Public Holidays and Bridge Days in France 2025: Employer Obligations and Employee Rights
Public holidays in France are defined by Article L. 3133-1 of the Labor Code, but not all are mandatory non-working days. Below is the complete list of public holidays in 2025, along with details about employer obligations, employee rights, and the organization of bridge days.
Public Holidays in France – 2025
January 1 Wednesday - New Year’s Day
April 21 Monday - Easter Monday
May 1 Thursday - Labor Day
May 8Thursday - Victory in Europe Day
May 29Thursday - Ascension Day
June 9 Monday - Whit Monday
July 14 Monday - Bastille Day
August 15 Friday - Assumption of Mary
November 1Saturday - All Saints’ Day
November 11 Tuesday - Armistice Day
December 25 Thursday - Christmas Day
Employer Obligations and Employee Rights
Employer Obligations
- Mandatory Rest on May 1
- Employers must provide a mandatory rest day for all employees on May 1, except in essential sectors (e.g., hospitals, transport).
- Employees required to work on May 1 must receive double their regular salary.
- Determining Non-Working Public Holidays
- A company or establishment agreement, or failing that, an industry-wide convention or agreement, defines which public holidays will be non-working days.
- If no such agreements exist, the employer determines the non-working holidays and must communicate this clearly to employees.
- Bridge Days (Ponts)
- Bridge days between a public holiday and a weekend are not mandatory but may be granted at the employer’s discretion.
- If granted, bridge days must be paid, and temporary schedule adjustments require consultation with the Social and Economic Committee (CSE), where applicable.
- Employers may also organize recovery of hours lost due to bridge days, provided recovery complies with legal limits (e.g., recovery within 12 months, no more than one additional hour per day or eight hours per week).
- Pay During Public Holidays
- For non-working public holidays, employees with at least three months of seniority are entitled to their regular salary.
- If employees work on public holidays (except May 1), additional pay is not required unless stated in a collective agreement.
Employee Rights
- Entitlement to Paid Rest on May 1
- All employees are entitled to a paid day off on May 1, irrespective of their length of service. This is a public policy provision that cannot be waived.
- Payment for Non-Working Public Holidays
- Employees with at least three months of seniority are entitled to their usual pay for public holidays when they are designated as non-working days.
- Seasonal workers with cumulative contracts totaling three months of service are also eligible for paid public holidays.
- Right to Request Leave for Bridge Days
- Employees may submit requests for paid or unpaid leave to cover bridge days, even if the employer does not automatically grant such days. Employers must evaluate these requests fairly and communicate decisions clearly.
- Protection Against Unilateral Schedule Changes
- Any temporary modifications to the work schedule for bridge days, such as granting leave or requiring recovery hours, must be communicated in advance. Employees have the right to be informed of these changes and their implications.
- Youth Employment Restrictions
- Employees under 18, including apprentices, are generally prohibited from working on public holidays. Exceptions may be made in specific industries (e.g., hospitality, bakeries) under extended collective agreements or conventions, provided that the employees benefit from appropriate weekly rest.
Regional and Sector-Specific Considerations
- Additional Public Holidays in Certain Regions
- Employees in Alsace and Moselle benefit from additional public holidays, including Good Friday and St. Stephen’s Day (December 26).
- In overseas departments, special holidays commemorate the abolition of slavery, as outlined in Article L. 3422-2 of the Labor Code.
- Collective Bargaining Agreements
- Many sectors have collective agreements that define additional benefits or obligations for public holidays and bridge days. Employees have the right to access these agreements and understand how they affect their entitlements.
Key Takeaways for Employers and Employees
- Employers must:
- Provide mandatory rest on May 1 and ensure compliance with payment rules.
- Define public holiday observance through agreements or clear internal policies.
- Communicate any temporary schedule changes, such as granting bridge days or requiring recovery hours.
- Employees are entitled to:
- Paid rest on May 1 and other non-working public holidays if they meet seniority requirements.
- Submit leave requests for bridge days, with fair consideration from their employer.
- Access information about collective agreements and company policies.
Practical Tips for Employers
- Communicate Clearly: Provide employees with a holiday calendar, including bridge day policies, at the start of the year.
- Plan for Bridge Days: Allow employees to request leave for bridge days to promote fairness and operational continuity.
- Review Agreements: Ensure your policies align with applicable collective agreements or conventions.
Disclaimer
This information is provided for general informational purposes only and does not constitute legal advice. For guidance specific to your situation, consult a qualified attorney or labor law specialist.
For more detailed information, refer to these reliable resources:
By understanding and planning for public holidays and bridge days, businesses can maintain smooth operations while respecting employee rights and boosting workplace satisfaction.
