2026 RTT days: calculation method, number of days and employee rights
29 April 2026 · 5 min reading time
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See job offersIn 2026, the number of RTT days mainly depends on how working time is organized within the company. For an employee on a 218-day annual working time package, the year gives entitlement to 9 additional rest days.
However, this figure does not apply to every situation. Rights may vary depending on the employment contract, collective agreement, public holidays, absences or even joining the company during the year. Here are the key rules to understand the RTT 2026 calculation and check the rest days you may be entitled to.
How many RTT days in 2026?
9 rest days for a 218-day annual working time package
In 2026, an employee on a 218-day annual working time package is entitled to 9 additional rest days. This is the most common standard case used in calculations, especially for executives working under a fixed number of working days per year.
The calculation starts with the total number of days in the year. In 2026, there are 365 days. Weekends, statutory paid leave, public holidays falling between Monday and Friday, and the number of working days set by the annual package are then deducted. Once these elements have been deducted, there are 9 additional rest days left.
However, this figure does not apply to all employees. It corresponds to the case of a full-time employee on an annual working time package of 218 days. If the package provides for a different number of working days, or if the employee joins or leaves the company during the year, the number of rest days may be different.
Why does the number of RTT days change every year?
The number of RTT days varies from one year to another because the calendar never falls in exactly the same way. Some public holidays may fall on a Saturday or Sunday, while others fall on a weekday. This changes the number of actual working days available during the year.
In 2026, 9 public holidays fall between Monday and Friday. These are the working-day public holidays deducted from the calculation. By contrast, a public holiday that falls on a Saturday or Sunday does not reduce the number of workable days in the same way, as it already coincides with a weekly rest day for most employees.
This is why an employee on an annual working time package may have 8, 9, 10 or more rest days depending on the year, even if their annual package remains set at 218 days. The final number always depends on the calendar for the year concerned and the rules applicable within the company.
How to calculate RTT days in 2026?
The RTT calculation formula for 2026
To calculate RTT days in 2026 under an annual working time package, you need to start with the total number of days in the year, then deduct the days that are not worked: Saturdays and Sundays, statutory paid leave, public holidays falling on weekdays and the number of working days set by the annual package agreement.
The general formula is as follows:
Number of days in the year - Saturdays and Sundays - paid leave - working-day public holidays - working days set by the annual package = additional rest days
For an annual package of 218 working days, the calculation of additional rest days in 2026 is as follows:
| Calculation item | Number in 2026 |
|---|---|
| Number of days in the year | 365 |
| Saturdays and Sundays | 104 |
| Statutory paid leave | 25 |
| Working-day public holidays | 9 |
| Annual working time package | 218 |
| Additional rest days | 9 |
The formula can therefore be summarized as follows:
365 - 104 - 25 - 9 - 218 = 9 additional rest days
This RTT 2026 calculation corresponds to the most common case, but it should always be checked against the rules applicable within the company. A collective agreement, a different annual working time package or joining the company during the year may change the number of days actually acquired.
Which public holidays are included in the RTT 2026 calculation?
Not all public holidays are automatically included in the RTT calculation. For an annual working time package, only public holidays falling on a day that would normally be worked are taken into account, generally from Monday to Friday.
In 2026, the working-day public holidays included in the calculation are as follows:
| Public holiday | Date in 2026 | Day of the week |
|---|---|---|
| New Year's Day | January 1, 2026 | Thursday |
| Easter Monday | April 6, 2026 | Monday |
| Labour Day | May 1, 2026 | Friday |
| Victory Day 1945 | May 8, 2026 | Friday |
| Ascension Day | May 14, 2026 | Thursday |
| Whit Monday | May 25, 2026 | Monday |
| Bastille Day | July 14, 2026 | Tuesday |
| Armistice Day 1918 | November 11, 2026 | Wednesday |
| Christmas Day | December 25, 2026 | Friday |
August 15, 2026 falls on a Saturday and November 1, 2026 falls on a Sunday. These two public holidays are therefore not counted as working-day public holidays in the standard calculation of rest days for 2026.
