3-day leave for the birth or arrival of a child for adoption in the private sector
Verified 01 June 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
Can you benefit from days off on the occasion of the birth of your child or the arrival of a child for adoption? We present you the information you need to know about this leave (duration, conditions of use, remuneration during the leave period, in particular).
Birth leave for your child
You benefit from birth leave as an employee (in DTA: titleContent or in FIXED-TERM: titleContent, full-time or part-time) for each birth in your household.
You benefit from birth leave without seniority condition in your company.
You have to work in France.
No nationality or birth condition in France of the child is imposed.
Please note
The mother of the child is not entitled to it, because this birth leave does not combine with the maternity leave.
The duration of the leave shall be 3 working days for each birth at home.
The duration may be longer 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 otherwise provided for in the Convention.
Please note
Following his birth leave and his paternity and childcare leave, the employee can benefit from the additional birth leave.
Yes, you must take obligatory birth leave.
You cannot therefore work during the period of the birth leave.
To prove your entitlement to birth leave, you must give your employer a copy of the birth certificate of your child.
No, your employer is obliged to grant you birth leave.
In case of refusal by your employer, you can Labor Court (CPH).
Reminder
For the duration of your birth leave, your employer cannot make you work.
During your birth leave, your employer cannot dismiss you.
Your employer cannot dismiss you during the 10 weeks following the birth of your child.
However, your employer may terminate your contract in the event of gross negligence or inability to maintain your contract for any reason other than your birth leave.
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 this period of leave.
Yes, you must take the paternity and childcare leave after your birth leave.
Please note
A period mandatory 4 days calendars paternity and foster care leave must be taken immediately after the birth leave.
Birth leave days are paid normally, as if they had been worked.
They are considered as actual working time for determining the length of paid annual leave and taking into account your seniority in the company.
Leave for the arrival of a child for adoption
You benefit from days off as an employee (in DTA: titleContent or in FIXED-TERM: titleContent, full-time or part-time) for the arrival in your home of a child placed for adoption.
You benefit from birth leave without seniority condition in your company.
You have to work in France.
No nationality or birth condition in France of the child is imposed.
The duration of the leave shall be 3 days workable for the arrival at the home of a child placed for adoption.
The duration may be longer if it is provided for by treaty provisions.
Please note
Following his adoption leave, the employee can benefit from the additional birth leave.
Yes, you must take obligatory leave for the arrival of a child for adoption.
Therefore, you cannot work during the leave period for the arrival of a child for adoption.
To take the leave, you must give your employer a attestation of the organization that entrusts you with the child.
The certificate must state the arrival date of the child in your home.
No, your employer is obliged to grant you leave for the arrival of a child for adoption.
In case of refusal by your employer, you can Labor Court (CPH).
Reminder
For the duration of your leave for the arrival of a child for adoption, your employer cannot make you work.
During your leave for the arrival of a child for adoption, your employer cannot dismiss you.
Your employer cannot dismiss you during the 10 weeks following the birth of your child.
However, your employer may terminate your contract in the event of gross negligence or inability to maintain your contract for any reason other than your leave for the arrival of a child for adoption.
Your leave for the arrival of a child for adoption begins in principle on the date the child arrives at your home.
However, it can begin, according to your choice :
- Either 7 days prior to arrival the child's intended place in your home. Example: the child arrives in your home on Monday, September 11, 2023, your leave can begin on Monday, September 4, 2023
- Let's say 1er day workable that follows the child's arrival in your home. Example: the child arrives in your home on Monday, September 11, 2023, your leave can begin the next day, Tuesday, September 12, 2023
Please note
Leave for the arrival of a child for adoption must be taken no later than 8 months after the child's arrival in your home.
Please note
If the arrival of the child for adoption occurs while you have taken paid leave or leave for family events, the employment ban begins at the end of this period of leave.
Yes, you can take a adoption leave after your leave for the arrival of a child for adoption.
Birth leave days are paid normally, as if they had been worked.
They are considered as actual working time for determining the length of paid annual leave and taking into account your seniority in the company.
Who can help me?
Find who can answer your questions in your region
Administrative information by telephone - Allô Service Public
For more information on this subject, you can contact Allô Service Public.
Please note: the service does not have access to users' personal files and therefore cannot provide information on their progress.
He does not respond questions concerning unemployment compensation and the approach to the France Labor (formerly Pôle emploi), public servants or contract workers of the fCivil Service, the amount or payment of contributions social, wage or employer.
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The informants who answer you belong to the ministry responsible for labor.
Beneficiaries, remuneration, formalities (public policy provisions)
Adoption leave
Adoption leave (public policy)
Length of leave (scope of collective bargaining)
Length of leave (supplementary arrangements)