes Basic maternity leave: 200 days of work in last 2 years for full compensation. Special maternity leave: All women insured in e-EFKA with fixed-term, permanent contracts or self-
employed. Basic maternity leave: 100% of earnings
Special maternity leave: Flat-rate benefit equal to the statutory minimum wage
(EUR 830 per month)
Different leave payments for self-employed and insured women (EUR 150-200
per month for 4 months). Hungary 24 weeks Yes All female employees and self-employed with at least 365 calendar days of employment in the 2 years
preceding the leave.
* **Calculation of the basic daily wage** : sum of the last 3 gross salaries received **before the date of interruption of work,** divided by a coefficient of 91,25.
* **Maximum basic daily wage** : The salary taken into account may not exceed the monthly social security ceiling in force on the last day of the month preceding the termination (either €3,925 per month in 2025 or €3,864 in 2024).
* **Flat rate applied by CPAM** : CPAM withdraws from this basic daily wage a flat rate of 21%.
* **Minimum and maximum amount of JI** : Amount cannot be less than €11.02 not greater than €101.94 per day.
One **simulator** allows you to estimate the amount of your IJs:
[Calculate maternity or paternity daily allowance](http://www.ameli.fr/simulateur "Calculate maternity or paternity daily allowance - Accéder au simulateur - ameli.fr - Nouvelle fenêtre")
Please note
You are engaged in a seasonal or discontinuous activity
Since August 20, 2023
You are entitled to maternity daily allowance (DSA) if you are in **any of the following** :
* You have been affiliated with Social Security for at least **6 months** as an employee
* You've worked at least **600 hours** within the 12 months prior to your work stoppage. For example: for a work stoppage starting on 1er September 2023, you must have worked at least 600 hours between August 31, 2022, and August 31, 2023.
* You contributed during the **12 months** prior to your work stoppage on the basis of remuneration at least equal to €24,116.40. For example: for a work stoppage starting on 1er september 2023, your remuneration was at least €24,116.40 between 31 August 2022 and 31 August 2023.
* You must stop working for at least 8 weeks during your maternity leave, including 6 after giving birth
Before August 20, 2023
* You have been affiliated with Social Security for at least **6 months** as an employee
* You worked in the **150 hours** within 3 calendar months (or 90 days) of your work stoppage. For example: for a work stoppage starting on 1er july 2024, you must have worked at least 150 hours between 1er April and June 30, 2024
* You've worked at least **600 hours** within the 12 months prior to your work stoppage. For example: for a work stoppage starting on 1er july 2024, you must have worked at least 600 hours between june 30, 2023 and june 30, 2024
* You contributed during the **6 months** prior to your work stoppage on the basis of remuneration at least equal to €11,824.75. For example: for a work stoppage starting on 1er july 2024, your remuneration was at least equal to €11,824.75 between 1er January and June 30, 2024.
* You contributed during the **12 months** prior to your work stoppage on the basis of remuneration at least equal to €24,116.40. For example: for a work stoppage starting on 1er july 2024, your remuneration was at least equal to €24,116.40 between 30 June 2023 and 30 June 2024.
* You must stop working for at least 8 weeks during your maternity leave, including 6 after giving birth
Before August 20, 2023
You are entitled to maternity daily allowance (DSA) if you are in **any of the following** :
* You have been affiliated with Social Security for at least **10 months** as an employee
Balancing work, parenthood and life events L’Oréal’s Share & Care programme, which celebrated its tenth anniversary in 2023, provides a number of measures designed to enable all employees to fully experience milestones in life, such as parenthood, and to benefit from a work organisation that fosters a positive work-life balance. Global commitments include: • At least 14 weeks’ fully paid maternity / primary parental leave • At least 6 weeks’ fully paid paternity / secondary parental leave A [...] The Group is developing a new Gender Pay module in the Group HR Information System. The objective is to enable countries to monitor and analyse their gender pay gap statistics on an ongoing basis and take pro-active remedial action when necessary. L’Oréal has also enacted a Global Rewards policy that promotes fairness, transparency and internal equity. This includes considering employees who are absent for maternity / paternity/co-parent / adoption leave as having been present during such [...] Paid leave is also provided for caregiving employees and for special family occasions(See Note 27, Page 54) . As well, various childcare and family assistance (including back-up support) measures are offered in different countries across the Group. A high standard of quality of life at work is particularly key for parents who return to work following parental leave. In 2023, over 80% of women who returned from parental leave during the previous year remained employed in the Group 12 months
Share & Care provides a global framework for a vast range of employee benefits spanning health, financial support, wellbeing and the workplace, with provisions that often surpass the local requirements. Already, Share & Care has enshrined a minimum of 24 months' salary in case of disability, natural or accidental death; at least 14 weeks fully paid maternity or primary parental leave; six weeks fully paid paternity or secondary parental leave; 75% minimum reimbursement for major health [...] ever, to help and support our people in order to help them face ongoing global uncertainties.” [...] domestic violence, offering resources and support at the moment of need, and by committing to a safe working environment.
