Full-time Parental Education Leave for a Private Sector Employee
Verified 13 January 2022 - Legal and Administrative Information Directorate (Prime Minister)
Additional cases ?
On the occasion of the birth or arrival at home of a child, the employee may stop working to look after the child. In this case, he shall be granted parental leave of education, subject to seniority. The length of the leave varies according to the number of children born or adopted simultaneously.
General case
Leave shall be open to any employee who has at least 1 year in the company.
Ageing is taken into account:
- Either on the date of birth of the child
- Either on the date of arrival at home of an adopted child (or entrusted for adoption) under 16 years of age
The initial duration of parental leave shall be 1 Year maximum.
It may be renewed under the following conditions:
Birth
The length of the leave and its end date vary according to the number of children born (birth of a child or multiple births).
Number of children born simultaneously | Initial maximum time off | Leave Renewal | End date of the leave (regardless of the start date of the leave) |
|---|---|---|---|
1 | 1 Year | Renewable 2 times | By 3e child's birthday |
2 | 1 Year | Renewable 2 times | No later than the date of entry into the nursery school |
3 or more | 1 Year | Renewable 5 times | No later than day 6e children's birthday |
Each renewal period may be longer or shorter than the previous one.
In case of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum additional year.
A medical certificate must certify the severity of the illness or accident. The certificate also attests that the child's condition necessitates the presence of a person with the child for a specified period of time.
The severity of the disability is recognised when the family perceives education allowance for disabled children (AEEH).
Attention : the duration of payment of PrePar varies depending on the number of dependent children and the family location. Therefore, it does not necessarily coincide with the duration of parental leave (which may be longer).
Adoption
Adopted child(s) under 3 years
Number of children adopted simultaneously | Initial maximum time off | Leave Renewal | End date of the leave (regardless of the start date of the leave) |
|---|---|---|---|
1 | 1 Year | Renewable 2 times | No later than 3 years after the child's arrival at home |
2 | 1 Year | Renewable 2 times | No later than 3 years after the arrival of the children at home |
3 or more | 1 Year | Renewable 5 times | No later than day 6e children's birthday |
Each renewal period may be longer or shorter than the previous one.
In case of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum additional year.
A medical certificate must certify the severity of the illness or accident. The certificate also attests that the child's condition necessitates the presence of a person with the child for a specified period of time.
The severity of the disability is recognised when the family perceives education allowance for disabled children (AEEH).
Attention : the duration of payment of PrePar varies depending on the number of dependent children and the family location. Therefore, it does not necessarily coincide with the duration of parental leave (which may be longer).
Adopted child(s) over 3 years and under 16 years
Number of children adopted simultaneously | Initial maximum time off | Leave Renewal | End date of the leave (regardless of the start date of the leave) |
|---|---|---|---|
1 or more | 1 Year | No | No later than 1 year after the arrival of the child or children at home |
In case of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum additional year.
A medical certificate must certify the severity of the illness or accident. The certificate also attests that the child's condition necessitates the presence of a person with the child for a specified period of time.
The severity of the disability is recognised when the family perceives education allowance for disabled children (AEEH).
Initial Request
The employee must inform his/her employer by registered letter with acknowledgement of receipt (LRAR) or by letter given in person against discharge (receipt). The letter must indicate the start date of the parental leave and its duration.
Initial request for parental leave in the private sector
If parental leave begins immediately after maternity or adoption leave, the employee must inform the employer at least 1 month before the end of the leave (maternity or adoption).
In any other case, the employer must be informed 2 months at least before the start of the leave.
If the employee wishes to take this leave, the employer cannot refuse it. If the employer refuses, the employee may refer the matter to the prud'homme council (CPH).
Request for extension or amendment
When the employee intends to extend his or her leave or change his or her part-time employment, he or she shall notify the employer at least 1 month before the end of the initial leave.
The employer cannot oppose the employee's request. If the employer refuses, the employee may refer the matter to the prud'homme council (CPH).
Consequences on the employment contract
During parental leave, the contract is suspended.
To calculate the employee's seniority, the length of the leave is taken into account for half.
The employee retains the benefit of all his acquired benefits.
Work activity during leave
It is not possible to hold another job during parental leave, except for the activity of a maternal assistant.
Remuneration
During the leave, the employee is not paid by his or her employer for the period not worked (except treaty provisions or contrary collective).
On the other hand, it can perceive base allocation the provision of child care (Paje) by the Caf: titleContent, under resource conditions.
In addition to this allowance, the employee may receive shared child education benefit (PreParE).
Competence assessment
During the leave, the employee may request a skills assessment unpaid.
The leave may be terminated early in the event of an agreement between the employee and the employer.
However, the prior agreement of the employer is not necessary in one of the following cases:
- Child's death
- Significant reduction in household resources
The employee must then send a registered letter with acknowledgement of receipt (RARA) to at least the employer 1 month before the date on which he wishes to resume his initial activity.
The employee returns to his or her previous job or similar job with at least equal pay.
After the leave, the employee must return to his or her previous job or a similar job and at least equivalent pay.
He is entitled to professional.
Employee of Employer Individual
The leave is open to any employee who is dependent on the national collective agreement of private employers and home employment.
Employee must have at least 1 year in one or more jobs.
Ageing is taken into account:
- Either on the date of birth of the child
- Either on the date of arrival at home of an adopted child (or entrusted for adoption) under 16 years of age
The initial duration of parental leave shall be 1 Year maximum.
