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.
In the year following the termination of their contract, employees may apply for re-employment. The employee is then given priority for re-employment for a period of one year in the jobs to which his or her qualifications entitle him or her. In the event of re-employment, the employer will grant the employee all the benefits he or she had acquired at the time of leaving.
An employee who is rehired by the company in application of article L. 1225-67 is entitled to vocational training, particularly in the event of a change in techniques or working methods.
Any agreement contrary to Articles L. 1225-1 to L. 1225-28 and L. 1225-35 to L. 1225-69, relating to maternity, paternity, adoption and the education of children, is null and void.
Failure by the employer to comply with the provisions of articles L. 1225-1 to L. 1225-28 and L. 1225-35 to L. 1225-69 may give rise, in favour of the employee, to the award of compensation determined in accordance with the provisions of article L. 1235-3-1.
A decree of the Conseil d’Etat shall determine the terms and conditions for the application of articles L. 1225-1 to L. 1225-28 and L. 1225-35 to L. 1225-69 as well as the system of penalties applicable to employers who fail to comply with their provisions.
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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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