minimum maternity leave of 14 weeks paid at 100% of the salary and a minimum paternity leave of 10 days paid at 100% of the salary. We also provide employees (or their families) with at least twenty-four months’ salary in the event of death or permanent incapacity and an access to major medical treatments with a reimbursement of at least 75% of related costs. We grant compassionate leave as well as parental leave to employees who have recently adopted a child or children or have taken on the [...] careers. Pay increases during the maternity and paternity leave are assured as if the concerned employees were at work. Furthermore, terminating employment of women whose pregnancy has been medically confirmed is never acceptable, except for reasons unrelated to their pregnancy. We regularly ensure that pay is based on objective factors and is implemented in a non-discriminatory way, for example by having a written description stating the salary level and the qualifications required for each [...] BENEFICIARIES
This policy applies to all full and part-time employees, corporate officers and members of the Executive and Management Committees of the L’Oréal Group, its subsidiaries worldwide and the L’Oréal Foundation. With the support of management, the Human Resources teams are in charge of ensuring the respect of employees’ internationally recognised Human Rights and are informed of L’Oréal’s Employee Human Rights Policy by their management.
MONITORING
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Last Updated: September 2021
France Family Leave Policy
Overview
Adobe offers additional family leave and pay to eligible employees to supplement the family leave provided under
French law (i.e. labour code and collective bargaining agreement). This enables employees to take more time to
bond with their child before returning to work. Adobe Maternity Leave
Eligibility
All female employees who give birth are entitled to take statutory maternity leave as provided for by French law. In
addition, Adobe will offer employees with over one year of service and who are eligible for statutory maternity
leave an additional leave and pay as set out below. Entitlement
The law generally provides for maternity leave entitlement of 16 to 26 weeks, depending on the number of children
the employee already has, and if there are complications. If it is a multiple birth, the statutory leave period can be
extended up to a maximum of 46 weeks.
Adobe will, supplement the CBA maternity pay so that those employees with more than one year’s employment,
will overall receive 100% of their salary during the first 26 weeks of maternity leave. Adobe maternity pay will be
calculated based on:
• 100% of base salary
• Target commission for sales employees
For any maternity leave beyond 26 weeks (i.e. multiple births), statutory pay will apply, if applicable. Employees are required to make the necessary claims for maternity benefits through the statutory fund within the
required time limits and to comply with whatever requirements are laid down by that department as a condition of
claiming benefits, and the employee’s eligibility to any additional maternity pay as outlined in this policy is
conditional on this being completed successfully.
In addition to the commitment of our managers and an HR policy encouraging genuine gender diversity (recruitment, training, equal pay, career interviews, maternity and paternity leave), the Group relies on 3 pillars of action:
Parity50% of women in Group key positions by end of 2025
EquityEnsuring and monitoring salary equity globally
TransmissionLeveraging the collective power of EllesVMH networks around the world [...] In 2023, based on the results of the consolidated LVMH companies in France that employ more than 50 people, the Group achieved a Gender Equality Index score of 93.3/100.The Group uses the French government’s Gender Equality Index to assess pay inequalities between male and female employees. The score is based on five criteria: wage gaps, pay rise differences, promotion discrepancies, the percentage of employees given a pay rise on returning from maternity leave, and the number of women in the [...] LVMH is a signatory of the United Nations Women’s Empowerment Principles (WEP).
Explore the career paths of LVMH’s leading women through the new EllesVMH series
OUR INITIATIVES
During this time, women receive paid maternity leave, covered by France’s social security system. The pay is a percentage of the woman’s salary, ensuring financial support while off work. The strong social security support and the focus on balancing family and work make French maternity leave unique.
2. Variations based on the number of children or medical conditions [...] French employees have strong protections when it comes to maternity leave. These aren’t just nice-to-have perks—they’re legally enforceable rights.
First, they have the right to paid leave, job security, and continued benefits like health insurance. Mothers can take 16 weeks off, which can increase for multiple births or additional children. They can return to their original or equivalent job with the same pay and benefits. [...] 1. How to pay for maternity leave
In France, maternity benefits are pretty good, ensuring moms are well-supported during their leave. First off, maternity leave is paid by the French social security system, not by the employer. This is good news for your business—you won’t bear the direct financial burden of these benefits.
