The leave starts or is renewed at the employee’s initiative. It may not exceed one year for the entire career, including renewals. In the event of a sudden deterioration in the state of health of the person being cared for, a crisis situation requiring urgent action on the part of the family carer or the sudden cessation of accommodation in an establishment from which the person being cared for was…
The employee may, with the agreement of his employer, convert this leave into a period of part-time work or split it up. In this case, the employee must notify his employer at least forty-eight hours before the date on which he intends to take each period of leave. This conversion or splitting is granted without delay in the cases mentioned in the third paragraph of article L. 3142-19.
The duration of this leave cannot be deducted from the annual paid leave. It is taken into account when determining seniority benefits. The employee retains the benefit of all the advantages acquired before the start of the leave.
At the end of the leave or the period of part-time work mentioned in article L. 3142-20, the employee returns to his job or a similar job with at least equivalent remuneration.
Before and after his leave, the employee is entitled to the professional interview mentioned in I of article L. 6315-1.
A decree shall determine the conditions for the application of this paragraph, in particular the criteria for assessing the disability or loss of autonomy of the person assisted.
In the event of a dispute, the employer’s refusal may be challenged directly by the employee before the industrial tribunal (Conseil de prud’hommes), ruling under the accelerated procedure on the merits, under conditions laid down by decree in the Conseil d’Etat.
An employee may, at his request and in agreement with his employer, give up anonymously and without consideration all or part of his untaken 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 helping a person suffering from a loss of autonomy or with a disability where that person is, for that other employee,…
In order to implement an employee’s right to the leave referred to in Article L. 3142-16, a branch agreement or convention or, failing that, a company agreement or convention shall determine: 1° The maximum duration of the leave ; 2° The number of possible renewals ; 3° The time limits for informing the employer by the employee of the taking of the leave and its renewal, as well as the…
In the absence of an agreement referred to in Article L. 3142-26, the following provisions apply: 1° The maximum duration of the leave is three months, renewable within the limit mentioned in article L. 3142-19; 2° The time limits for informing the employer by the employee of the taking of the leave and its renewal, the length of the notice period in the event of the employee returning before the…
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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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