kritika 
France has implemented one of the mother of all parent leave reforms with the launch of the Supplementary Birth Leave (Congé Supplémentaire de Naissance – CSN). The new system, to be implemented through decrees that will be issued in May 2026 and under the Social Security Financing Act of 2026, will provide eligible parents with an extra two months of parental leave, which will be covered by the government.
The reform aims for greater work-life balance, healthy families and fathers/mothers being able to stay in employment. The shifts, however, bring certain new obligations for employers in terms of payroll, compliance, and workforce planning.
Who Can Benefit from the New Leave?
The new Supplemental Birth Leave is for children born or adopted after 1st January 2026. One or two months of leave will be awarded to parents, with each having an individual no-share leave.
Readily, the leave should start following statutory maternity, paternity or adoption leave and could be taken within 9 months of the birth or adoption. Subject to exception, the employee must give 1 month’s written notice, but it may be shortened to 15 days where the leave is taken as a result of paternity or adoption leave.
How Will Parents Be Paid?
The leave is financed to French Social Security, and is offered through Daily Social Security Allowances (IJSS) provided by CPAM.
For the first 20 group members per month, the paid parents receive 70% of their net income up to the monthly social security ceiling. The second month pays 60 percent of what the worker earns, again with the cap, or if they worked for a previous employer, at 60 percent of his old income.
Why Collective Bargaining Agreements Matter?
Of all the critical areas of the reform, the relationship with Collective Bargaining Agreements (CBAs) is one of them.
The majority of industries in France, such as banking and insurance companies, metallurgy and the sector “Syntec” offer salary clauses that stipulate that employees receive compensation from their employer in addition to the government. If the employee meets at least the minimum service requirements of their CBA, they can earn 100% of their base pay.
As a result, it is important that employers thoroughly examine their collective agreements prior to handling a leave request.
Stay Ahead of New Worker Rights
Which US States Boost Leave Benefits?
Check out the latest paid family leave changes.
Need UK Paternity Leave Form?
Find the required form for your legal claim.
How Is Australia Protecting Workers?
See the new labour reforms and workplace changes.
Why Were Singapore Wages Delayed?
Uncover the warning for overseas job seekers.
What Changes In France Leave?
Explore the new two-month paid birth leave rules.
New Responsibilities for Employers
With the launch of CSN came a number of compliance requirements for HR. Leave policies should be reassessed, payroll systems set up with specific distinctive leave codes and reporting should be handled via the Déclaration Sociale Nominative (DSN) system.
The employers should refer their plans for workforce and operational impact to their Social and Economic Committee (CSE). If a member of staff is on leave they will be eligible to return to work with a statutory career development interview which will cover training and career progression for the future.
FAQs
What is France’s Supplementary Birth Leave (CSN)?
The layout of the Supplementary Birth Leave is a new type of parental leave, in which a parent could serve up to two more additional months once he or she has served statutory maternity or paternity leave or adoption leave.
What is the leave that can be taken from that applies to?
The scheme only covers children born or adopted from January 1, 2026, and will lead to no later than 9 months after the birth or adoption.
How is the salary taken care of during Leave?
The French social security system will provide up to 60% of the net salary for the first month and 60% for the second month.
