I become a parent
Verified 05 March 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
Additional cases ?
Additional Birth Leave
For any child born from 1er January 2026 (or born prematurely but expected to be born after 1er January 2026), parents will be able to benefit from a additional birth leave. This leave may be taken from 1er July 2026.
This new system will allow each parent to add 1 or 2 months of compensated leave to their maternity, paternity and childcare leave entitlements.
The additional birth leave can be taken simultaneously by the 2 parents or alternatively and divided or not into 2 periods of one month.
Application decrees specifying the arrangements for taking leave and compensating it are awaited. Our page will be updated following the publication of these decrees.
You live in France and you go become a parent for the first time or have a new child ? We introduce you in chronological order the steps to be carried out during the pregnancy, and then birth to 3 years of the child. Beforehand, we ask you some questions in order to provide you only information relevant to your situation.
This page does not provide specific information on self-employed workers and jobseekers. They will be added soon.
What applies to you ?
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During pregnancy
Step-by-step approach
Before the end of the 3e month of pregnancy, you must perform a 1er prenatal examination talk to your doctor (general practitioner or gynecologist) or midwife. You must present your Vital Card.
As part of this examination, the doctor or midwife performs in general declaration of pregnancy online.
But sometimes the physician or midwife uses the statement paper. In this case, he/she fills in the declaration of pregnancy form in 3 parts entitled “First prenatal medical examination” and give it to you.
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You depend on the general regime
Declaration of pregnancy done online by the doctor or midwife is transmitted automatically to your health insurance fund and your family allowance fund (Caf). You have no no gait to do.
However, if the doctor or midwife has given you the declaration of pregnancy form in 3 parts, you must complete the information about yourself and send within the first 14 weeks of pregnancy :
- The pink section at your health insurance fund
- The 2 blue shutters at your Cafe.
The declaration allows the management of your pregnancy by the Health Insurance and authorizes the payment of the birth bonus, which is paid under resource conditions at 7th month of pregnancy.
A simulator is used to estimate the amount of the birth bonus:
Estimate the amount of the birth bonus
Upon receipt of your declaration of pregnancy, your health insurance fund offers you:
- A guide entitled My maternity - I prepare for the arrival of my child. This guide focuses on practical issues: care, medical follow-up, health advice, daily allowances, maternity leave, paternity leave...
- A personalized schedule of your medical examinations. It tells you month after month the dates of your main follow-up examinations of your pregnancy, the periods of care at 100% and the dates of your maternity leave
- A checklist Prepare your next consultation to anticipate the upcoming visit to the doctor or midwife following you
- A memo named The doudou list allows future parents to find, on a simple and accessible document, all the actions to be carried out during pregnancy and after the birth of the child (administrative procedures, medical follow-up, other health or practical information…)
- Personalized service on your Ameli account if you have opened it. Remember to activate the “You are expecting a child” service available in your “Prevention” area. This service allows you to receive month after month practical information on the progress and monitoring of your pregnancy
- Participation in a group workshop where you can get administrative information and health advice from professionals.
Not to be missed: the site “1000 first days” addresses the practical aspects (lifestyle, physical activity etc.) first 1,000 days (from the beginning of pregnancy until the child is 2 years old).
You depend on the farm system
The agricultural scheme concerns farm workers and farmers. It is managed by the Mutualité sociale agricole (MSA), which provides health insurance, occupational accidents and diseases, retirement and family benefits in a single window.
The declaration made online by the doctor or midwife is transmitted automatically the Mutualité sociale agricole (MSA). You have no no gait to do.
However, if the doctor or midwife has given you the declaration of pregnancy form in 3 parts, then you must complete information about you and address the form within the first 14 weeks of pregnancy the Mutualité sociale agricole (MSA).
The declaration allows the management of your pregnancy by the Health Insurance and authorizes the payment of the birth bonus, which is paid under resource conditions at 7th month of pregnancy.
A simulator is used to estimate the amount of the birth bonus:
Estimate the amount of the birth bonus
Not to be missed: the site “1000 first days” addresses the practical aspects (lifestyle, physical activity etc.) first 1,000 days (from the beginning of pregnancy until the child is 2 years old).
For facilitate your refunds, think about update your Vitale card. For this, some bollards are available in most pharmacies, health insurance organizations and some health facilities.
The documents to be provided are variables according to the mutuals. Find out more with your health insurance.
You can freely choose your attending physician. However, it must give its consent to fulfill this role.
Unless there are exceptions, if you consult a doctor you have not declared as your attending physician, you are less well reimbursed.
FYI
If you have not been able to find a doctor, you can contact a territorial coordinated organization.
Registration in a maternity hospital must be done as soon as possible, especially in large cities: from the end of the 3rd month of pregnancy or as soon as pregnancy is confirmed.
You must choose with your doctor or midwife level of maternity corresponding to your state of health and the course of the pregnancy. The maternity wards are classified into 3 levels :
- Level 1 maternity hospitals handle pregnancies and deliveries without complications.
- Level 2 maternity wards include a neonatal unit and sometimes a neonatal intensive care unit. They welcome women with a high-risk and/or multiple pregnancy.
- Level 3 maternity wards include a neonatal and neonatal intensive care unit, a neonatal resuscitation unit and an adult resuscitation unit. They welcome women with pregnancies that pose risks to the health of the mother or child.
You must inquire about the rates practiced if you choose a private establishment.
You must contact your complementary health to know the fees that will be yours reimbursed, depending on your contract and your particular wishes (for example, a single room).
If you have a disability, you can contact a maternity hospital or a hospital specializing in supporting women with disabilities.
You can ask for advice from CapParents. These are parenting support services that offer appropriate monitoring of pregnancy, interviews with a psychologist and preparation for childbirth.
Know the coordinates of the CapParents
In connection with CapParents, the INTIMAGIR resource centers accompany people with disabilities in their journey as future parents:
4th month of pregnancy
- The 2e consultation must take place at 4e month of pregnancy. Ultrasound is done to check for defects and to determine the size of the baby.
- From the 4th month, but it is possible that it take place later, you must follow a early prenatal care. This is an individual or couple interview with your midwife or doctor. This interview will allow you to better understand all the stages of your pregnancy, to ask all your questions, to express your expectations, to remove your doubts. No physical examination is performed. The interview is confidential and lasts from 45 minutes to 1 hour.
You can benefit, from 4e month of pregnancy, of a oral prevention examination. This review is fully supported by the Health Insurance, without advance payment.
Upon receipt of your declaration of pregnancy, your health insurance fund sends you an invitation letter, accompanied by the printed form for your oral examination. You then make an appointment with your dentist. You must go there with your pickup print and your Vital Card.
5th month of pregnancy
The 3e consultation must take place at 5e month of pregnancy. A blood test is requested to count:
- Red blood cells looking for iron deficiency anemia
- White blood cells
- The platelets.
6th month of pregnancy
The 4e consultation must take place at 6e month of pregnancy.
A blood test is requested to count:
- Red blood cells looking for a iron deficiency anemia
- White blood cells
- The platelets.
The following examinations shall be carried out:
- HBs Antigen Screening
- Blood count
- Checking for irregular antibodies, if you have a negative rhesus or if you have been transfused.
7th month of pregnancy
The 5e consultation must take place at 7e month of pregnancy.
A precise ultrasound:
- The location of the placenta
- The position of your baby in the uterus.
Ultrasound checks the baby's development.
8th month of pregnancy
The 6e consultation must take place at 8e month of pregnancy.
You must undergo a pre-anesthetic consultation. This examination is mandatory, even if you wish to give birth without epidural.
One 2e blood group determination is done during this or the next examination.
If you have a negative rhesus or if you have been transfused, the examination for irregular antibodies is repeated.
9th month of pregnancy
The 7e and last consultation must take place at 9e month of pregnancy.
One 2e blood group determination is done, if it has not been done at 6e examination.
If you have a negative rhesus or if you have been transfused, the examination for irregular antibodies is repeated.
Until the end of the 5th month of pregnancy
The Health Insurance covers 100% with exemption from advance charges (third-party payer) the mandatory medical examinations as part of your pregnancy follow-up.
The 2 first ultrasound scans carried out before the end of 5e months of pregnancy are taken care of at 70%.
FYI
In case of pathological pregnancy or fetal pathology (fetal malformations, infectious or genetic context...), other ultrasounds can be prescribed and managed.
The other consultations that those related to pregnancy and medical expenses are reimbursed to regular rates.
From the 6th month of pregnancy to childbirth
All your reimbursable medical expenses (pharmaceutical, analytical, laboratory, hospitalization) are covered at 100%, without advance payment of costs (third-party payer).
This coverage applies to all your expenses whether or not they are related to your pregnancy.
The 3e ultrasound benefits from the support to 100%.
In case of pathological pregnancy or fetal pathology (fetal malformations, infectious or genetic context...), other ultrasounds can be prescribed and managed under the same conditions.
Please note
These supports to 100% are based on and within the limits of the Health Insurance rates.
Excess fees are not covered by the Health Insurance. They may be supported by your complementary health if the contract so provides. You can inquire with your complementary health.
You also benefit from the advance fee waiver (third-party payer) on the part covered by the Social Security (excluding excess fees) for health professionals practicing in the city for the following examinations and care:
- Mandatory examinations related to pregnancy
- Compulsory examinations for children under 6 years of age
- Care, whether or not related to maternity, worker of 1er day of 6e months to 12 days after delivery.
One non-medical accommodation said hospital hotel may be offered if you live in a municipality whose center is at more than 45 minutes by car from the nearest establishment. This temporary accommodation is for a period of 5 consecutive nights at most before the expected date of delivery. Other durations may apply in Guyana or in case of pregnancy at risk.
Medicare covers these accommodation costs if you are in one of the following situations:
- Social insurance
- Beneficiary of state medical aid (AME)
- Beneficiary of social security in Mayotte
- Affiliated to a social security scheme of a member country of the European Economic Area (EEA), Switzerland or another country in the application of an agreement.