It may be renewed under the following conditions:
Birth
The length of the leave and its end date vary according to the number of children born (birth of a child or multiple births).
Number of children born simultaneously | Initial maximum time off | Leave Renewal | End date of the leave (regardless of the start date of the leave) |
|---|---|---|---|
1 | 1 Year | Renewable 2 times | By 3e child's birthday |
2 | 1 Year | Renewable 2 times | No later than the date of entry into the nursery school |
3 or more | 1 Year | Renewable 5 times | No later than day 6e children's birthday |
Each renewal period may be longer or shorter than the previous one.
In case of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum additional year.
A medical certificate must certify the severity of the illness or accident. The certificate also attests that the child's condition necessitates the presence of a person with the child for a specified period of time.
The severity of the disability is recognised when the family perceives education allowance for disabled children (AEEH).
Attention : the duration of payment of PrePar varies depending on the number of dependent children and the family location. Therefore, it does not necessarily coincide with the duration of parental leave (which may be longer).
Adoption
Adopted child(s) under 3 years
Number of children adopted simultaneously | Initial maximum time off | Leave Renewal | End date of the leave (regardless of the start date of the leave) |
|---|---|---|---|
1 | 1 Year | Renewable 2 times | No later than 3 years after the child's arrival at home |
2 | 1 Year | Renewable 2 times | No later than 3 years after the arrival of the children at home |
3 or more | 1 Year | Renewable 5 times | No later than day 6e children's birthday |
Each renewal period may be longer or shorter than the previous one.
In case of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum additional year.
A medical certificate must certify the severity of the illness or accident. The certificate also attests that the child's condition necessitates the presence of a person with the child for a specified period of time.
The severity of the disability is recognised when the family perceives education allowance for disabled children (AEEH).
Attention : the duration of payment of PrePar varies depending on the number of dependent children and the family location. Therefore, it does not necessarily coincide with the duration of parental leave (which may be longer).
Adopted child(s) over 3 years and under 16 years
Number of children adopted simultaneously | Initial maximum time off | Leave Renewal | End date of the leave (regardless of the start date of the leave) |
|---|---|---|---|
1 or more | 1 Year | No | No later than 1 year after the arrival of the child or children at home |
In case of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum additional year.
A medical certificate must certify the severity of the illness or accident. The certificate also attests that the child's condition necessitates the presence of a person with the child for a specified period of time.
The severity of the disability is recognised when the family perceives education allowance for disabled children (AEEH).
Initial Request
The employee must inform his/her employer by registered letter with acknowledgement of receipt (LRAR) or by letter given in person against discharge (receipt). The letter must indicate the start date of the parental leave and its duration.
Initial request for parental leave in the private sector
If parental leave begins immediately after maternity or adoption leave, the employee must inform the employer at least 1 month before the end of the leave (maternity or adoption).
In any other case, the employer must be informed 2 months at least before the start of the leave.
If the employee wishes to take this leave, the employer cannot refuse it. If the employer refuses, the employee may refer the matter to the prud'homme council (CPH).
Request for extension or amendment
When the employee intends to extend his or her leave or change his or her part-time employment, he or she shall notify the employer at least 1 month before the end of the initial leave.
The employer cannot oppose the employee's request. If the employer refuses, the employee may refer the matter to the prud'homme council (CPH).
Consequences on the employment contract
During parental leave, the contract is suspended.
To calculate the employee's seniority, the length of the leave is taken into account for half.
The employee retains the benefit of all his acquired benefits.
Work activity during leave
It is not possible to hold another job during parental leave, except for the activity of a maternal assistant.
Remuneration
During the leave, the employee is not paid by his or her employer for the period not worked (except treaty provisions or contrary collective).
On the other hand, it can perceive base allocation the provision of child care (Paje) by the Caf: titleContent, under resource conditions.
In addition to this allowance, the employee may receive shared child education benefit (PreParE).
Competence assessment
During the leave, the employee may request a skills assessment unpaid.
The leave may be terminated early in the event of an agreement between the employee and the employer.
However, the prior agreement of the employer is not necessary in one of the following cases:
- Child's death
- Significant reduction in household resources
The employee must then send a registered letter with acknowledgement of receipt (RARA) to at least the employer 1 month before the date on which he wishes to resume his initial activity.
The employee returns to his or her previous job or similar job with at least equal pay.
After the leave, the employee must return to his or her previous job or a similar job and at least equivalent pay.
He is entitled to professional.
- Labour Code: Articles L1225-47 to L1225-59Beneficiaries, duration, demand, employee status, early termination and end of leave
- Labour Code: items R1225-12 to R1225-13Leave request and extension
- National Collective Agreement for Individual Employers and Home Employment of March 15, 2021National Collective Agreement for Individual Employers and Home Employment
- Initial request for parental leave in the private sector
Document template
FAQ
- Is the employee's absence taken into account when calculating leave?
- Can a private employee resign while on parental leave?
- Can we still benefit from the CSE if we no longer work in the company?
- Illness during parental leave: what are the rules?
- Can you be fired while on parental leave?
- Pick-up aid from Pôle emploi following parental leave?
- Can parental leave be interrupted for maternity leave?
- Does the employee on parental leave retain the benefits of mutual benefit?
- Can one benefit from several successive parental leave?