Who is entitled to RTT days in 2026?
Employees who work more than 35 hours per week
RTT days apply to employees whose working time exceeds the statutory 35-hour working week, when the company has introduced a working time reduction system. They compensate for hours worked beyond 35 hours, without necessarily treating them as overtime paid every week.
RTT rights are not the same in every company. They depend on the collective agreement, sector-level agreement or internal company rules. These texts specify how RTT days are acquired, how they can be taken, notice periods, possible restricted periods and carry-over conditions.
An employee may therefore have RTT days if they work 37, 38 or 39 hours per week, but only if the organization of working time provides for compensation in the form of days or half-days off. Otherwise, the hours worked beyond the statutory working time may be compensated in another way, depending on the company’s own rules.
Does an employee working 35 hours per week have RTT days?
An employee who works exactly 35 hours per week is, in principle, not entitled to RTT days. RTT days are designed to compensate for working time that exceeds the statutory threshold. Without exceeding this threshold, there are normally no hours to compensate in the form of rest days.
This is a common misconception, as some employees associate RTT days with an automatic benefit. RTT days are not a universal right attached to every employment contract. They depend on how working time is organized within the company.
For example, an employee working 35 hours per week with 5 weeks of paid leave generally does not have RTT days. By contrast, an employee working 39 hours per week may be entitled to them if the applicable agreement provides that the 4 hours worked each week beyond 35 hours are compensated by rest.
Can a part-time employee have RTT days?
A part-time employee is not automatically entitled to RTT days. Since they already work below the statutory 35-hour working week, they are generally not covered by the working time reduction system.
However, the collective agreement or company rules should always be checked. Some agreements may provide for specific arrangements for part-time employees, especially when their working time is organized over a longer period or under a specific working time arrangement.
Part-time work does not, in itself, give entitlement to RTT days. It all depends on how work is organized within the company and on the applicable texts.
RTT and annual working time package: what is the difference?
Why do we talk about additional rest days under an annual working time package?
In everyday language, people often refer to RTT days for employees on an annual working time package. However, from a legal point of view, it is more accurate to refer to additional rest days.
The difference comes from the way working time is calculated. An employee subject to an annual working time package does not count their working time in weekly hours, but in number of days worked over the year. Their contract or annual package agreement sets a maximum number of working days, often 218 days per year for a full package.
Since working time is not organized around the 35-hour working week, the non-working days do not directly compensate for hours worked beyond 35 hours. Instead, they ensure compliance with the annual limit on working days. This is why we refer to additional rest days, even though the term RTT remains widely used in companies and in employee searches.
This distinction helps avoid confusion between two different situations: RTT days for employees working more than 35 hours per week, and rest days linked to an annual working time package.
How to take RTT days in 2026?
Are RTT days chosen by the employee or the employer?
The rules for taking RTT days are set by the collective agreement, sector-level agreement or internal company rules. Depending on the case, RTT days may be taken at the employee’s initiative, imposed by the employer or split between the two.
Some companies distinguish between “employer RTT days” and “employee RTT days”. The former may be imposed by the company on certain dates, for example during a period of low activity or around a bridge day. The latter may be chosen more freely by the employee, provided the request and approval rules are followed.
The employee must then follow the procedure set by the company. This may involve making a request through an HR tool, respecting a notice period or obtaining prior approval from their manager.
Can RTT days be taken as half-days?
It is often possible to take RTT days as half-days, but this depends on company rules. Some agreements only allow RTT days to be taken as full days, while others allow them to be taken as half-days.
Taking a half-day can be useful to adapt rest time to the employee’s needs, for example for a personal appointment or family constraint. However, it must remain compatible with the organization of the department and the company’s approval rules.
Before taking a half-day of RTT, the internal rules should therefore be checked: request tool, notice period, manager approval and any periods during which absences are limited.
What happens to unused RTT days?
Are unused RTT days lost?
Unused RTT days are not treated in the same way in every company. Their outcome depends on the applicable collective agreement or internal rules. Some agreements provide that RTT days must be taken before a deadline, otherwise they are lost. Others allow them to be carried over to the following year, transferred to a time savings account or paid out in certain cases.