This support is €80 per night. If you are not in one of these cases, the service is charged to you.
The transport costs are covered by the Health Insurance - within a certain limit and only after obtaining theprior agreement from your caisse - to go to this temporary accommodation and to prenatal examinations carried out between the 8the and 9e month of pregnancy.
Childbirth
The costs of childbirth and their care vary depending on the establishment you choose:
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Hospital or clinic contracted
Childbirth and living expenses, up to a maximum of 12 days, are covered at 100%.
They are reimbursed directly to the establishment by your health insurance fund.
You only contribute to the costs for the portion corresponding to the excess fees and the costs for personal comfort (examples: private room, television), these costs are not covered by the Health Insurance.
The hospital package is fully supported on 1er day of 6e month of pregnancy until 12e day after delivery.
The transport costs at the hospital or clinic, by ambulance or other means of transport, can be taken care of on medical prescription.
FYI
You can get closer to your mutual to find out how to cover excess fees and expenses related to personal comfort.
Non-approved clinic
Childbirth and living expenses, up to a maximum of 12 days, are reimbursed to 100% on the basis of and within the limits of the Health Insurance rates.
If you choose to give birth in an unlicensed private clinic, you should know that the rates are generally higher.
The remaining costs can be high and you will have to advance the costs (examples: excess fees, costs for personal comfort such as a television or a private room).
You can get closer to your mutual to find out how to cover excess fees and expenses related to personal comfort.
A pregnant employee has no obligation inform her employer of her pregnancy.
But so that the employee benefits from the legal rights which are related to her pregnancy (e.g. leave to attend mandatory medical examinations) and, if available, rights under the treaty provisions in force in the company (e.g. reduced working hours), we must that the employee has informed her employer from her pregnancy.
The employee can reveal her pregnancy status to her employer at any time. It may inform him in writing or verbally. During this information, the pregnancy status of the employee must be justified by a medical certificate.
Absence permits to attend mandatory medical examinations
The employee benefits fromabsence permissions to get to the medical examinations mandatory medical monitoring of pregnancy.
The employer may request proof of such absences.
These absences are considered as actual working time for the determination of the duration of paid leave and for seniority. They must not lead to a reduction in remuneration.
Please note
The person with whom the employee lives as a couple also benefits from a leave of absence to attend 3 of these examinations medical.
As part of Assisted reproductive health (AMP), absence permissions are granted to any employee to go to the necessary medical procedures for each protocol the path of the MPA.
The employer may request proof of such absences.
These absences are considered as actual working time for the determination of the duration of paid leave and for seniority. They must not lead to a reduction in remuneration.
Please note
Any employee who lives as a couple with the person benefiting from an MPA is also entitled to an absence authorization to get to 3 of these exams medical.
Reduction of working time
The reduction of the daily working hours for a pregnant employee is not not a legal obligation.
On the other hand, this reduction in hours may be provided for by a collective agreement or a company agreement. The reduction in hours may also result from usage in the company.
A simulator allows you to search for the collective agreement with the name of the company or its number Siret :
Finding your collective agreement
Please note
The employer and the employee can also by mutual agreement decide on a reduction in the daily working hours. To avoid litigation, it is preferable that this agreement be in writing.
Temporary assignment when work is incompatible with pregnancy, particularly when working at night or exposed to certain risks or when the state of health requires it
The reduction of the daily working hours for a pregnant employee is not not a legal obligation.
On the other hand, this reduction in hours may be provided for by a collective agreement or a company agreement. The reduction in hours may also result from usage in the company.
A simulator allows you to search for the collective agreement with the name of the company or its number Siret :
Finding your collective agreement
Please note
The employer and the employee can also by mutual agreement decide on a reduction in the daily working hours. To avoid litigation, it is preferable that this agreement be in writing.
Temporary assignment when work is incompatible with pregnancy, particularly when working at night or exposed to certain risks or when the state of health requires it
The pregnant employee may be temporarily assigned to another job if its state of health requires it.
Shift adjustments, such as reduced working hours, may be provided for by of the treaty provisions.
The applicable collective agreement is the one that covers the company's main activity.
A simulator allows you to search for the collective agreement with the name of the company or its number Siret :
Finding your collective agreement
The request or proposal for a workstation layout may be made at the initiative of the employee or employer.
When the employee and the employer agree on the arrangement of the workstation, the occupational physician is not solicited.
In the event of disagreement between the employer and the employee or when the change of position occurs at the initiative of the employer, only the occupational physician can establish the medical necessity of this change of employment. The occupational physician then checks the employee's suitability for the new job.
If the assignment is proposed in a other establishment, the employee's agreement is mandatory.
This is a temporary assignment, which cannot exceed the duration of the pregnancy. The assignment ends as soon as the woman's health allows her to return to her original job.
The change of assignment does not result in any decrease in remuneration.
The employee, who had a change of assignment during her pregnancy, returns to the job she held before that assignment when she returns to work after her maternity leave.
FYI
Access to the teleworking for the pregnant employee can be provided in the collective agreement or the charter drawn up by the employer. In the absence of information, teleworking is possible if the employee and the employer agree.
The pregnant employee who usually works at night may ask the employer to be assigned to a day shift during pregnancy.
The occupational physician may also find that the night shift is not compatible with the employee's health.
If the assignment is proposed in a other establishment, the employee's agreement is mandatory.
The change of assignment does not result in no decrease in remuneration.
In the event that it is impossible to arrange the work station or reclassify, the employer shall inform the employee in writing of the reasons preventing this temporary assignment.
The employer shall also inform the occupational physician in writing of these reasons.
The employment contract is then suspended until the date of start of statutory maternity leave.
Pregnant employees are entitled to a guarantee of remuneration.
Maternity Leave
You automatically receive maternity leave, partly before you give birth (said leave prenatal) and partly after you have given birth (said leave postnatal).
Maternity leave is mandatory. It is strictly forbidden to give it up completely.
You must notify your employer by letter with RAR: titleContent or delivery against receipt.
Your letter specifies the reason for your absence and the expected start and end dates of your maternity leave.
Your declaration must be accompanied by a certificate established by the doctor or midwife following your pregnancy.
This certificate attests to your state of pregnancy and specifies the presumed date of childbirth.
The length of maternity leave varies depending on whether you are expecting one or more children.
If you are expecting only one child:
The length of maternity leave varies, depending on the number of children you already have before the birth of your child:
Status of the unborn child | Duration of prenatal leave (before delivery) | Duration of 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 childbirth.
If you are expecting 2 or more children (twins, triplets...):
The duration of maternity leave varies according to the number of children to be born, under the following conditions:
Number of unborn children | Duration of prenatal leave (before delivery) | Duration of postnatal leave (after childbirth) | Total duration of maternity leave |
|---|---|---|---|
2 | 12 weeks | 22 weeks | 34 weeks |
3 or more | 24 weeks | 22 weeks | 46 weeks |
You can give up part of your maternity leave, but you must stop working at least 8 weeks, including 6 after childbirth.
Please note
Some treaty provisions may provide for longer periods of leave. One simulator allows you to know the content of the collective agreement to which your company is attached.
You can request to advance the start of your prenatal leave under the following conditions:
- or in case of birth of a 3e child, up to 2 weeks
- or in the case of multiple births, up to 4 weeks.
If prenatal leave is advanced, postnatal leave is reduced by the same amount of time.
To advance part of your prenatal leave, you must obtain the favorable opinion of the health professional who follows your pregnancy.
You must send your health insurance fund a request for an advance of prenatal leave.
You don't have to get your employer's approval.
Who shall I contact
Who shall I contact
You can ask to shift part of your prenatal leave to your postnatal leave.
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, you must obtain the favorable opinion of the health professional who follows your pregnancy.
You must send the following documents to your health insurance fund:
- Request for postponement of maternity leave
- Medical certificate certifying that your state of health allows you to prolong your professional activity before birth
Your request must be made no later than 1 day before the date of leave initially scheduled.
You don't have to get your employer's approval.
Warning
If you are in work stoppage during this deferral period, the deferral is canceled and the prenatal leave begins on 1er day of work stoppage.
In case of illness due to your pregnancy or the aftermath of your childbirth, the duration of your maternity leave is increased within the following limits:
- 2 weeks before the presumed date of delivery,
- 4 weeks after childbirth.
You must send your request to your health insurance fund
Your application must be accompanied by a certificate issued by the doctor or midwife following your pregnancy.
This certificate attests to your medical condition and specifies the expected duration.
Warning
In case of exposure in utero at distilbene, maternity leave starts on 1er day off work and may last until normal prenatal leave.
As a civil servant
Whether you are a civil servant or a contractor, you are not obligated inform your employer administration of your pregnancy status.
However, for benefit of several rights and protective measures, you must prevent your administration of your pregnancy (at the time you wish). These are the following rights and measures:
- Absence authorization of one hour per day from the beginning of 3e month of pregnancy
- Absence Permissions to get to the mandatory medical examinations as part of the medical surveillance of pregnancy
- Temporary accommodation of your work station or working conditions if your job exposes you to risks to your health or that of your child or if your health condition requires it.
Absence authorization of one hour per day
You can apply for a leave of absence of one hour per day from the beginning of the 3rde month of pregnancy.
These leave authorizations are granted on the advice of the occupational physician, taking into account the needs of service schedules.
Authorization for paid absence to attend mandatory medical examinations
If you are a civil servant (trainee or holder) or a contract worker, you will receive a authorization for paid absence to go to the compulsory medical examinations as part of the medical supervision of pregnancy and the aftermath of childbirth in the event that these examinations must take place during working time.
If you receive a Assisted reproductive health (AMP), you benefit from a authorization for paid absence for the necessary medical procedures in the event that such medical procedures are to take place during working time.
If it is public official or employee, the person who lives with you also benefits from leave of absence to go to 3 of these medical procedures necessary for each protocol of the medical assistance pathway. The duration of the absence shall be proportionate to the duration of the act received. These absence authorizations are treated as periods of actual work.
