It’s a small, discreet revolution in the summer calendar. Wednesday July 1, 2026, the additional birth leave comes into force. It does not replace anything that already exists, that is to say maternity, paternity, adoption leave, but is added to it. It offers each parent the opportunity to extend their presence with their child in the first months of life. A way of recognizing that the birth of a child is a moment that deserves time, for mothers and fathers alike.
A new right, open to all parents
This leave is aimed at all working parents: private sector employees, public employees and self-employed workers. Everyone can choose to take one or two months of leave, all at once or in two separate one-month periods. Both parents can take them simultaneously or alternately.
There is, however, a condition to respect: the leave must begin within nine months following the birth or arrival of the child, and only after the expiration of the legal leave to which the parent is already entitled. Parents of children born or adopted on or after January 1, 2026 are eligible.
Capped compensation
Leave is covered by Social Security in the form of daily allowances, at a decreasing rate: 70% of salary the first month, 60% the second. The salary taken into account is in fact limited to the monthly Social Security ceiling, which is currently €4,005 per month.
Concretely, an employee earning €3,000 net per month will fully benefit from the mechanism provided for by the reform. On the other hand, an employee paid €5,000 or €7,000 per month will not see all of their income included in the calculation of their compensation. Certain collective agreements or company agreements may provide for total or partial maintenance of remuneration, but no text currently imposes such a supplement on companies. However, discussions could intensify at the start of the school year in companies wishing to strengthen their parental policy.
A non-transferable right
This is one of the most significant points of the system: this leave is strictly personal. It cannot be transferred from one parent to the other. The legislator wanted to prevent this additional time from falling, as often happens, mainly to mothers.
The National Association of HR Directors (ANDRH) is already observing a growing interest among fathers in this new right. “We see dads in particular getting involved in this leave, which is rather positive,” underlines Soléna Busson-Mars in the Capital newspaper. It remains to be seen whether, in fact, financial constraints will not reverse this dynamic.
Steps to take
To benefit from this, the parent must inform their employer at least one month before the start of the desired leave, a period reduced to fifteen days if the leave immediately follows paternity or adoption leave.
The request must specify the duration chosen and the method of splitting envisaged. It can be sent by registered letter or delivered by hand. This leave cannot be combined with daily sickness or work accident benefits or unemployment benefits.