2. The amount of compensation mothers receive
For example, the father can split the remaining 21 days into two periods of five and 16 days or five and 23 days if it's multiple births. In situations where the doctor places the newborn under hospitalization, the father's four-day leave period lasts for the period of hospitalization up to a limit of 30 consecutive calendar days. [...] Looking for specific details on how to hire around the world? Check out our hiring guides. (There are over 50!)
The basics of parental leave in FranceÂ
Parental leave policies vary among most European countries. However, the EU expects all members to abide by the minimum standards of Directive 92/85/EEC (for pregnant workers) and Directive (EU) 2019/1158 (the right to paid maternal leave and parental leave).
France is no different. [...] At the end of the maternity leave, employees return to their previous job, or a similar role, without any remuneration changes. If other employees got a pay rise while the parent was off, it must be extended to the mother from the date they return to work.Â
In addition, the French law mandates additional employment protection of four weeks after the end of the maternity or adoption leave.Â
Paternity leave in France
There are also some extra benefits. For example, parents may be eligible for a family allowance, especially if they have multiple children. There’s also a birth allowance called the “prime à la naissance,” which helps cover the initial costs of having a baby.
4. Eligibility criteria for maternity benefits
As for eligibility, most moms are covered as long as they’ve worked for at least ten months before their due date and contributed to the French social security system. [...] There are a few accommodations for pregnant employees. For example, if the job involves heavy lifting or other risky activities, the employer may need to offer a lighter workload or move the employee to a safer position. After giving birth, employers must also provide breastfeeding breaks or a place for the mother to pump if needed.
Employee rights and protections [...] French employees have strong protections when it comes to maternity leave. These aren’t just nice-to-have perks—they’re legally enforceable rights.
First, they have the right to paid leave, job security, and continued benefits like health insurance. Mothers can take 16 weeks off, which can increase for multiple births or additional children. They can return to their original or equivalent job with the same pay and benefits.
3. Company Policies and Additional Benefits: In addition to legal obligations, some companies in France offer additional benefits to employees who take shared parental leave. These benefits could include:
Paid time off for parents to attend doctor's appointments or other childcare-related activities
Relocation assistance for parents who need to move to be closer to family or childcare
On-site childcare facilities [...] 2. Salary payment and additional support: Employers are required to pay employees their regular salary during the leave, up to the maximum amount specified by law. In addition to their legal obligations, employers can also choose to offer additional support to employees who are taking shared parental leave. This could include providing financial assistance, flexible work arrangements, or access to childcare services. [...] Key Takeaways
Everything You Need to Know About Paternal Leave in France
Parental leave in France is a leave policy designed by the French government to allow parents (either the mother, the father, or both) to take time off from work to care for their young child during their most formative stages of life. Known as âConge Parentaleâ, parental leave gives parents a chance to bond with their newborn child and support their early development, while balancing work and family duties.
benefits can be found at Ameli.fr. Adobe will, supplement the CBA maternity pay so that those employees with more than one year’s employment, will overall receive 100% of their salary during the first 26 weeks of maternity leave. Adobe maternity pay will be calculated based on: • 100% of base salary • Target commission for sales employees For any maternity leave beyond 26 weeks (i.e. multiple births), statutory pay will apply, if applicable. Employees are required to make the necessary claims [...] not entitled to any additional benefit payment from Adobe, statutory pay will apply (if applicable). Employees with one year’s service or more are entitled to maternity pay under the Syntec CBA. Eligible employees receive maternity pay at 100% of the net salary (after deduction of the allowances granted by the social security regime and the contingency scheme). This is payable for the entire duration of the maternity leave period provided for by the CBA. More information about statutory family [...] with the child or with the mother; • not the father of the child but they are the spouse of the mother, or her partner (PACS), or if they live with her. Entitlement Under French law, eligible employees can take: • 3 working days of mandatory childbirth leave at full pay immediately from the day of child’s birth or the first working day thereafter. Last Updated: September 2021 • 25 calendar days (32 in case of multiple birth) of Statutory Paternity Leave, where the first 4 consecutive calendar
Maternity leave in France can be extended under certain circumstances, including:
Maternity Leave Pay
Rather than being paid directly by the employer, the French Social Security system provides maternity pay, which is calculated based on the employee's average daily earnings over the three months preceding the leave.