Temporary adjustments of the workstation or working conditions
During your pregnancy, you must be able to rest in a lying position, under appropriate conditions.
During your pregnancy, you benefit from a enhanced medical monitoring.
The occupational physician defines the frequency and nature of the follow-up that this enhanced medical surveillance entails.
These medical visits to the occupational physician are mandatory.
The occupational physician is bound by medical confidentiality.
It cannot inform your employer's administration of your pregnancy status, but it can offer temporary adjustments to your workstation or working conditions if you are in a position that puts you or your child at risk.
The occupational physician may also propose a temporary assignment to another job compatible with your health.
If your employer administration does not follow the opinion of the occupational physician, it must give reasons for its decision to refuse in writing and for the specialized training in health, safety and working conditions or, where such specialized training has not been established, the Social Committee must be informed.
Your employer's administration may refer the matter to the occupational health inspector for an opinion if you dispute the proposals made by the occupational health inspector.
If your professional activity can be carried out remotely in teleworking, you can ask to teleworking more than 3 days a week during your pregnancy.
If you work at night, you or the occupational physician may ask your employer administration to consider the possibility of temporarily assigning you to a day shift.
Maternity Leave
To be eligible for maternity leave, you must be position of activity, secondment or parental leave.
If your pregnancy occurs during parental leave, your parental leave automatically ends on the date you start your maternity leave.
Maternity leave is automatically granted to you when you request it from your head of department.
Your application must be accompanied by a certificate established by the doctor or midwife following your pregnancy.
This certificate certifies your pregnancy status and specifies the expected date of delivery.
This declaration of pregnancy must be made to your employer administration (and the Caf) during the first 14 weeks of pregnancy.
You cannot give up your maternity leave.
Even if you do not request it, you are placed on maternity leave.
The length of maternity leave varies depending on whether you are expecting one or more children:
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Birth of a child
The duration of maternity leave varies, under the following conditions, depending on the number of children already dependent:
Status of the unborn child | Duration of prenatal leave (before delivery) | Duration of 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 childbirth.
Birth of 2 or more children (twins, triplets ...)
The duration of maternity leave varies according to the number of children to be born, under the following conditions:
Number of unborn children | Duration of prenatal leave (before delivery) | Duration of postnatal leave (after childbirth) | Total duration of maternity leave |
|---|---|---|---|
2 | 12 weeks | 22 weeks | 34 weeks |
3 or more | 24 weeks | 22 weeks | 46 weeks |
You can give up part of your maternity leave, but you must stop working at least 8 weeks, including 6 after childbirth.
Extension of postnatal leave
You can request the postponement, in one or more periods, of part of the prenatal leave after childbirth for a maximum period of 3 weeks. Your postnatal leave will then be increased by these 3 weeks.
Your application must be accompanied by a certificate issued by the doctor or midwife following your pregnancy.
This certificate certifies that your state of health allows you to prolong your professional activity before birth.
Your doctor or midwife will tell you how long the postponement will last, up to a maximum of 3 weeks.
Your request for postponement cannot be refused by your employer administration.
In the event of sick leave during the postponed period of prenatal leave, the postponement shall be canceled and the prenatal leave shall resume at 1er day of the stop.
The period initially postponed after childbirth is reduced accordingly.
FYI
Postponement is not granted in case of multiple pregnancy.
Extended prenatal leave
In some cases, you can transfer part of your postnatal leave to prenatal leave, on medical advice:
- From 3e as a child, you can defer your prenatal leave for up to 2 weeks. The leave is then 10 weeks before birth and 16 weeks after
- For the birth of twins, you can defer up to 4 weeks on your prenatal leave. The leave is then 16 weeks before birth and 18 weeks after.
Additional leave in case of pathological pregnancy
You can apply for additional periods of maternity leave in case of risks or complications related to your pregnancy (pathological pregnancy) or at your delivery:
- 3 weeks (21 calendar days) before the start of your prenatal leave (this additional leave can be prescribed at any time during pregnancy, starting from the declaration, and be taken in one or more periods)
- 4 weeks (28 calendar days) after postnatal leave.
Your application must be accompanied by a certificate issued by the doctor or midwife following your pregnancy.
This certificate attests to your medical condition and specifies the expected duration.
You must submit your request for additional leave within 2 days of the certificate being issued by your doctor or midwife.
The additional period(s) of leave before delivery may be taken from the day of their declaration until the day preceding the date of commencement of the prenatal leave.
The additional period of leave after childbirth can be taken immediately after the end of maternity leave.
FYI
If your pathological pregnancy is due to exposure in utero at distilbene before 1982, your maternity leave starts on the 1ster day off work and may last until normal prenatal leave.
Late delivery
In case of delivery after the due date, the prenatal leave is extended until the date of delivery without the postnatal leave being reduced.
Premature delivery
In the event of premature delivery (less than 6 weeks before the scheduled date), the total duration of maternity leave remains the same: prenatal leave is shortened and postnatal leave is extended accordingly.
If the delivery occurs more than 6 weeks before the scheduled date and requires hospitalization of the child, you benefit from an additional period of maternity leave.
The duration of this additional period shall be equal to the number of days between the birth of the child and the expected start date of the prenatal leave.
This period may not be postponed until the end of the child's hospitalization.
You automatically benefit from this extension upon presentation of any document attesting to the duration of the child's hospitalization.
As a contractor
Whether you are a civil servant or a contractor, you are not obligated inform your employer administration of your pregnancy status.
However, for benefit of several rights and protective measures, you must prevent your administration of your pregnancy (at the time you wish). These are the following rights and measures:
- Absence authorization of one hour per day from the beginning of 3e month of pregnancy
- Absence Permissions to get to the mandatory medical examinations as part of the medical surveillance of pregnancy
- Temporary accommodation of your work station or working conditions if your job exposes you to risks to your health or that of your child or if your health condition requires it.
Absence authorization of one hour per day
You can apply for a leave of absence of one hour per day from the beginning of the 3rde month of pregnancy.
These leave authorizations are granted on the advice of the occupational physician, taking into account the needs of service schedules.
Authorization for paid absence to attend mandatory medical examinations
If you are a civil servant (trainee or holder) or a contract worker, you will receive a authorization for paid absence to go to the compulsory medical examinations as part of the medical supervision of pregnancy and the aftermath of childbirth in the event that these examinations must take place during working time.
If you receive a Assisted reproductive health (AMP), you benefit from a authorization for paid absence for the necessary medical procedures in the event that such medical procedures are to take place during working time.
If it is public official or employee, the person who lives with you also benefits from leave of absence to go to 3 of these medical procedures necessary for each protocol of the medical assistance pathway. The duration of the absence shall be proportionate to the duration of the act received. These absence authorizations are treated as periods of actual work.
Temporary adjustments of the workstation or working conditions
During your pregnancy, you must be able to rest in a lying position, under appropriate conditions.
During your pregnancy, you benefit from a enhanced medical monitoring.
The occupational physician defines the frequency and nature of the follow-up that this enhanced medical surveillance entails.
These medical visits to the occupational physician are mandatory.
The occupational physician is bound by medical confidentiality.
It cannot inform your employer's administration of your pregnancy status, but it can offer temporary adjustments to your workstation or working conditions if you are in a position that puts you or your child at risk.
The occupational physician may also propose a temporary assignment to another job compatible with your health.
If your employer administration does not follow the opinion of the occupational physician, it must give reasons for its decision to refuse in writing and for the specialized training in health, safety and working conditions or, where such specialized training has not been established, the Social Committee must be informed.
Your employer's administration may refer the matter to the occupational health inspector for an opinion if you dispute the proposals made by the occupational health inspector.
If your professional activity can be carried out remotely in teleworking, you can ask to teleworking more than 3 days a week during your pregnancy.
If you work at night, you or the occupational physician may ask your employer administration to consider the possibility of temporarily assigning you to a day shift.
Maternity Leave
If you are a contractor in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent, you must be active or parental leave to benefit from maternity leave.
If your pregnancy occurs during parental leave, your parental leave automatically ends on the date you start your maternity leave.
Maternity leave is automatically granted to you when you request it from your head of department.
Your application must be accompanied by a certificate established by the doctor or midwife following your pregnancy.
This certificate certifies your pregnancy status and specifies the expected date of delivery.
You cannot give up your maternity leave.
Even if you do not request it, you are placed on maternity leave.
If you are in FIXED-TERM CONTRACT: titleContent, your maternity leave cannot be granted beyond the remaining contract period.
Your contract can then be renewed at the end of the statutory period of maternity leave.
Birth leave
You benefit from birth leave as an employee (in DTA: titleContent or in FIXED-TERM CONTRACT: titleContent, full-time or part-time) for every birth in your household.
You benefit from birth leave without seniority condition in your company.
You must work in France.
The duration of the leave shall be 3 working days for each birth at home.
The duration may be higher if it is provided for by treaty provisions.
Please note
In the case of multiple births, the duration of the leave shall be 3 working days unless provided for in the Convention.
Your leave begins, according to your choice, on the day of your child's birth, or on 1er business day following the day of birth.
Please note
If the birth of the child occurs while you have taken paid leave or leave for family events, the employment ban begins at the end of that period of leave.
Birth leave days are paid normally, as if they had been worked.
They are treated as actual working time for determining the length of paid annual leave and taking into account your seniority in the company.
Paternity and childcare leave
Leave is granted to the employee without seniority requirement.
The employee also benefits from leave regardless of the type of his employment contract (DTA: titleContent, FIXED-TERM CONTRACT: titleContent, temporary contract, vocational trainee, apprentice, jobseeker).
The paternity and foster leave of the child is mandatory preceded by birth leave of a duration of 3 days workable.
The duration of paternity and foster leave for the child is 25 calendar days.
The paternity and foster leave of the child includes 2 separate periods in addition to compulsory birth leave.
Mandatory 4 calendar days
The employee is obliged to take his birth leave from 3 days workable.
