Part-time parental education leave for a private sector employee
Verified 01 June 2026 - Public Service / Directorate of Legal and Administrative Information (Prime Minister)
Additional cases ?
On the occasion of the birth or arrival at home of a child, the employee may stop working to take care of his child. In this case, he can benefit from part-time parental education leave, subject to seniority conditions. The length of leave varies according to the number of children born or adopted simultaneously. The rules are different for the employee of an individual employer. We present you the information to know.
Parental education leave can also be taken at full-time.
General case
The leave is open to any employee with at least 1 year of seniority in the company.
Please note
The duration of part-time employment must be at least 4 p.m. per week.
Please note
The duration of part-time employment must be at least 4 p.m. per week.
The initial duration of parental leave is 1 year maximum.
It may be renewed under the following conditions:
Birth
The length of leave and its end date vary according to the number of children born (birth of a child or multiple births).
Number of children born simultaneously | Initial maximum duration of leave | Renewal of leave | Leave end date (regardless of leave start date) |
|---|---|---|---|
1 | 1 year | Renewable 2 times | By the day of the 3rde child's birthday |
2 | 1 year | Renewable 2 times | No later than the date of entry into kindergarten |
3 or more | 1 year | Renewable 5 times | By the day of the 6the children's birthday |
Each renewal period may be longer or shorter than the previous one.
In the event of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum of one additional year.
A medical certificate must attest to the seriousness of the illness or accident. The certificate also attests that the child's condition requires the presence of a person with him for a specified period.
The seriousness of the disability is recognized when the family perceives the education allowance for disabled children (AEEH).
Adoption
Adopted child(ren) under 3 years old
Number of children adopted simultaneously | Initial maximum duration of leave | Renewal of leave | Leave end date (regardless of leave start date) |
|---|---|---|---|
1 | 1 year | Renewable 2 times | No later than 3 years after the child's arrival at home |
2 | 1 year | Renewable 2 times | No later than 3 years after the arrival of the children at home |
3 or more | 1 year | Renewable 5 times | By the day of the 6the children's birthday |
Each renewal period may be longer or shorter than the previous one.
In the event of the child's illness, serious accident or serious disability, parental leave may be extended by a maximum of one additional year.
A medical certificate must attest to the seriousness of the illness or accident. The certificate also attests that the child's condition requires the presence of a person with him for a specified period.
The seriousness of the disability is recognized when the family perceives the education allowance for disabled children (AEEH).
Be careful : the duration of payment of the Prepare varies by number of dependent children and the family situation. It does not necessarily coincide with the duration of parental leave (which may be longer).
Adopted child(ren) over 3 years and under 16 years
Number of children adopted simultaneously | Initial maximum duration of leave | Renewal of leave | Leave end date (regardless of leave start date) |
|---|---|---|---|
1 or more | 1 year | No | No later than 1 year after the arrival of the child or children at home |
In the event of the child's illness, serious accident or serious disability, parental leave may be extended by a maximum of one additional year.
A medical certificate must attest to the seriousness of the illness or accident. The certificate also attests that the child's condition requires the presence of a person with him for a specified period.
The seriousness of the disability is recognized when the family perceives the education allowance for disabled children (AEEH).
Initial application
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 template 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 period of part-time 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 Labor Court (CPH).
Request for extension or amendment
Where the employee wishes to extend his period of part-time employment or take full-time leave, he shall at least inform the employer accordingly 1 month before the originally planned term.
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
A sample letter to the employer is available:
Template Letter - Application for Extension and/or Conversion of Part-Time Parental Education Leave
Consequences on the employment contract
The employment contract is amended by endorsement. It provides in particular for the duration of work and the duration of the period of part-time activity.
Occupational activity during the leave
It is not possible to work in any other job during periods not worked, with the exception of childminding.
Remuneration
The employee receives his salary in proportion to his working time, but he is not paid for the period not worked. Of treaty provisions more favorable may, however, apply.
A collective agreement may be consulted or obtained:
Finding your collective agreement
On the other hand, he can perceive the basic allocation the young child care benefit (EYCB), subject to means-tested conditions.
In addition to this allowance, the employee may receive the shared child-rearing benefit (PreParE).
Warning
The end date of the payment of the allowances paid by the Caf or the MSA is not necessarily the same as that of the end of the part-time period of activity.
Competence assessment
During the leave, the employee may request to make a skills assessment unpaid.
Part-time work may be terminated early if the employee and the employer agree.
However, the prior consent of the employer is not required in any of the following cases:
- Death of child
- Significant decrease in the resources of the household.
He must then send a registered letter with acknowledgement of receipt (LRAR) to the employer at least 1 month before the date on which he wishes to:
- Either resume its initial full-time activity
- Or, with the agreement of his employer, change the duration of part-time work.
A template letter is available:
Template Letter - Application for Early Return Following Parental Part-Time Educational Leave
Yes, an employee can be dismissed during or at the end of parental leave (taken at full-time or to part-time).
