An employee on parental leave or working part-time to raise a child is entitled to the skills assessment mentioned in article L. 6313-1, subject to the conditions of seniority mentioned in article L. 1225-47.
Employees returning to their original job are entitled to vocational training, particularly in the event of a change in techniques or working methods. The employee may also benefit from this right before the expiry of the period during which he/she intended to benefit from parental education leave or a period of part-time work. In this case, the parental leave or part-time work to raise a child is terminated.
Employees are entitled to unpaid leave in the event of the illness or accident, as certified by a doctor, of a child under the age of sixteen for whom they are responsible within the meaning of Article L. 513-1 of the Social Security Code. The duration of this leave is a maximum of three days per year. It is increased to five days if the child is less than one…
An employee whose dependent child within the meaning of article L. 513-1 of the Social Security Code and who fulfils one of the conditions set out in article L. 512-3 of the same code is suffering from a particularly serious illness, disability or accident that makes a sustained presence and restrictive care indispensable is entitled, for a period determined by decree, to parental presence leave. The number of days of…
The employee shall inform the employer of his wish to take parental presence leave at least fifteen days before the start of the leave. Each time the employee wishes to take half a day, a day or several days of leave, he/she shall inform the employer at least forty-eight hours in advance. In the event of a sudden deterioration in the child’s state of health or in the event of…
At the end of the parental presence leave, the employee returns to his previous job or a similar job with at least equivalent remuneration. In the event of the death of the child or a significant reduction in the household’s resources, the employee who has completed the formality provided for in article L. 1225-52 is returned to his previous job or a similar job with at least equivalent remuneration.
The duration of the parental presence leave is taken into account in its entirety for the purposes of determining the employee’s rights based on seniority within the company. The employee retains the benefit of all the advantages he/she had acquired before the start of the leave.
An employee may, at his or her request and in agreement with the employer, give up anonymously and without consideration all or part of his or her unused rest days, whether or not they have been allocated to a time savings account, for the benefit of another employee of the company who is caring for a child under the age of twenty who is ill, disabled or the victim of…
The particular seriousness of the illness, disability or accident referred to in the first paragraph of article L. 1225-65-1, as well as the indispensable nature of a sustained presence and constraining care, are attested by a detailed medical certificate, drawn up by the doctor treating the child for the illness, disability or accident.
In order to bring up their child, employees may terminate their employment contract at the end of their maternity or adoption leave or, as the case may be, two months after the birth or arrival in the home of their child, provided they give their employer at least fifteen days’ notice, without being required to respect the notice period or pay compensation for termination.
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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