Immediately after the birth leave, he must take the 1re period of 4 days calendars paternity leave and child care leave.
Example :
The child is born or welcomed on a Sunday. The employee takes his compulsory birth leave of 3 days.
Birth leave is calculated in working days. The leave therefore begins on the 1ster the working day following the birth or reception of the child, it takes place from monday to wednesday.
The employee takes immediately after the birth leave the 4 mandatory days of paternity and childcare leave. This paternity and childcare leave is deducted in calendar days, from Thursday to Sunday.
The employee must therefore take a cumulative compulsory leave (birth leave and 1re period of paternity and childcare leave) from Monday to Sunday.
Optional 21 calendar days
The employee can take the 2from period of paternity and foster leave: this period is optional.
The 2from period can be taken immediately after the 1re period or not, according to the employee's wishes.
The duration of the 2from period of paternity and foster leave of the child is 21 calendar days.
These days can be taken in 1 only once or in a split.
If these days are taken in a divided manner, they should be taken in 2 periods at most, each with a minimum duration of 5 days.
Example :
The child is born or welcomed on Monday, January 13, 2025, the employee can take his leave as follows:
- Compulsory Birth Leave of 3 working days from monday 13 to wednesday 15 january 2025 included
- Compulsory period of paternity and care leave for the child of 4 calendar days from thursday 16 to sunday 19 january 2025 included
- Split period of paternity and foster leave for the child of 5 calendar days from monday 27 to friday 31 january 2025 inclusive then from 16 calendar days from monday 10 to 25 february 2025 inclusive.
Following his compulsory birth leave of 3 working days and his compulsory paternity and childcare leave of 4 calendar days, the employee must take the second period of his paternity and childcare leave within 6 months after the birth or reception of the child (in particular to be entitled to compensation by the health insurance fund).
The employee informs his employer of the expected date of delivery or reception of the child at least 1 month before the event.
The employee must notify his employer at least 1 month before the start date of the leave and the duration of the leave.
If the employee meets this deadline, the employer cannot refuse to take the leave.
The employee notifies the employer in writing or orally.
It is preferable, for evidentiary reasons in the event of a dispute, to send the employer a registered letter with acknowledgement of receipt (LRAR) or a hand-delivered letter against discharge.
The employee can apply via the template document to be filled in online:
Apply for paternity and childcare leave
The paternity and foster leave of the child results in the suspension of the employment contract.
As a civil servant
Birth leave
You can benefit from a birth leave on the occasion of the birth of your child.
You can also benefit from this leave if you live with the mother of the child.
You can benefit from this leave regardless of your situation civil servant (incumbent or trainee) or contractor.
If you are not the father of the childHowever, you must also include with your application any documentation that proves that you live with the child's mother.
The duration of the birth leave shall be 3 working days.
A multiple birth (twins, triplets,...) does not extend the duration of the leave.
The 3-day birth leave can be cumulated with the paternity and childcare leave.
You have to take this leave on an ongoing basis from day of birth of the child or of 1er business day which follows.
You perceive your remuneration in full during your leave.
Paternity and childcare leave
You are entitled to paternity and foster care leave after the birth of a child in the following cases:
- You are the second parent of the child (father or mother in case of early joint recognition)
- You live as a couple with the mother.
You can benefit from paternity and childcare leave whether you are a trainee or permanent civil servant.
You can benefit from paternity and childcare leave if you are in position of activity or posting.
The duration of the leave shall be 25 calendar days maximum.
Of these 25 calendar days, 4 days must mandatory be taken consecutively and immediately after the 3-day birth leave.
You can choose to take the remaining 21 calendar days continuously or split into 2 periods of at least 5 days each.
These 21 days must be taken within 6 months of birth.
If the child is immediately hospitalized after birth in a specialized care unit, the period of leave of 4 consecutive days may be extended for the duration of the hospitalization, up to 30 consecutive days.
You have to apply for it.
Your employer administration cannot refuse this extension.
The specialized inpatient care units for the child eligible for this additional leave period are:
- Neonatal Units
- Neonatal resuscitation units
- Pediatric Units for Newborns and Infants
- Undifferentiated pediatric and neonatal resuscitation units.
The 21 calendar day period must be taken within 6 months of the end of the hospitalization.
The duration of the leave shall be 32 calendar days maximum.
Of these 32 calendar days, 4 days must mandatory be taken consecutively and immediately after the 3-day birth leave.
You can choose to take the remaining 28 calendar days continuously or split into 2 periods of at least 5 days each.
These 28 days must be taken within 6 months of birth.
You must submit your application for paternity and childcare leave to your head of department at least 1 month before the expected date of delivery.
You can write your leave request using the following template:
Apply for paternity and childcare leave
You must provide the following documents in support of your leave request:
- Copy of the pregnancy certificate issued by the doctor or midwife following the pregnancy
- Document proving that you are the second parent of the child (father or mother in case of early joint recognition) or person who lives with the mother (extract of marriage certificate or copy of Civil partnerships: titleContent or certificate of common life or cohabitation dated less than one year or certificate on the honor of marital life co-signed by the mother of the child)
Your application must indicate the expected date of delivery and the dates and durations of the leave period(s).
Within 8 days of giving birth, you must submit a document justifying the birth of the child:
- Full copy of the birth certificate
- Or copy of the updated family record book
- Or copy of the child's act of recognition
- Or, in the case of the birth of a lifeless child, copy of the act of lifeless child and medical certificate of childbirth of a dead and viable born child.
One month before the second 21 or 28 day leave period, you must confirm to your department head your dates of leave and, in case of splitting this period, the dates of each of the 2 periods.
If you are born prematurely, your leave starts immediately and you can take the second 21 or 28 day leave period in the month following the birth.
You must inform your administration immediately.
You must provide any evidence of the child's premature birth within 8 days of delivery.
In the event of hospitalization of the child after birth, you must send to your head of department, within 8 days of hospitalization, your request for postponement of leave and any document justifying the hospitalization of the child.
You can write your leave request using the following template:
Request postponement of paternity and foster care leave in the event of hospitalization of the child
During your paternity and childcare leave, you continue to receive your full index treatment.
If you work part-time, you are automatically reinstated full-time for the duration of your paternity and childcare leave.
You also continue to collect in full the residence allowance and the New Index Subsidy (NBI) if you receive these top-ups.
If you already perceive the Family Treatment Supplement (FTS)However, it also continues to be paid to you in full during your leave.
The SFT for the new child is paid to you from 1er the day of the month following the month of his birth.
You continue to receive all your bonuses and allowances.
As a contract agent
Birth leave
You can benefit from a birth leave on the occasion of the birth of your child.
You can also benefit from this leave if you live with the mother of the child.
You can benefit from this leave regardless of your situation civil servant (incumbent or trainee) or contractor.
If you are not the father of the childHowever, you must also include with your application any documentation that proves that you live with the child's mother.
The duration of the birth leave shall be 3 working days.
A multiple birth (twins, triplets,...) does not extend the duration of the leave.
The 3-day birth leave can be cumulated with the paternity and childcare leave.
You have to take this leave on an ongoing basis from day of birth of the child or of 1er business day which follows.
You perceive your remuneration in full during your leave.
Paternity and childcare leave
You are entitled to paternity and foster care leave after the birth of a child in the following cases:
- You are the second parent of the child (father or mother in case of early joint recognition)
- You live as a couple with the mother, without being the second parent of the child.
You can benefit from paternity and childcare leave whether you are in FIXED-TERM CONTRACT: titleContent or in DTA: titleContent.
You can benefit from paternity and childcare leave if you are working (i.e. if you are not on unpaid leave: parental leave, mobility leave, etc.).
During your paternity and childcare leave, you continue to receive your full pay.
If you work part-time, you are automatically reinstated full-time for the duration of your paternity and childcare leave.
If you are pregnant, talk to health and social workers of your school (nurse, doctor, social service assistant of the National Education). Their role is to listen to you, inform you about your rights and support you in your efforts. They must respect professional secrecy.
You can ask for fittings during school time. For example, you can benefit from rest time in the infirmary, absence permits for medical consultations.
You can ask the Dasen: titleContent to be dispensed from frequenting your school for medical reasons. If the Dasen allows you to do so, you can then follow your education by correspondence, free of charge, using the courses of the Cned: titleContent. You can also benefit from thepedagogical support at home in the hospital or at school (APADHE). This help allows you to take courses at home for free.
During the examination period, you can benefit fromfittings. For example, you may be allowed to go to the toilet during the tests from the first hour. If childbirth is planned during the examination period, you can take your tests during the remedial session when it exists (for example, the baccalaureate). Otherwise, you will have to take your exam at the next session.
If you are pregnant during your university studies, you are entitled to a special education plan (SSE). It allows you to benefit from adjustments in the course of your studies. The goal is to allow you to reconcile the progress of your studies with your specific needs.
FYI
These provisions shall apply to training courses issuing bachelor's, professional and master's degrees.
The specific accommodations are decided by the institution in which you are studying.
They may relate to:
- Your schedule
- TD and TP, giving you priority in the choice of these
- Attendance and possible exemptions
- Knowledge control modalities, e.g. by promoting terminal control rather than continuous control
- The duration of the course, such as the possibility of completing 2 semesters in 2 years.
Your institution may therefore offer some or all of these examples.
You can inquire with the responsible of the establishment. An application must be submitted with the supporting documents at the beginning of the semester.
Reception modes
You can choose one group welcome mode (e.g. group nursery, company nursery, multi-reception facility, micro-nursery) or entrust your child to a certified childminder.
One search tool is available:
Find a way of welcoming my child (nursery, childminder, childminder's house, home childcare)
You can go to the Early Childhood Service or to the Relais assistantes maternelles of our town hall to obtain additional information.
Warning
If you choose a group welcome mode and that you live in a large to medium-sized city, it is recommended that register on the waiting list as soon as possible (no later than the 6th month of pregnancy in the case of a municipal nursery and from the beginning of pregnancy in other cases).
