Time off for the first day of school in France: what does the law say?
12 August 2026 · 5 min reading time
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In France, employees in the private sector are not legally entitled to time off for the first day of school. However, leave may be granted under a collective bargaining agreement, a company agreement or an established workplace practice. Otherwise, employees must obtain their employer’s approval.
When can employees take time off for the first day of school?
The first day of school is not one of the family-related events that automatically entitle employees to leave under French law. However, time off may be granted under a collective bargaining agreement, a company agreement, an established workplace practice or directly by the employer.
This applies regardless of the child’s school level, whether they are starting preschool, elementary school, middle school or high school. Having parental responsibility or several school-aged children does not automatically create an entitlement to leave.
Before the new school year begins, employees should check the rules applicable within their company. More favorable arrangements may be provided under:
- A collective bargaining agreement or industry-wide agreement.
- A company or workplace agreement.
- An established workplace practice consistently applied to employees.
- A one-off decision by the employer.
The applicable collective bargaining agreement is generally indicated on the employee’s payslip. Its provisions can then be consulted on Légifrance or requested from the human resources department.
Which collective bargaining agreements provide time off?
Several collective bargaining agreements provide leave, but the duration and eligibility requirements vary between industries. Some restrict the entitlement to a child’s first year of school or set an age limit. Others require a minimum length of service.
| Collective bargaining agreement | Leave provided | Main conditions |
|---|---|---|
| Hairdressing and related professions | 3 hours of paid leave | The child must be aged 13 or younger. The hours may be split if school start times differ. |
| Insurance companies | At least 1 paid day per year | One or more children under 7; 12 months of actual service, reduced to 3 months in certain circumstances; the entitlement cannot be combined when both parents work for the same company. |
| Retailers and manufacturers of confectionery, chocolate and biscuits | Half a day of paid leave | Available upon request to a parent or legal guardian of a school-aged child. |
These examples are not exhaustive. Employees should consult the latest version of the applicable agreement, as a company agreement may also provide additional benefits.
The specific conditions are available in the agreements covering hairdressing, insurance companies and the confectionery and chocolate industry.
Is time off for the first day of school paid?
Employees are not automatically entitled to receive their usual pay while absent. Payment depends on the arrangement used.
When a collective bargaining agreement or company agreement provides paid leave, the employee’s salary must not be reduced for the hours concerned. However, eligibility may depend on conditions such as the child’s age, length of service, advance notice or supporting documentation.
If an employer exceptionally allows an employee to arrive late or take time off, both parties should clarify how those hours will be treated. Possible arrangements include maintaining normal pay, adjusting working hours, using an RTT day or paid annual leave, or taking unpaid leave.
An employer’s agreement to an absence does not necessarily mean the employee will be paid for that time.
Can an employer refuse time off on the first day of school?
If no specific provision applies, employers remain free to approve or refuse the request, particularly when considering the company’s operational requirements.
The situation changes when an applicable agreement expressly grants the employee the right to time off and all eligibility conditions are met. The employer must then comply with the arrangement, including the specified duration and any pay entitlement. However, some agreements make approval subject to operational requirements or prior authorization.
Employees should submit their request sufficiently early. French law does not set a specific notice period for the first day of school in the private sector, but a collective bargaining agreement or company agreement may establish one.
How should employees request time off for the first day of school?
Requests can be submitted in writing to a manager or the human resources department. They should state the date, the hours concerned and the proposed arrangement.
The employer may ask for supporting documentation. Depending on the circumstances, the employee can provide a school certificate or a document stating the date and time of the child’s first day.
Sample request to an employer
Subject: Request for time off on the first day of schoolHello,My child’s first day of school will take place on [date] at [time]. I would like to request time off from [time] to [time] to accompany them. I propose [adjusting my working hours / taking half a day of leave].Please let me know whether this arrangement would be possible.Thank you in advance.
The message can be adapted to the company’s usual practices and the employee’s relationship with the recipient.
What options are available without a specific entitlement?
Even when no specific leave entitlement exists, employees can discuss alternative arrangements with their employer. Depending on their position and company rules, they may request:
- A temporary adjustment to their working hours.
- Half a day of paid annual leave.
- An RTT day or another available rest day.
- Unpaid leave.
- Remote work, where permitted under the applicable agreement and compatible with their duties.
These arrangements require approval. Employees cannot unilaterally impose a day of annual leave, an RTT day, a change to their schedule or a last-minute remote working day. When several parents make similar requests, planning ahead also helps organize staffing schedules.
Can temporary agency workers take time off for the first day of school?
Temporary agency workers are not legally entitled to specific leave for the first day of school. They must check the provisions applicable to their contract and request authorization from their temporary employment agency.
The temporary employment agency is their legal employer. Requests must therefore be submitted to the agency, although scheduling arrangements should also be discussed in advance with the client company. Approval from the client company alone is not sufficient: the absence must be authorized by the temporary employment agency.
Before changing their working hours, temporary workers should obtain clear confirmation regarding:
- The authorized duration of the absence.
- Any impact on their pay.
- Possible adjustments to their working hours.
- The information communicated to the client company.
Which rules apply to public-sector employees in 2026 and 2027?
For the 2026 school year, public-sector employees may already request flexible working hours to accompany their children. A circular dated August 7, 2008 governs this possibility, which remains subject to the department’s operational requirements and does not constitute an automatic entitlement to leave.
The framework will change on January 1, 2027, when Decree No. 2026-604 of July 6, 2026 enters into force.
From that date, schedule adjustments may be granted to public-sector employees responsible for one or more children attending preschool or elementary school on the first day of the school year. The decree covers, among others, civil servants and contract employees working for central government, local authorities and public hospitals.
It does not create an automatic day off or an unconditional entitlement to special leave. Article 19 of the decree states that these arrangements “may be granted.” Employees must therefore submit a request, and any approved arrangement remains an adjustment to working hours.
What are the consequences of an unauthorized absence?
Leaving work early, arriving late or missing work without approval may constitute an unauthorized absence. The employer may deduct the corresponding amount from the employee’s salary for the time not worked.
Disciplinary action is also possible. Any sanction must be proportionate to the circumstances, including the duration of the absence, its impact on operations, the employee’s disciplinary record and any explanation provided. A short, isolated delay does not automatically justify a severe penalty, but the first day of school cannot be treated as an automatic excuse.
If an unexpected situation arises, the employee should inform their employer as soon as possible and explain the circumstances.
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