Generally, the term “leave” designates the authorization to stop work that any employer grants to his employee. In the following lines, we propose to make you discover the different types of leave as well as their different modalities.

PAID LEAVE

Paid leave is the period of leave during which the employer, due to a legal obligation, pays an employee. All employees are entitled to it, regardless of the type of job or activity they exercise, their qualification, their category, the nature of their remuneration and their work schedule. However, although they are mandatory in many countries, the number of paid holidays varies from country to country. However, in France, all employees have full rights to 2 days of paid vacation per month. In short, the employee who regularly works for the same employer and in the same workplace will benefit from paid leave.

LEAVE WITHOUT PAY

When we talk about leave without pay, we are referring to that which is not regulated by the Labor Code. To benefit from it, the employee is not subject to any conditions or procedure. In other words, it is by common agreement that the employer and the employee define its duration and its organization. In short, an employee may possibly request unpaid leave for various reasons. It is therefore free to use it either for professional purposes (business creation, studies, training, etc.) or for personal purposes (rest, maternity, travel, etc.). For this type of leave, all the time that his absence will last, the employee will not be paid.

ANNUAL LEAVE

In accordance with the Labor Code, any employee who has completed one year of effective service is entitled to annual leave. Paid holidays amount to five weeks in the current state of affairs, without taking into account public holidays and working weekends granted by the employer. Of course, annual leave is granted only in accordance with the law and the company's schedules. In short, any employee, whatever his job, his qualification, his working hours can benefit from this leave.

EXAMINATION LEAVE

Examination leave, as its name indicates, is a special form of leave which, once granted, gives any employee the opportunity to be absent in order to prepare for taking one or more exams. To benefit from this leave, the employee having the idea of ​​obtaining a title / a diploma of the approved technological education must imperatively prove a seniority of 24 months (2 years) and have the quality of employee of the company for 12 months (1 year). However, it is good to know that an employee in a craft business with less than 10 people will have to prove a seniority of 36 months.

INDIVIDUAL TRAINING LEAVE

Individual training leave is one of the training which an employee can enjoy whether he is on a CDI or a CDD. Thanks to this leave, all employees are able to follow one or more training sessions, on an individual basis. In short, this or these training session (s) will allow him to reach a higher level of professional qualification or will provide him with various avenues of development in the exercise of his responsibilities within the company.

LEAVE ECONOMIC, SOCIAL AND UNION TRAINING

Economic, social and union training leave is a type of leave that is granted to any employee who would like to take part in economic or social training or union training sessions. This leave is generally granted without seniority condition and allows the employee to prepare to exercise in the field of union functions.

EDUCATION AND RESEARCH LEAVE

Teaching and research leave is a type of leave which gives all employees the possibility of teaching or carrying out (continuing) their various research activities in both private and public institutions. To benefit from it, the employee must, first of all, have the consent of his employer in addition to respecting certain conditions. Teaching and research leave lasts on average:

-8 hours per week

-40 hours per month

-1 year full time.

SICK LEAVE

It is common knowledge that the Labor Code and the Collective Agreement have established paid sick leave. This means that in the event of illness certified by a medical certificate, an employee, whatever his situation (holder, trainee, temporary), has the right to “ordinary” sick leave. The duration of this leave is decided by the doctor depending on the case to be treated.

To benefit from sick leave, the employee must send his employer a notice of stoppage of work or a medical certificate during the first 48 hours of absence.

In addition, if the employee finds himself suffering from certain serious pathologies, he is very often recommended a CLD (long-term leave). The latter is only agreed following the opinion of the medical committee and can last on average between 5 and 8 years.

MATERNITY LEAVE

All employed women who are pregnant are entitled to maternity leave. This leave includes in itself prenatal leave and postnatal leave. Prenatal leave lasts 6 weeks before the (presumed) date of delivery. As for postnatal leave, it lasts 10 weeks after delivery. However, the duration of this leave varies if the employee has already given birth to at least 2 children.

LEAVE FOR ENTERPRISE CREATION

Leave for setting up a business is the type of leave that gives any employee the possibility of taking a leave or spending part-time in order to better invest in his entrepreneurial project. In other words, this leave gives the employee the right to temporarily suspend their employment contract in order to be able to create an individual, agricultural, commercial or craft business. It is therefore perfect for any project leader having the idea of ​​getting started safely. The leave for business creation also allows the employee to manage a new innovative business for a predefined period of time.

The employee who wishes to benefit from this leave must have seniority of 24 months (2 years) or more in the company where he works. The leave for business creation has a fixed duration of 1 year renewable once. However, he is absolutely unpaid.

LEAVE FOR NATURAL DISASTER

The leave for natural disaster is a special leave which any employee can enjoy under certain conditions. Indeed, this leave is granted to any employee residing or regularly employed in a risk zone (zone likely to be affected by a natural disaster). It therefore allows the employee to have 20 days during which he will be able to take part in the activities of organizations which provide assistance to the victims of these disasters. It is not remunerated since it is taken on a voluntary basis.