Financial aid
The free choice of care (CMG) supplement helps fund some of the expenses related to the care of your child
- The CMG direct employment is paid if your child is being cared for by a childminder or at your home as part of home childcare that you employ directly.
- The CMG structure is paid if you use an approved organization (home childcare association or company, family nursery or micro-nursery).
You can estimate your entitlement to the CMG using the simulator corresponding to the on-call situation you are considering:
Estimate your right to CMG direct employment
Estimate your right to the structured CMG
FYI
Some town halls offer support for the birth of a child. You can inquire at your town hall (or communal center of social action).
Tax credit
- If you employ an employee at home to keep your child, live or using the services of an intermediary (association, company or approved organization), you can benefit from a tax credit under certain conditions.
- If you have your child cared for outside from your home, you can benefit from a tax credit for childcare expenses under certain conditions.
If you wish, a referring midwife may accompany you throughout your journey, from pregnancy to motherhood.
This support is 100% supported under maternity insurance, without advance payment.
You and the midwife must complete and sign the form cerfa no. 16295 in 2 copies.
A copy must be kept by the referring midwife
You must send the other copy by post to your health insurance fund.
As soon as you declared your pregnancy, you are entitled to birth and parenting preparation sessions. They are supported at 100% if conducted by a doctor or midwife.
Most of the time, these sessions take place from the 7th month of pregnancy.
These preparation sessions are used to:
- Explain the course of pregnancy, childbirth and the aftermath of childbirth
- Perform physical exercises, including breathing during pregnancy and childbirth
- Learn relaxation exercises, gestures and postures to adopt during pregnancy to avoid leg edema
- Understand the role of each member of the medical team and the delivery process
- Know the care to bring to your child from birth
- Prepare your return home with your baby.
The birth bonus is paid before the last day of the calendar month next to 6e month of pregnancy.
To be eligible for the birth bonus, your resources must not exceed an amount determined according to your family situation. It's the categorical net income of 2024 which is taken into account for 2026. The rules are different if you are lone parent :
Couple
Number of dependent child(ren) (born or unborn) | Couple with 2 incomes | Couple with one income |
|---|---|---|
1 child | €49,054 | €37,118 |
2 children | €56,478 | €44,542 |
3 children | €65,386 | €53,450 |
Per additional child | €8,908 | €8,908 |
There are 2 revenues if each receives an annual amount of €6,306 or more (in 2024) from an occupational activity or daily allowances for accidents at work or occupational diseases.
Single parent
Number of dependent children (born or unborn) | Resource cap |
|---|---|
1 child | €49,054 |
2 children | €56,478 |
3 children | €65,386 |
Per additional child | €8,908 |
For entitlement to the birth premium, the family situation is assessed in 1er first day of calendar month next to 5e month of pregnancy (i.e. beginning of 7e seventh month of pregnancy). The unborn child counts for 1 dependent child.
The net amount of the birth premium is €1,084.44.
In case of births multiple wait, it's paid as many bonuses as unborn children, on the basis of a medical certificate specifying the number of children to be born.
When you return home after leaving the maternity ward, you can receive midwifery care for you and your child at home.
It is recommended to make an appointment with the midwife without delay and, in any case, before leaving the maternity ward.
Recognition is used to establish the parentage of a child.
You can recognize your child before birth.
Recognition can be done in any town hall, regardless of the place of birth of the child, your domicile, your nationality or that of the child.
You must submit the following documents:
- Proof of identity
- Proof of home (or residence) of less than 3 months, in your name.
Your identity document can be your national identity card, passport, residence permit or any other official document issued by a public authority.
You must present the original of the document, whether or not it is valid.
You do not have to present a pregnancy certificate.
The civil registrar shall immediately draw up the certificate of recognition.
He makes you sign it.
He gives you a copy of the deed that will have to be presented at the declaration of birth.
The act of recognition shall mention the following:
- Surname and first name(s), date and place of birth, profession, domicile of the father
- Surname and first name(s), date and place of birth, occupation, domicile of the mother (if the father can give this information).
Check with the town hall if you need to make an appointment.
FYI
As soon as the name of the mother figure in thebirth certificate of the child, maternal filiation is automatic. However, the mother can still recognize her future child at any town hall.
Last name
The rules for choosing the child's name are different for a heterosexual couple or for a couple of women.
First name
There is no list of authorized first names.
You can choose one first name already used or create a new first name.
You must follow the following rules to choose your child's first name:
- The first name, alone or associated with last name, shall not be contrary to the best interests of the child.
Example: ridiculous or rude first name. - The first name must respect the the right of another person to have his or her surname protected.
Example: choose first name last name of a famous person. - The child who carries the name of only one of his parents cannot have the first name of the other parent.
Example: a child has as parents Mr. Dupont and Ms. Martin. If this child has only Dupont as his last name, he cannot have Martin as his first name.
The choice of first name is made during the declaration of birth. The registrar can then write the birth certificate.
In summary: the steps to take during pregnancy and the points not to forget
After birth
Step-by-step approach
The time limit depends on the place of birth:
General case
The declaration must be made within 5 days which follow the day of delivery.
The day of delivery is not counted in the time limit for the declaration of birth.
If the last reporting day falls on a Saturday, Sunday, public holiday or non-working day, this period shall be extended until 1er business day next.
Example :
Your child is born on Monday, June 3, 2026. You must declare his birth no later than Monday, June 10.
Your child is born on Tuesday 4 June 2026. You must declare his birth no later than Monday, June 10.
Your child is born on Friday 7 June 2026. You must declare his birth no later than Wednesday, June 12.
In French Guiana
The time limit depends on the place of birth:
General case
The declaration must be made within 5 days which follow the day of delivery.
The day of delivery is not counted in the time limit for the declaration of birth.
If the last reporting day falls on a Saturday, Sunday, public holiday or non-working day, this period shall be extended until 1er business day next.
Example :
Your child is born on Monday, June 3, 2026. You must declare his birth no later than Monday, June 10.
Your child is born on Tuesday 4 June 2026. You must declare his birth no later than Monday, June 10.
Your child is born on Friday 7 June 2026. You must declare his birth no later than Wednesday, June 12.
In Apatou, Awala-Yalimapo, Camopi, Grand Santi, Iracoubo, Mana, Maripasoula, Ouanary, Papaïchton, Régina, Saint-Elie, Saint-Georges, Saint-Laurent du Maroni, Saul, Sinnamary
The declaration must be made within 8 days which follow the day of delivery.
The day of delivery is not counted in the time limit for the declaration of birth.
If the last reporting day falls on a Saturday, Sunday, public holiday or non-working day, this period shall be extended until 1er business day next.
Example :
Your child is born on Monday, June 3, 2026. You must declare his birth no later than Tuesday, June 11.
Your child is born on Tuesday 4 June 2026. You must declare his birth no later than Wednesday, June 12.
Your child is born on Friday 7 June 2026. You must declare his birth no later than Monday, June 17.
The declaration of birth is a legal obligation.
It weighs on several people to ensure that any birth is declared within the imposed deadline.
The birth must be declared by one of the following persons:
- Father
- 2from mother in a couple of women
- Head of the delivery clinic (or its attendant)
- Doctor
- Midwife
- Another person who attended the birth.
Please note
This obligation does not fall on the mother. When she gives birth alone in a hospital setting, the responsibility lies with the delivery facility (including in the case of the mother being transferred to another medical facility). Failure to make a declaration is punishable by law.
The registrant may also be another person, for example a family member bearing the birth certificate (and possibly the family record book).
The declaration of birth is made at the town hall of place of birth.
The birth certificate is drafted immediately by a registrar.
The documents to be provided depend on your situation:
General case
The documents required to register a birth are as follows:
- Parent (or parent) ID
- Certificate medical of childbirth (usually attestation of the doctor or midwife)
- Declaration of choice of name if the parents do this
- Act of recognition if it was established before birth
- Family booklet to register the child, if the parents already have a booklet.
If the parents are not married and the child has not yet been recognized by his father, the latter must provide proof of domicile (or residence) less than 3 months to recognize his child.
If you're not married, one family booklet is transmitted to you on the occasion of the birth of your first common child.
Couple of women
The documents required to register a birth are as follows:
- Identity documents of mothers
- Certificate medical of childbirth (usually attestation of the doctor or midwife)
- Early Joint Recognition established before notary
- Declaration of choice of name if mothers do this
- Family booklet to register the child, if the mothers already have a booklet.
If you're not married, one family booklet is transmitted to you on the occasion of the birth of your first common child.
The 1er medical follow-up examination is done just before or just after the maternity leave and in any case before his 8th day by a doctor (8th day exam). This examination is fully covered by the Health Insurance without advance payment.
During this examination, the doctor establishes the 1er health certificate. The parent(s) must complete the administrative portion of the certificate. Then, the doctor fills out the medical part, stamps it, signs the certificate and sends it within 8 days to the doctor in charge of the department's maternal and child protection department.
The health record of the child is delivered by maternity. This health record must then be presented at each consultation, hospitalization, examination, vaccination of the child.
Social security
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General scheme
As soon as you leave the maternity ward, you must declare the birth of your child via your Ameli account (section “My procedures”):
Alternatively, you can make the declaration by phone.
Who shall I contact
To obtain information about your rights and procedures, ask a question about your file, report a change in situation, consult your refunds or obtain a certificate of rights.
By phone
3646
Open Monday to Friday.
Careful : hours may vary depending on your department.
As a general rule, opening hours are at least from 8:30 am to 5:30 pm.
Free service + price call, from a landline or mobile phone.
From Mayotte, call 02 69 61 91 91:
- Monday to Thursday from 7:30 am to 2:30 pm
- Friday from 7:30 am to 12 pm
From the foreigner: +33 1 84 90 36 46 (free service + price of a call).
To facilitate the answers and to identify you, think about getting your Vitale card before contacting the Health Insurance.
By video interpretation (you are deaf or hard of hearing)
If you are deaf or hard of hearing, you can contact a advisor by videointerpretation.
