Public Holidays and Bridge Days in France 2026/2027: Employer Obligations and Employee Rights

Public holidays in France are defined by Article L. 3133-1 of the French Labor Code, but not all of them are automatically mandatory rest days. Some depend on company agreements or collective conventions.

For employers, it’s important to understand how public holidays affect work schedules, pay, bridge days (ponts), and employee rights. For employees, knowing what you’re entitled to helps ensure fair treatment.

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Public Holidays in France – 2026

January 1 (Thursday): New Year’s Day
April 6 (Monday): Easter Monday
May 1 (Friday): Labor Day
May 8 (Friday): Victory in Europe Day
May 14 (Thursday): Ascension Day
May 25 (Monday): Whit Monday
July 14 (Tuesday): Bastille Day
August 15 (Saturday): Assumption of Mary
November 1 (Sunday): All Saints’ Day
November 11 (Wednesday): Armistice Day
December 25 (Friday): Christmas Day

Public Holidays in France – 2027

January 1 (Friday): New Year’s Day
March 29 (Monday): Easter Monday
May 1 (Saturday): Labor Day
May 8 (Saturday): Victory in Europe Day
May 6 (Thursday): Ascension Day
May 17 (Monday): Whit Monday
July 14 (Wednesday): Bastille Day
August 15 (Sunday): Assumption of Mary
November 1 (Monday): All Saints’ Day
November 11 (Thursday): Armistice Day
December 25 (Saturday): Christmas Day

Employer Obligations and Employee Rights

Employer Obligations

Mandatory rest on May 1: All employees must rest on Labor Day, except those in essential sectors (hospitals, transport, etc.). Employees required to work on May 1 must be paid double their usual wage.
Defining non-working holidays: Collective agreements (company-wide or industry-wide) set which public holidays are non-working. If no agreement exists, the employer decides but must clearly inform employees.
Bridge days (Ponts): Employers may grant a day off when a holiday falls next to a weekend. These days are not mandatory, but if granted, they are paid. Employers may also require recovery of lost hours, within limits (e.g., recovery within 12 months, no more than +1 hour/day or +8 hours/week).

Pay Rules

Employees with at least three months’ seniority are entitled to their regular pay for non-working public holidays.
Working on public holidays (except May 1) does not automatically require extra pay, unless a collective agreement says otherwise.
Seasonal workers who have completed three months (even across contracts) also receive pay for non-working holidays.

Employee Rights

Paid rest on May 1: Guaranteed for all, regardless of seniority.
Non-working holiday pay: Available to employees with three months’ service.
Bridge days: Employees can request paid or unpaid leave for bridge days, even if the employer doesn’t automatically provide them.
Advance notice: Employers must inform staff of any schedule adjustments in connection with bridge days.
Youth restrictions: Employees under 18 are generally not allowed to work on public holidays, with limited exceptions in certain industries (hospitality, bakeries, etc.).

Regional and Sector-Specific Rules

Alsace-Moselle: Extra holidays include Good Friday and St. Stephen’s Day (December 26).
Overseas territories: Additional holidays may apply, especially those commemorating the abolition of slavery.
Collective agreements: Many sectors grant additional benefits for public holidays and bridge days. Employees should check agreements relevant to their industry.

Key Takeaways

Employers must:

Guarantee a day off on May 1 with double pay if worked.
Define holiday observance through agreements or clear company policy.
Communicate schedule changes (like bridge days or recovery hours) in advance.

Employees are entitled to:

Paid rest on May 1.
Usual pay for other non-working public holidays if they have sufficient seniority.
Fair consideration of leave requests for bridge days.
Access to collective agreements that impact their rights.

Practical Tips for Employers

Share a holiday calendar early: Include bridge day policies to avoid confusion.
Plan ahead: Allow staff to request bridge days in advance to ensure business continuity.
Stay compliant: Review agreements and ensure your practices match collective rules.

Disclaimer

This guide is for general informational purposes and does not replace legal advice. For advice tailored to your business, consult a qualified labor law professional.

👉 Useful resources:

By planning for public holidays and bridge days in advance, businesses can keep operations smooth while respecting employee rights and building a fair workplace.

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Kate Vodopian

Changelog

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