Understanding Bank Holidays in France

Bank holidays play an essential role in the organisation of work in France. They offer employees valuable time off and provide an opportunity to celebrate historical, religious or civic events. For employers, however, they represent a strategic issue in terms of human resources management, productivity, and compliance with employment law.

Understanding how bank holidays work is vital to avoiding mistakes that could result in sanctions, while maintaining a balance between economic imperatives and employee well-being.

What are employers’ rights and obligations regarding bank holidays? How much flexibility do they have in managing them?

This article offers clear answers to help businesses plan and manage these specific periods efficiently.

I – List of Bank Holidays in France

France counts 11 legal bank holidays, which are as follows:

• January 1^st ➡️ New Year’s Day
• Easter Monday ➡️ Variable date
• May 1^st ➡️ Labour Day
• May 8^th ➡️ Victory in Europe Day
• Ascension Day ➡️ Variable date (Thursday, 40 days after Easter)
• Whit Monday (Pentecost Monday) ➡️ Variable date
• July 14^th ➡️ Bastille Day (National Day)
• August 15^th ➡️ Assumption of Mary
• November 1^st ➡️ All Saints’ Day
• November 11^th ➡️ Armistice Day (1918)
• December 25^th ➡️ Christmas Day

Some regions benefit from additional bank holidays:

• Alsace-Moselle:
  • Good Friday (only in municipalities with a Protestant church or mixed congregation)
  • December 26^th ➡️ St Étienne’s Day
• Overseas territories (Guadeloupe, Martinique, French Guiana, Réunion, Mayotte, Saint Martin, Saint Barthélemy):
  • Commemoration Day of the Abolition of Slavery (date varies by territory)

II – Legal Status of Bank Holidays

Only May 1^st is a compulsory paid day off for all employees, except in sectors where work cannot be interrupted (e.g., hospitals, transport, emergency services).

The 10 others bank holidays are not automatically days off. Their status depends on:

• The applicable collective agreement within the company
• The employer’s decision, who may choose to grant a day off or require work

If a bank holiday is granted as a day off, it must be paid for employees with at least three months’ seniority:

• If it falls on a normal working day, the employee is entitled to their salary
• If it falls on a non-working day, there is no entitlement to extra pay or time off
• If an employee works on a bank holiday, a pay supplement may be provided under the collective agreement
• If May 1^st is worked, it must be paid at least double rate

III – May 1^st: A Strict Obligation

Labour Day (May 1^st) has a unique legal status in France. Unlike other bank holidays, it is a mandatory paid day off for all employees, according to Articles L.3133-4 and following of the French Labour Code.

No employee may be required to work on May 1^st, except in sectors where work cannot be suspended (e.g., hospitals, transport, essential services). There is no predefined list of such sectors; decisions are made case-by-case depending on necessity.

The opening of a shop or establishment is not, in itself, sufficient justification for asking employees to work.

If a business opens, employees may not be involved in operations. Activity must be carried out by:

• The business owner or legal representative
• Non-salaried partners
• Spouses, civil partners or family members, within legal limits

IV – The Solidarity Day

The Solidarity Day was introduced in 2004 to help fund services supporting the autonomy of elderly and disabled people. It consists of one unpaid day of work for employees, to offset the employer autonomy solidarity contribution (CSA), which represents 0.3% of gross payroll, paid monthly to URSSAF.

All private sector employees are required to complete this day.

Originally set on Whit Monday, since 2008 companies may choose a different date. Some continue to use Whit Monday, others spread the hours over the year, or select another bank holiday.

This additional work time must:

• Correspond to a maximum of 7 hours for a full-time employee
• Be prorated for part-time employees based on their contract

If the employer selects a bank holiday for the Solidarity Day, employees may request to take paid leave or use a reduction of working time (RTT) day. However, the employer may refuse this request if work organisation does not allow it.

V – Economic, Social and Cultural Impact of Bank Holidays

Bank holidays have a direct impact on the economy and company productivity. Some sectors (e.g., industry, construction) may face output losses, while others (e.g., tourism, retail) may benefit from increased activity.

Beyond economics, bank holidays are deeply embedded in French culture. They commemorate important historical events (e.g., 14 July, 8 May) and religious observances (e.g., Easter, Christmas).

These days are also valuable for rest and family time, helping to strengthen social bonds and improve overall well-being.

For employers, it’s crucial to anticipate the impact of bank holidays on operations and to communicate clearly with staff about which days are worked or off. Good planning helps maintain productivity while respecting employees’ expectations.

Conclusion

Bank holidays are an integral part of work organisation in France, with significant effects on team management and business operations.

While May 1^st is the only legally mandated paid day off, the treatment of other holidays depends on collective agreements and employer discretion.

To avoid confusion and disputes, employers must inform employees clearly about:

• Bank holiday arrangements
• Pay entitlements
• How the Solidarity Day is handled

Transparent communication ensures smooth operations and stronger trust within the company.

If you have any further questions or need additional guidance, feel free to contact us — we’re here to help!