Agricultural scheme
After childbirth, you must send thebirth certificate your child at the MSA to give them health and family rights. This shipment is done by internet or by mail.
Mutual
The documents to be provided are variables according to the mutuals. Find out more with your health insurance.
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General scheme
To simplify your medical procedures and reimbursements, you can attach your child on the vital cards of the 2 parents.
When the birth is declared to the health insurance fund, the child is usually registered on the vital card of the parent who carried out the procedure (parent A).
The registration of the child on the Vitale card of the other parent (parent B) is to be done via the Ameli account of parent A:
If you do not use the Ameli account, you must fill out the following form and send it by mail to your CPAM:
Application to attach children to one or both parents - Health and maternity insurance
You must attach a copy of the updated birth certificate or family record book.
You will then receive a notification from CPAM informing you that the declaration has been taken into account. You will then need to update your Vital Card.
Agricultural scheme
To simplify your medical procedures and reimbursements, you can attach your child on the vital cards of the 2 parents.
When the birth is declared to the health insurance fund, the child is usually registered on the vital card of the parent who carried out the procedure (parent A).
To register the child on the Vitale card of the other parent (parent B), you must fill out the following form and send it by mail to your MSA:
Application to attach children to one or both parents - Health and maternity insurance
You must attach a copy of the updated birth certificate or family record book.
You will then receive a notification from the MSA informing you that the declaration has been taken into account. You will then need to update your Vital Card.
If there have been overpayments and expenses for personal comfort (examples: private room, television) during your stay at the maternity hospital, you must send the supporting documents to your complementary health in order to be reimbursed for expenses.
During the visit, the midwife will present the tracking required (one or more visits).
This visit or these visits are covered 100% by the Health Insurance until the 12th day after the birth of the baby.
You have to make the declaration online :
Family Allowance Fund (Caf) online
Through your Caf account, it is possible to obtain a rendezvous in order to obtain personalized information and to know the offers adapted to your situation.
Medical examinations
Examinations are done either by the attending physician of the child, or by another doctor chosen by the parents practicing in the city or in the service of MIP: titleContent.
Age of the child | Mandatory examinations |
|---|---|
Within 8 days of birth | 1 exam At the end of this examination, the doctor completes the 1st health certificate. |
During the 2e week | 1 exam |
Between 1 month and 5 months | 5 exams |
At 8 months | 1 exam At the end of this examination, the doctor completes the 2nd health certificate. |
At 11 months | 1 exam |
At 12 months | 1 exam |
Between 16 and 18 months | 1 exam |
Between 23 and 24 months | 1 exam At the end of this examination, the doctor completes the 3rd Health Certificate. |
Between 2 and 5 years | 4 exams (1 time per year) |
The results of these examinations are mentioned in the child health record.
The content of these examinations shall cover the following points:
- Growth Curve
- Physical, mental and behavioral development
- Emotional life of the child
- Screening for sensory (sight, hearing) and psychological disorders (examples: anxiety), language disorders and neurodevelopment
- Vaccinations (verification of vaccination status, mandatory and recommended vaccinations and possible preventive treatments for childhood diseases)
- Health-promoting behaviors and environments (e.g. physical activity, sports, screen exposure)
- Respect for dental follow-up.
These examinations make it possible to ensure:
- The good health of the child
- And refer parents to additional care if needed.
FYI
A detailed description of the contents of the 20 examinations is included in the health record.
The results of the examinations shall be mentioned:
- In the child health record
- And, optionally, in My health area (shared medical file) of the child.
Mandatory vaccinations
The vaccination pathway consists of 8 appointments and 13 injections (with combined vaccines) to be protected against 11 diseases:
- at 2 months,
- at 3 months,
- at 4 months,
- at 5 months,
- at 6 months,
- at 11 months,
- to 12 months
- and one last injection between 16 and 18 months.
The site Vaccinations Info Service presents all the information to know.
Post-natal follow-up
If you request it, you can benefit from 2 postnatal follow-up sessions by a midwife between the 8th day after birth and the 14th week after delivery.
They are covered by the Health Insurance 100% until the 12th day after birth and 70% beyond.
Postnatal Interview
One postnatal interview early mandatory is performed by a doctor or midwife between the 4e and 8e weeks after delivery.
The objectives of this interview are to:
- Identify early signs of postpartum depression or risk factors for it
- Assess the possible needs of the woman or spouse in terms of support.
A second interview may be proposed, between the 10e and 14e weeks following childbirth, to women who are in any of the following situations:
- Women who gave birth for the 1re times
- Women who have been found to have signs of postpartum depression or risk factors for it.
Postnatal medical consultation
Postnatal medical consultation is to be carried out in the 6 to 8 weeks who follow childbirth. It can be performed by the attending physician, gynecologist or midwife. Perineal and abdominal rehabilitation sessions may be prescribed if necessary.
This consultation is 100% covered by the Health Insurance within the limit of the basic rates.
What happens in the case of preterm birth?
The total duration of your maternity leave remains the same: the prenatal leave is shortened and the postnatal leave is extended accordingly.
However, a period extra rest is provided for:
- if your child is born more than 6 weeks before the expected date
- and that his hospitalization is compulsory.
In such cases, maternity leave shall be extended for a period equal to the number of days between the actual date of delivery and the date of commencement of the prenatal leave initially planned.
Example :
If your child is born one week before the start of prenatal leave, maternity leave is extended by one week.
What happens in the event of a late birth?
Prenatal leave is extended until the actual date of delivery, without the postnatal leave being reduced.
What are the consequences of hospitalization of the child?
Provisions are provided in case of hospitalization of your child at birth:
- If the delivery occurs more than 6 weeks before the scheduled date and requires hospitalization of your child, you benefit from an additional period of maternity leave.
The duration of this additional period shall be equal to the number of days between the birth and the expected start date of the prenatal leave.
This period may not be postponed until the end of the child's hospitalization.
You automatically benefit from this extension upon presentation to your health insurance fund any document attesting to the duration of the hospitalization of the child. - If the child remains hospitalized more than 6 weeks after birth, you can ask to return to work and postpone the unused period of postnatal leave until the end of the child's hospitalization.
Your application must indicate the date of interruption of maternity leave and the duration of the leave subject to the carry-over.
It must be accompanied by the documents justifying the hospitalization of the child and sent to your health insurance fund.
You cannot be denied this leave postponement.
Find out about parental leave, which can help you stop working or reduce your working time to take care of the child
Parental leave can help you stop working or reduce your working time to take care of your child.
Leave may be taken full-time or part-time:
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Full-time parental education leave
The employee must inform his employer by registered letter with acknowledgement of receipt (LRAR) or by hand delivered letter against discharge (receipt). The letter must indicate the start date of the parental leave and its duration.
A sample letter is available:
Initial application for parental leave in the private sector
If parental leave starts immediately after the maternity or of adoption, the employee must inform the employer at least 1 month before the end of this 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. In the event of refusal by the employer, the employee may seize the labor court (CPH).
If the employee wishes to extend his leave or change it to part-time work, he shall at least inform the employer accordingly 1 month before the end of the initial leave.
The employer cannot oppose the employee's request. In the event of refusal by the employer, the employee may seize the labor court (CPH).
During the period of parental leave, the suspended.
Half of the length of parental leave is taken into account in calculating the employee's length of service.
The employee retains the benefit of all his acquired benefits.
It is not possible to work in another job during parental leave, except as a childminder.
During the leave, the employee is not paid by his employer for the period not worked (except treaty provisions or collective opposites).
A collective agreement may be consulted or obtained:
Finding your collective agreement
After the leave, the employee must return to his previous job or a similar job and at least equivalent remuneration.
He's entitled to a professional interview.
Parental leave for part-time education
The employee must inform his employer by registered letter with acknowledgement of receipt (LRAR) or by hand delivered letter against discharge (receipt). The letter must indicate the start date of the part-time period and its duration.
A sample letter is available:
Initial application for parental leave in the private sector
If the period of part-time employment begins immediately after the leave of absence of maternity or of adoption, 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 at least 2 months before the start of the part-time period of activity.
If the employee wishes to take this leave, the employer cannot refuse it. In the event of refusal by the employer, the employee may seize the labor court (CPH).
Please note
The duration of part-time employment must be at least 4 p.m. per week.
If the employee wishes to extend his part-time period of employment or take full-time leave, he shall at least inform the employer accordingly 1 month before the originally planned end date.
In case of extension, the duration of part-time remains the same (unless agreed by the employer or treaty provisions which authorize it).
A collective agreement may be consulted or obtained:
Finding your collective agreement
The employment contract shall be amended by endorsement. In particular, it provides for the duration of work and the duration of part-time employment.
It is not possible to work in any other job during periods not worked, with the exception of childminding.
The employee receives his salary in proportion to his working hours, but he is not paid for the period not worked. Some treaty provisions more favorable may, however, apply.
A collective agreement may be consulted or obtained:
Parental leave can be taken by one or the other parents.
Information to the employer regarding the date of return to work
You must contact your employer at least 1 month before the end of maternity leave to inform her of the choice of resumption of activity or not.
As a civil servant
In case of premature delivery
In the event of premature delivery (less than 6 weeks before the scheduled date), the total duration of maternity leave remains the same: prenatal leave is shortened and postnatal leave is extended accordingly.
In case of late delivery
In case of delivery after the due date, the prenatal leave is extended until the date of delivery without the postnatal leave being reduced.
If the delivery occurs more than 6 weeks before the scheduled date and requires hospitalization of the child, you benefit from an additional period of maternity leave.
The duration of this additional period shall be equal to the number of days between the birth of the child and the expected start date of the prenatal leave.
This period may not be postponed until the end of the child's hospitalization.
You automatically benefit from this extension upon presentation of any document attesting to the duration of the child's hospitalization.
If the child remains hospitalized more than 6 weeks after birth
If the child remains hospitalized more than 6 weeks after birth, you can request to return to work and postpone the unused period of postnatal leave until the end of the child's hospitalization.