It is therefore advisable not to wait until the end of the year. An employee who accumulates RTT days without taking them should check the rules early enough to avoid losing rest days.
In case of doubt, the simplest solution is to check the RTT balance, the company agreement or the HR department. The payslip or absence management tool may also show the number of days acquired, taken and remaining.
Can RTT days be carried over to the following year?
Carrying RTT days over to the following year is possible only if the applicable rules allow it. Some companies allow a limited carry-over, for example for a few weeks or months. Others require RTT days to be taken before the end of the reference period.
Carry-over may also be subject to specific conditions. The company may limit the number of days that can be carried over, set a deadline for using them or require prior approval from the manager. In some cases, unused days may be placed in a time savings account if such a scheme exists within the company.
It is therefore better not to consider carry-over as automatic. Each company applies its own rules according to its collective agreement, sector agreement or internal organization.
Do absences reduce RTT days?
Absences may affect RTT days, but not systematically. It all depends on the acquisition method provided by the company.
When RTT days are acquired based on actual working time, certain absences may reduce the number of days acquired. For example, an absence prevents the employee from working the hours that would normally have generated rest rights.
However, in a fixed or annualized system, the impact may be different. Some absences are treated as actual working time, while others may reduce the balance. The rules vary depending on the type of absence: sick leave, maternity leave, paid leave, workplace accident or unpaid absence, and according to the provisions applicable within the company.
Can RTT days be paid out in 2026?
Is the buyback of RTT days possible in 2026?
The buyback of RTT days allows an employee to give up some unused rest days or half-days in exchange for additional pay. This scheme applies to RTT days acquired between January 1, 2022 and December 31, 2026.
The monetization of RTT days is based on an agreement between the employee and the employer: neither party can impose it on the other.
Is the employer required to accept the buyback of RTT days?
The buyback cannot be imposed unilaterally. The employee may request it, but the employer is free to refuse without having to justify the refusal. Conversely, the employer cannot force an employee to give up their rest days.
If both parties agree, the procedure and buyback conditions are generally specified in the collective agreement or internal company rules. It is therefore advisable to contact the HR department before taking any action.
What pay applies when RTT days are bought back?
When an employee gives up RTT days under the buyback scheme, the additional days worked are paid with an increase. This increase is at least equal to the rate applicable to the first overtime hour in the company.
The employee therefore does not simply receive the equivalent of a normal working day. The bought-back day or half-day gives rise to increased pay, according to the rules set by the collective agreement or, failing that, the provisions applicable to overtime.
The exact amount depends on the employee’s salary, the number of days or half-days bought back and the applicable increase rate. It is preferable to clarify these terms with the HR department or payroll manager before approving any request.
Can temporary workers have RTT days?
RTT in temporary work: it all depends on the user company
Temporary workers may be concerned by RTT days when the working time organization in the host company gives entitlement to rest days. The applicable rules depend in particular on working time, the collective agreement in force and the conditions provided for permanent employees.
For example, if the company’s employees benefit from RTT days because they work more than 35 hours per week, it is necessary to check whether the temporary assignment contract also gives entitlement to compensation. Rights must be assessed in light of the actual working conditions performed.
However, the subject can be technical, as temporary assignments are often short. Rights vary depending on the duration and work schedule set out in the assignment contract, as well as the provisions applicable to temporary work.
What happens if RTT days cannot be taken before the end of the assignment?
If a temporary worker acquires rest rights but cannot take them before the end of the assignment, the situation must be examined on a case-by-case basis. Financial compensation may be provided when it is impossible to actually take the days within the allotted period.
Not all temporary workers are automatically entitled to RTT days, and not all assignments give rise to specific compensation. Rights depend on how working time is organized, the assignment contract and the applicable agreements.
In case of doubt, the safest approach is to check the contract, payslip and information provided by the agency. It is also possible to ask for clarification on how working time is calculated and whether any compensatory rest days exist.
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