{"slug":"france-conges-arret-maladie","name":"France Paid-Holiday Accrual During Sick Leave (post-2024 rules)","category":"everyday","tags":["employment","planning","family"],"region":"FR","tagline":"How many congés payés your sick-leave months actually earn under the April 2024 law — the opposite of what most of the internet still says.","endpoint":"https://xearno.tools/api/v1/tools/france-conges-arret-maladie","page":"https://xearno.tools/t/france-conges-arret-maladie","description":"Computes the paid-holiday days (congés payés) you acquire in a reference period (1 June – 31 May) that includes sick leave, under France’s April 2024 reform (loi 2024-364 “DDADUE”, Code du travail L3141-3/-5/-5-1). Until that law, ordinary sick leave earned NO paid holiday — decades of French web pages and the AI trained on them still say so — but the law now says the opposite: ordinary sick months accrue 2 jours ouvrables per month (capped at 24 sick-accrued days per period) and work-accident/occupational-illness (AT/MP) months accrue the full 2.5, with the old one-year limit removed. The decisive input is the absence type — it changes both the rate and the cap — and the 15-month carry-over clock that only starts when your employer informs you decides whether the days survive at all.","inputSchema":{"type":"object","properties":{"absenceType":{"description":"What kind of sick leave? THE gate — ordinary sick months accrue 2 jours ouvrables/month (sick-accrued portion capped at 24 per period); AT/MP months accrue the full 2.5, and the old one-year limit on AT/MP accrual is gone.","type":"string","enum":["nonOccupational","occupational"],"default":"nonOccupational"},"sickMonths":{"description":"Months on sick leave in the reference period (mo) Months of sick absence between 1 June and 31 May (the legal reference period). Count each month the arrêt covered.","type":"number","minimum":0,"maximum":12,"default":4},"workedMonths":{"description":"Months worked in the same period (mo) Months actually worked (or otherwise fully assimilated to work — maternity leave, training…) in the same 1 June – 31 May period. Sick + worked cannot exceed 12.","type":"number","minimum":0,"maximum":12,"default":8},"convention":{"description":"Your company counts holiday in… The Code counts in jours ouvrables (6-day weeks, 30/year max). Many companies convert to jours ouvrés (5-day weeks, 25/year) — the ×5/6 conversion must never leave you worse off.","type":"string","enum":["ouvrables","ouvres"],"default":"ouvrables"}},"required":[],"additionalProperties":false},"methodology":["Accrual (Code du travail L3141-3/-5/-5-1, as amended by loi 2024-364 of 22 April 2024, in force 24 April 2024): months worked — or fully assimilated to work — earn 2.5 jours ouvrables each. Ordinary (non-occupational) sick months earn 2 jours ouvrables each, and the sick-accrued portion is capped at 24 jours ouvrables per reference period (1 June – 31 May). Work-accident / occupational-illness (AT/MP) months earn the full 2.5, and the pre-2024 one-year limit on AT/MP accrual is repealed. Total acquisition is capped at 30 jours ouvrables per period (L3141-3).","Formula: sickAccrual = min(sickMonths × rate, 24 if ordinary, uncapped if AT/MP); total = min(workedMonths × 2.5 + sickAccrual, 30), all in jours ouvrables. A fractional final result rounds UP to the next whole day.","Jours ouvrés conversion: the statutory figures are in jours ouvrables (Monday–Saturday). Companies counting in jours ouvrés (Monday–Friday) convert at ×5/6 (30 → 25, 24 → 20 equivalents); this tool converts the final ouvrables total first and then rounds up once, the employee-favourable reading. A company convention may never leave you worse off than the statutory ouvrables count.","Carry-over (L3141-19-1/-2/-3): leave that could not be taken because of illness gets a 15-month report window, which starts when the employer informs the employee of their balance and the deadline — an obligation due within one month of the return to work. Without that information the window never starts running. For absences of a year or more spanning a full acquisition period, the 15 months can run from the end of that period, so leave can expire while the employee is still absent.","Retroactivity: the law reached back to sick periods since 1 December 2009, but employees still in post had a 2-year forfeit window from the law’s entry into force — it closed 24 April 2026. Former employees rely on the ordinary 3-year wage prescription from contract end (still live for recent departures, roughly through 2027). For multi-year retro computations the Cour de cassation held (21 January 2026) that the 24-day cap applies per reference period, not as one global ceiling.","Sickness during booked holidays: the Cour de cassation (10 September 2025) aligned French practice with EU law — days of booked leave covered by a notified arrêt maladie are no longer lost and can be re-taken later.","These are statutory floors. Conventions collectives, company agreements, and established practice can only improve on them. This tool computes acquisition, not the indemnité de congés payés (which follows the more favourable of salary maintenance or the 1/10th rule)."],"usage":"POST https://xearno.tools/api/v1/tools/france-conges-arret-maladie with a JSON body matching inputSchema."}