Your application must indicate the date of interruption of maternity leave and the duration of the leave subject to the carry-over.
It must be accompanied by documents justifying the hospitalization of the child.
You cannot be denied this leave postponement.
Thinking about parental leave or part-time work
If, at the end of maternity leave, you wish to temporarily cease total of work for raise your child, you can ask for a parental leave.
Other possibility: you can ask to work part-time.
As a contractor
In case of premature delivery
In the event of premature delivery (less than 6 weeks before the scheduled date), the total duration of maternity leave remains the same: prenatal leave is shortened and postnatal leave is extended accordingly.
In case of late delivery
In case of delivery after the due date, the prenatal leave is extended until the date of delivery without the postnatal leave being reduced.
If the delivery occurs more than 6 weeks before the scheduled date and requires hospitalization of the child, you benefit from an additional period of maternity leave.
The duration of this additional period shall be equal to the number of days between the birth of the child and the expected start date of the prenatal leave.
This period may not be postponed until the end of the child's hospitalization.
You automatically benefit from this extension upon presentation of any document attesting to the duration of the child's hospitalization.
If the child remains hospitalized more than 6 weeks after birth
If the child remains hospitalized more than 6 weeks after birth, you can request to return to work and postpone the unused period of postnatal leave until the end of the child's hospitalization.
Your application must indicate the date of interruption of maternity leave and the duration of the leave subject to the carry-over.
It must be accompanied by documents justifying the hospitalization of the child.
You cannot be denied this leave postponement.
Thinking about parental leave or part-time work
Thinking about parental leave or part-time work
If, at the end of maternity leave, you wish to temporarily cease total of work for raise your child, you can ask for a parental leave.
Other possibility: you can ask to work part-time.
Birth leave (3 days)
To prove your entitlement to birth leave, you must provide your employer with a copy of the birth certificate of your child.
The employer must grant the employee 1 business day additional unpaid if the latter is obliged to travel more than 600 km round trip. To benefit from this additional day, the employee must make the request to his employer.
Paternity and childcare leave
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The employee is the biological father of the child
The employee shall send one of the following documents to the health insurance fund:
- Either a full copy of the child's birth or foster care certificate
- Either the copy of the updated family record book.
To be compensated, the employee must meet all of the following conditions:
- Take paternity and foster care leave for the child within 6 months of birth or foster care (unless postponed for cause of hospitalization of the child or death of the mother)
- Have a social security number for at least 6 months on the date the leave begins
- Have worked at least 150 hours in the 3 months preceding the start of the leave (or have contributed on a salary at least equivalent to €12,058.20 in the last 6 months before the start of the leave)
- Cease all salaried activity, even in the case of work for several employers (in the case of a request for leave with one employer and continuation of the activity with the other, the health insurance fund may claim reimbursement of the amount paid).
To be compensated, the employee must meet all of the following conditions:
- Take paternity and foster care leave within 6 months of birth (unless postponed for cause of hospitalization of the child or death of the mother)
- Have a social security number for at least 6 months on the date the leave begins
- Have worked at least 600 hours (or contributed on a salary at least equivalent to €24,116.40) during the last 12 months preceding the start of the leave
- Cease all salaried activity, even in the case of work for several employers (in the case of a request for leave with one employer and continuation of the activity with the other, the CPAM: titleContent may claim reimbursement of the amount paid).
Daily allowances are paid every 14 days.
The duration of paternity and foster care leave shall be treated as a period of actual working time for the determination of seniority entitlements.
At the end of his leave, the employee returns to his previous job (or a similar job with at least equivalent remuneration).
The employee lives in a relationship with the mother
The employee shall send one of the following documents to the health insurance fund:
- Either a full copy of the child's birth or foster care certificate
- Either the copy of the updated family record book.
The employee also sends proof of the relationship with the child's mother:
- Either the extract of the marriage certificate
- Either the copy of his Civil partnerships: titleContent
- Either the certificate of common life or cohabitation dated less than one year
- Either a certificate on the honor of marital life co-signed by the mother of the child.
To be compensated, the employee must meet all of the following conditions:
- Take paternity and foster care leave for the child within 6 months of birth or foster care (unless postponed for cause of hospitalization of the child or death of the mother)
- Have a social security number for at least 6 months on the date the leave begins
- Have worked at least 150 hours in the 3 months preceding the start of the leave (or have contributed on a salary at least equivalent to €12,058.20 in the last 6 months before the start of the leave)
- Cease all salaried activity, even in the case of work for several employers (in the case of a request for leave with one employer and continuation of the activity with the other, the health insurance fund may claim reimbursement of the amount paid).
To be compensated, the employee must meet all of the following conditions:
- Take paternity and foster care leave within 6 months of birth (unless postponed for cause of hospitalization of the child or death of the mother)
- Have a social security number for at least 6 months on the date the leave begins
- Have worked at least 600 hours (or contributed on a salary at least equivalent to €24,116.40) during the last 12 months preceding the start of the leave
- Cease all salaried activity, even in the case of work for several employers (in the case of a request for leave with one employer and continuation of the activity with the other, the CPAM: titleContent may claim reimbursement of the amount paid).
Daily allowances are paid every 14 days.
The duration of the paternity and foster leave of the child shall be treated as a period of actual working time for the determination of seniority entitlements.
At the end of his leave, the employee returns to his previous job (or a similar job with at least equivalent remuneration).
Resumption of work
At the end of your maternity leave, you return to your previous job or a similar job with at least equivalent pay.
You receive a salary increase equal to the individual increases received during your leave by employees in your professional category or the average of the individual increases in the company.
One maintenance is offered systematically by your employer upon your return to the company for your professional guidance.
Absence to breastfeed your child
An employee may take time off work to breastfeed her child 1 hour per day.
This time is divided into 2 periods:
- 30 minutes during the work of the morning
- 30 minutes during in the afternoon.
In the absence of an agreement with the employer during the period when the work is stopped, it is placed in the middle of each half-day of work.
Please note
This period of breastfeeding is reduced to 20 minutes if the employer provides employees with a room dedicated to breastfeeding (inside or near the premises assigned to work).
Breastfeeding periods are not remunerated.
However, treaty provisions may provide that such breaks are to be remunerated.
A simulator allows you to search for the collective agreement with the name of the company or its Siret number:
Leave for sick children
You can benefit from days off if your child is sick.
If the child's health condition requires sustained presence and compelling care
You can request a parental attendance leave.
In case of announcement of the disability or pathology of the child
You are entitled to a specific leave.
As a civil servant
Employment
At the end of your maternity leave, you are reassigned to your former job.
If this is not possible, you are assigned to an equivalent job, the closest to your last place of work.
You can apply to be assigned to a job closer to your home, if the transfer priorities for certain staff allow it.
Please note
If your employer administration has a child care organization, it may give you the option of breastfeeding your child. You can then benefit from a leave of absence of one hour per day to be taken in 2 times.
Service facilities may also be granted if the place where your child is located (nursery or home, etc.) is nearby.
Absence permits for sick children
You can have absence permissions for keep and heal your child when it is sick and cannot be accommodated in nursery or school.
You can also have absence permissions if you need to to provide temporary custody of your child when the usual reception is not possible (unplanned closure of the nursery or school for example).
Your child must have 16 years maximum or be disabled (regardless of age).
> For more information: sheet Absence permits for childcare or sick children in the public service
If the child's health condition requires sustained presence and compelling care
You can request a parental attendance leave.
Family Treatment Supplement (FTS)
The SFT is an additional remuneration paid to any public official (civil servant or contractor) who has at least 1 dependent child under 20 (within the meaning of family benefits).
The terms and conditions of the FTS vary depending on whether you and the other parent are all 2 public officials or only one of you is a public official.
> For more information: sheet SFT in the Public Service
As a contractor
Resumption
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State civil service
At the end of your leave, you are re-employed on your previous job.
If this is not possible, you have priority to be re-employed on a similar job with equivalent pay.
Please note
If your employer administration has a child care organization, it may give you the option of breastfeeding your child. You can then benefit from a leave of absence of one hour per day to be taken in 2 times.
Service facilities may also be granted if the place where your child is located (nursery or home, etc.) is nearby.
Territorial civil service
At the end of your leave, you are re-employed on your previous job.
If this is not possible, you have priority to be re-employed on a similar job with equivalent pay.
Please note
If your employer administration has a child care organization, it may give you the option of breastfeeding your child. You can then benefit from a leave of absence of one hour per day to be taken in 2 times.
Service facilities may also be granted if the place where your child is located (nursery or home, etc.) is nearby.
Hospital Public Service
At the end of your leave, you are re-employed on your previous job.
If this is not possible, you will be made redundant and given priority over a similar job with equivalent pay.
Please note
If your employer administration has a child care organization, it may give you the option of breastfeeding your child. You can then benefit from a leave of absence of one hour per day to be taken in 2 times.
Service facilities may also be granted if the place where your child is located (nursery or home, etc.) is nearby.
Absence permits for sick children
You can have absence permissions for keep and heal your child when it is sick and cannot be accommodated in nursery or school.
You can also have absence permissions if you need to to provide temporary custody of your child when the usual reception is not possible (unplanned closure of the nursery or school for example).
Your child must have 16 years maximum or be disabled (regardless of age).
> For more information: sheet Absence permits for childcare or sick children in the public service
If the child's health condition requires sustained presence and compelling care
You can request a parental attendance leave.
Family Treatment Supplement (FTS)
The SFT is an additional remuneration paid to any public official (civil servant or contractor) who has at least 1 dependent child under 20 (within the meaning of family benefits).
The terms and conditions of the FTS vary depending on whether you and the other parent are all 2 public officials or only one of you is a public official.
> For more information: sheet SFT in the Public Service
Leave for sick children
You can benefit from days off if your child is sick.
If the child's health condition requires sustained presence and compelling care
You can request a parental attendance leave.
In case of announcement of the disability or pathology of the child
You are entitled to a specific leave.