Maternity Leave Employment Protections [...] This includes a mandatory four-day period immediately following the birth and an additional 24 days that can be taken within six months of the child's birth. For multiple births (twins or more), the additional leave is extended to 32 days.
The French Social Security system provides paternity pay and is calculated based on the father's average daily earnings over the three months preceding the leave, subject to a cap. Employers have the option to supplement this payment with additional benefits. [...] If both parents request adoption leave, the leave can be split, and the minimum duration of one parent's leave is 25 days.
As with maternity and paternity leave, the French Social Security system pays for adoption leave. The amount is based on the parent's average daily earnings over the three months preceding the leave and is subject to a cap.
Employers may choose to offer additional benefits or more flexible leave arrangements.
Caregiver Leave
In France, paid maternity leave spans 16 weeks, beginning six weeks before the expected childbirth and extending for a minimum of 10 weeks postnatally.
At any time after the birth of a child, employees – who have worked at least one year within the company before the birth – may seek additional parental leave (referred to as “congé parental d’ éducation”), or may move to part-time work of a maximum period of one year (which can be renewed twice, ending on the third birthday of the child). Except in the case of part-time work, employees’ salaries are not maintained by the employer. [...] 14 months’ leave at a maximum renewable once under conditions (over a three-year period) for caring for a child suffering from a serious disease, accident or handicap. In that scheme, another employee can give rest days to the caring employee.
Three months’ leave (renewable once) for caring for a family member who suffers from a life-threatening condition. [...] Maternity leave begins before and continues after birth.
Paternity and childcare leave (congé de paternité et d’accueil de l’enfant)
Fathers are entitled to three mandatory days of paid birth leave, followed by paternity and childcare leave of 25 consecutive days, or 32 days in the event of multiple births. The first four days of this leave are also mandatory.
As with maternity leave, paternity and childcare leave involve suspension of the employment contract, although the first three days must be paid at full salary. [...] Parental education leave (congé parental d’éducation)
Biological and adoptive parents may take parental education leave, as long as they have at least one year’s length of service with the company. This leave may begin at the end of maternity or adoption leave or taken afterwards, and may be shared between the parents. [...] The initial period of parental education leave is one year, and it may be renewed twice. The employer cannot refuse a request for this leave, but can agree on the number of hours to be worked if the employee chooses the alternative option of working part-time for at least 16 hours per week. (It is common in France for mothers to work for four days each week, with Wednesdays off).
benefits can be found at Ameli.fr. Adobe will, supplement the CBA maternity pay so that those employees with more than one year’s employment, will overall receive 100% of their salary during the first 26 weeks of maternity leave. Adobe maternity pay will be calculated based on: • 100% of base salary • Target commission for sales employees For any maternity leave beyond 26 weeks (i.e. multiple births), statutory pay will apply, if applicable. Employees are required to make the necessary claims [...] France Family Leave Policy Overview Adobe offers additional family leave and pay to eligible employees to supplement the family leave provided under French law (i.e. labour code and collective bargaining agreement). This enables employees to take more time to bond with their child before returning to work. Adobe Maternity Leave Eligibility All female employees who give birth are entitled to take statutory maternity leave as provided for by French law. In addition, Adobe will offer employees [...] employment contract is suspended while on full time Parental Leave. During the parental leave, an employee can, under certain conditions, benefit from the child benefit (Paje) paid by the family allowance fund (Caf). Full time parental Leave is unpaid by Adobe. More information about statutory family benefits can be found at Ameli.fr. Notification The employee must inform Adobe by registered letter with acknowledgment of receipt or by hand-delivered letter specifying the starting point and
Death of a child: 14 days when the child is aged under 25 or is a parent
Death of a partner: 3 days
Death of a close relative: 3 days
Child accident or disability: 2 days
Family solidarity to be with a loved one at the end of their life
Family leave
Employees are entitled to take additional time off, paid by the employer, for the following life events:
Birth or adoption of a child: 3 days
Wedding or civil union: 4 days
Child's wedding: 1 day [...] Fathers are entitled to3 daysleave for the birth or adoption of a child (full salary paid by the employer) and25 daysof paternity leave (paid by Social Security). That is extended to 32 days in case of multiple births. They must take paternal leave on consecutive days, within four months of the birth. [...] Employers cannot refuse an employee's request to take parental leave if they have been with the company for at least one year before the child's birth. During this leave, the employment contract is suspended, and the employer does not have to pay the employee. Some parents may benefit from Social Security allowances.
If the child has a serious illness or disability, the parents are entitled to an additional 310 days off over three years.
Carer's leave