Chapter II: Employee-initiated training

The minimum period of presence in the company for employees aged twenty-five and under to be entitled to training leave is set at three months.

The request for leave must be made no later than thirty days before the effective date. It shall state the date, name and duration of the course and the name of the organisation responsible for it.

Within ten days of receiving the request for leave, the employer will inform the employee either of its agreement or of the reasons for rejecting or postponing the request.

The period during which leave may be deferred, in application of 3° of article L. 6322-63, may not exceed three months.

When the needs of the company prevent all requests for leave from being satisfied at the same time, the requests are ranked according to the following order of priority: 1° Requests already deferred; 2° Requests submitted by employees whose training period has been interrupted for reasons recognised as valid, after consulting the social and economic committee; 3° Requests submitted by employees with the greatest seniority in the company.

Deferral of leave does not remove the right to leave for an employee who reaches : 1° Twenty-six years of age after submitting his application ; 2° Twenty-four months of professional activity after submitting their application.

In addition to the possibility of benefiting from the individual training leave provided for in article L. 6322-1, the employee retains the right to take the training leave provided for in this sub-section beyond the limits set out in article R. 6322-75.

The decision to refuse or postpone leave is taken after consulting the social and economic committee.

The hours of leave to which the employee is entitled may be carried over from one year to the next at the employee’s request. Total leave may be used in one or more instalments to attend training courses, whether continuous or discontinuous, full-time or part-time.