As a civil servant
Absence permits for sick children
You can have absence permissions for keep and heal your child when it is sick and cannot be accommodated in nursery or school.
You can also have absence permissions if you need to to provide temporary custody of your child when the usual reception is not possible (unplanned closure of the nursery or school for example).
Your child must have 16 years maximum or be disabled (regardless of age).
> For more information: sheet Absence permits for childcare or sick children in the public service
If the child's health condition requires sustained presence and compelling care
You can request a parental attendance leave.
Family Treatment Supplement (FTS)
The SFT is an additional remuneration paid to any public official (civil servant or contractor) who has at least 1 dependent child under 20 (within the meaning of family benefits).
The terms and conditions of the FTS vary depending on whether you and the other parent are all 2 public officials or only one of you is a public official.
> For more information: sheet SFT in the Public Service
As a contract agent
Absence permits for sick children
You can have absence permissions for keep and heal your child when it is sick and cannot be accommodated in nursery or school.
You can also have absence permissions if you need to to provide temporary custody of your child when the usual reception is not possible (unplanned closure of the nursery or school for example).
Your child must have 16 years maximum or be disabled (regardless of age).
> For more information: sheet Absence permits for childcare or sick children in the public service
If the child's health condition requires sustained presence and compelling care
You can request a parental attendance leave.
Family Treatment Supplement (FTS)
The SFT is an additional remuneration paid to any public official (civil servant or contractor) who has at least 1 dependent child under 20 (within the meaning of family benefits).
The terms and conditions of the FTS vary depending on whether you and the other parent are all 2 public officials or only one of you is a public official.
> For more information: sheet SFT in the Public Service
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You have only one child
- You are entitled to the basic allocation Early Childhood Care Benefit (EYCB) if you have a dependent child under the age of 3 and your income is below a certain ceiling. This allowance is used to finance expenses related to the maintenance and education of a child.
- You can perceive the shared child-rearing benefit (PreParE) if you meet the following 3 conditions:
- Your child under 3 years old
- You completely or partially interrupt your professional activity
- You have validated at least 8 quarters of old-age contributions (over a reference period that varies according to the number of children).
- You can perceive Family Support Allowance (FSA) in 2 cases:
- If the other parent has not been involved in the maintenance of the child for at least 1 month or if it pays you child support less than €199.19
- If the child has not recognized by the other parent.
You have 2 or more children
- You are entitled to the basic allocation Early Childhood Care Benefit (EYCB) if you have a dependent child under the age of 3 and your income is below a certain ceiling. This allowance is used to finance expenses related to the maintenance and education of a child.
- You may be entitled to family allowances. The amount depends on your resources and the age of the children.
- You can perceive the shared child-rearing benefit (PreParE) if you meet the following 3 conditions:
- You have at least one child under the age of 3
- You completely or partially interrupt your professional activity
- You have validated at least 8 quarters of old-age contributions (over a reference period that varies according to the number of children).
- If you have at least 3 children, you are entitled to a moving premium if your move takes place between 1er day of calendar month that follows the end of your 3e month of pregnancy and the last day of the month preceding 2e birthday of your last child and that you are entitled toAPL: titleContent or at ALF: titleContent for your new home.
- You can perceive Family Support Allowance (FSA) in 2 cases:
- If the other parent has not been involved in the maintenance of the child for at least 1 month or if it pays you child support less than €199.19
- If the child has not recognized by the other parent.
If you have a disability
If you perceive the disability compensation benefit (PCH), you can get help with parenting, called PCH “parenting”. It consists of 2 aids :
- thehuman aid to parenthood for pay the person which helps you care for your child,
- thetechnical assistance parenting to help the parent with a disability to buy the adapted material to help her care for her child.
📌 Learn more: FCH parenting sheet
If your child has a disability
If your child has a disability, you can perceive the child-rearing allowance for disabled children (AEEH). This aid is intended to offset your expenditure related to your child's disability. The AEEH may be supplemented by a single parent mark-up and by add-ins to compensate for additional costs and lost wages depending on your child's level of disability.
📌 Learn more: AEEH sheet
You must report the arrival of the child to your tax department in the 60 days which follow the event.
You must report it by logging into your site space impots.gouv.fr, under Manage my withdrawal at source.
Use your personal tax number.
Taxes: access your Public Finance space
Indicate the new composition of the hearth in modifying the number of dependants.
This information is used to determine your new levy rate.
A French minor may have a identity card or a passport regardless of age (even a baby).
A minor's identity card is free of charge. On the other hand, the passport of a minor between 0 and 14 years old costs €17 (€8.50 in Guyana).
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You depend on the general regime
Health Insurance
You can report your change of situation from your account (section “ My steps ’):
Alternatively, you can report your change of situation by phone.
Who shall I contact
To obtain information about your rights and procedures, ask a question about your file, report a change in situation, consult your refunds or obtain a certificate of rights.
By phone
3646
Open Monday to Friday.
Careful : hours may vary depending on your department.
As a general rule, opening hours are at least from 8:30 am to 5:30 pm.
Free service + price call, from a landline or mobile phone.
From Mayotte, call 02 69 61 91 91:
- Monday to Thursday from 7:30 am to 2:30 pm
- Friday from 7:30 am to 12 pm
From the foreigner: +33 1 84 90 36 46 (free service + price of a call).
To facilitate the answers and to identify you, think about getting your Vitale card before contacting the Health Insurance.
By video interpretation (you are deaf or hard of hearing)
If you are deaf or hard of hearing, you can contact a advisor by videointerpretation.
Caf
You can report your change online:
Family Allowances and Benefits - Statement of Situation (Caf)
Alternatively, you can report your change of situation by phone.
Who shall I contact
You depend on the farm system
You can report your change of situation from your MSA account:
From the age of 3 years, your child must be registered in kindergarten, except in the case ofeducation in the family. This obligation applies from the beginning of the school year to the calendar year where the child reaches the age of 3 years.
A 2-year-old child can also be admitted to kindergarten under certain conditions (acquired cleanliness, language level, etc.) and within the limits of available places. His schooling can then be done in a specific class or not, which includes suitable premises and equipment.
You can enroll your child in a public or private school or, under certain conditions, in a kindergarten.
Public School
You should, in principle, register your child in thesector school. It's usually the school closest to where you live. The sectorization of schools is decided by a deliberation of the municipal council. Contact your town hall to know your sector school.
If you want to enroll your child in a school other sector, you must request a derogation to your town hall. This derogation is not automatic.
If you want to enroll your child in a school located outside your municipality of residence, you must obtain theagreement of the mayor of the host municipality. Your request must generally be justified by a particular situation (absence of school in your city, separated parents with children attending school in different cities, etc.).
In any case, the registration is done everything first at the town hall and then to school.
Registration in town hall
The child must be registered at the latest in June before the start of the school year.
Registrations usually start in March, but some municipalities start registration as early as 1er quarter of the year preceding the beginning of the school year.
Ask the town hall early enough.
You will need to provide the following documents:
- Document proving your identity and that of your child (family record book, identity card, passport, copy of birth certificate extract or sworn certificate)
- Recent proof of address. You can provide a certificate of honor.
- Document attesting that your child had the mandatory vaccinations for his age or has a contraindication.
Other documents may also be requested for the school canteen or extracurricular activities.
Once the registration has been completed, the town hall will issue you a certificate of registration indicating the school where the child is assigned.
If you are having trouble registering your child, you can contact the department of national education services of your department.
Who shall I contact
Final enrollment in the school
To register definitely With your child, you must attend the school indicated on the registration certificate as soon as you obtain it.
The school's management carries out the registration, upon presentation of the 2 documents following:
- Certificate of registration issued by the town hall
- Document attesting that your child had the mandatory vaccinations for his age or has a contraindication.
Please note
If the child stays in the same school during their kindergarten, you will not have to renew their enrollment every year.
Private school
The child's enrollment in private kindergarten is done directly with the chosen establishment.
The dates and modalities of enrollment may vary from one private educational institution to another. Ask the school directly.
In particular, you will need 3 documents following:
- Your family record book, your identity card or copy of the child's birth certificate or any other document proving his identity and filiation
- Recent proof of address
- Document attesting that the child has had compulsory vaccinations for his age or justified by a contraindication
Other documents may also be requested for the school canteen or extracurricular activities.
FYI
The cost of private kindergarten education varies by school. Inquire directly with the school concerned.
Kindergarten
From 3 to 6 years old, your child can follow his schooling in kindergarten. For this, the 2 conditions The following must be completed:
- The kindergarten must have opened before July 29, 2019
- The kindergarten must be managed or financed by a public authority.
The approaches differ according to the type of kindergarten:
General case
Registration is done at the town hall with the early childhood service.
The registration file must be accompanied by supporting documents (examples: family record book, proof of residence, identity document, tax or non-tax notice).
The nature of the documents varies from one municipality to another. You must therefore inquire with the town hall to know the exact list.
If you enroll your child in this type of structure, you must declare it to the Academic Director of the National Education Services (Dasen).
Who shall I contact
FYI
The declaration must be renewed every year.
The cost of the reception is modulated according to your family quotient or your income.
Private kindergartens or kindergartens run by an association
If you enroll your child in this type of structure, you must declare it to the mayor and the academic director of the National Education Services (Dasen).
FYI
The declaration must be renewed every year.
Private kindergartens apply free rates.
Warning
Your child must be vaccinated (unless there is a recognized medical contraindication) to be admitted to school or any other children's community.
If you do not comply with the obligation to instruct, you risk a fine up to €1,500.
You are not affected by this penalty if your child receives a education in the family.
If you do not register your child in a school, without valid reason, you will receive a formal notice to do so on behalf of the Dasen: titleContent.
If you do not comply with the Dasen's formal notice to enroll the child in a school, you risk 6 months in prison and €7,500 of a fine.
If you educate your child in the family without permission, you risk a fine of €1,500.
In summary: the steps to be taken after birth and the points not to forget
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Public Health France
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