However, dismissal must be justified on grounds unrelated to parental leave (economic motive or gross misconduct, for example).
Employees who are dismissed during parental leave retain their entitlement to social security benefits.
He receives his allowances for sickness, maternity, invalidity (and death for the person entitled) until the end of his compensation by France Travail (formerly Pôle emploi).
After the leave, the employee must return to his or her previous or similar employment and at least equivalent remuneration.
Where an employee reduces his working time on parental leave, the duration of part-time parental education leave shall be treated as a period of actual working time for the determination of seniority rights.
Employee of the individual employer
The leave is open to any employee dependent on collective agreement national individual employers and home-based employment.
The employee must have at least 1 year of seniority in the context of one or more jobs.
The initial duration of parental leave is 1 year maximum.
It may be renewed under the following conditions:
Birth
The length of leave and its end date vary according to the number of children born (birth of a child or multiple births).
Number of children born simultaneously | Initial maximum duration of leave | Renewal of leave | Leave end date (regardless of leave start date) |
|---|---|---|---|
1 | 1 year | Renewable 2 times | By the day of the 3rde child's birthday |
2 | 1 year | Renewable 2 times | No later than the date of entry into kindergarten |
3 or more | 1 year | Renewable 5 times | By the day of the 6the children's birthday |
Each renewal period may be longer or shorter than the previous one.
In the event of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum of one additional year.
A medical certificate must attest to the seriousness of the illness or accident. The certificate also attests that the child's condition requires the presence of a person with him for a specified period.
The seriousness of the disability is recognized when the family perceives the education allowance for disabled children (AEEH).
Adoption
Adopted child(ren) under 3 years old
Number of children adopted simultaneously | Initial maximum duration of leave | Renewal of leave | Leave end date (regardless of leave start date) |
|---|---|---|---|
1 | 1 year | Renewable 2 times | No later than 3 years after the child's arrival at home |
2 | 1 year | Renewable 2 times | No later than 3 years after the arrival of the children at home |
3 or more | 1 year | Renewable 5 times | By the day of the 6the children's birthday |
Each renewal period may be longer or shorter than the previous one.
In the event of illness, serious accident or serious disability of the child, parental leave may be extended by a maximum of one additional year.
A medical certificate must attest to the seriousness of the illness or accident. The certificate also attests that the child's condition requires the presence of a person with him for a specified period.
The seriousness of the disability is recognized when the family perceives the education allowance for disabled children (AEEH).
Be careful : the duration of payment of the Prepare varies by number of dependent children and the family situation. It does not necessarily coincide with the duration of parental leave (which may be longer).
Adopted child(ren) over 3 years and under 16 years
Number of children adopted simultaneously | Initial maximum duration of leave | Renewal of leave | Leave end date (regardless of leave start date) |
|---|---|---|---|
1 or more | 1 year | No | No later than 1 year after the arrival of the child or children at home |
In the event of the child's illness, serious accident or serious disability, parental leave may be extended by a maximum of one additional year.
A medical certificate must attest to the seriousness of the illness or accident. The certificate also attests that the child's condition requires the presence of a person with him for a specified period.
The seriousness of the disability is recognized when the family perceives the education allowance for disabled children (AEEH).
Initial application
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 parental leave and its duration.
A template 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 period of part-time 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 Labor Court (CPH).
Request for extension or amendment
When the employee intends to extend his leave or change it to part-time work, he shall at least notify the employer 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 Labor Court (CPH).
Consequences on the employment contract
During the period of parental leave, the contract is 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.
Occupational activity during the leave
It is not possible to work in another job during parental leave, except as a childminder.
Remuneration
During the leave, the employee is not paid by his employer for the period not worked (except treaty provisions collective or contrary).
On the other hand, he can perceive the basic allocation the young child care benefit (EYCB), subject to means-tested conditions.
In addition to this allowance, the employee may receive the shared child-rearing benefit (PreParE).
Competence assessment
During the leave, the employee may request to make a skills assessment unpaid.
Leave may be terminated early in the event of an agreement between the employee and the employer.
However, the prior consent of the employer is not required in any of the following cases:
- Death of child
- Significant decrease in the resources of the household.
The employee must then send a registered letter with acknowledgement of receipt (LRAR) to the employer at least 1 month before the date on which he wishes to resume his initial activity.
The employee returns to his previous job or to a similar job with at least equivalent remuneration.
Yes, an employee of the individual employer may be dismissed for or at the end of parental leave (taken at full-time or to part-time).
Special provisions shall apply for the dismissal of a particular employee employer.
After the leave, the employee must return to his previous job or to a similar job and at least equivalent remuneration.
He's entitled to a professional interview.
Where an employee reduces his working time on parental leave, the duration of part-time parental education leave shall be treated as a period of actual working time for the determination of seniority rights.
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Right to dismiss an employee (general principle)
National Collective Agreement for Individual Employers and Home Employment
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