What is the process and eligibility criteria for taking bereavement leave in France, and how is pay calculated?

In France, bereavement leave is available without any specific eligibility requirements. This leave is fully paid by the employer and does not require any seniority condition. The duration of bereavement leave is based on the relationship with the deceased:

• For the death of a child, a supported employee is entitled to 12 days of leave, or longer if stipulated in a company agreement.
• For the death of a child under 25, a child of any age who was a parent, or a person under 25 who was an actual and permanent dependent, employees are entitled to 14 days of leave. Additionally, 8 extra days of bereavement leave are available and can be taken within 1 year in up to 2 separate periods.
• For the death of a spouse or partner, the supported employee is entitled to 3 open days of leave.
• For the death of a close relative, such as a father, mother, parents-in-law, or siblings, the supported employee is entitled to 3 open days of leave.
• In cases of disability or cancer in children, the supported employee is entitled to 2 open days of leave.

"Open days" in France refer to legally workable days, which include Monday through Saturday. Bereavement leave is taken within the period when the bereavement event occurs, although it does not have to be on the exact same day.

The payment for bereavement leave is calculated based on the supported employee's usual salary.

To apply for bereavement leave in France, the supported employee must:

• Send an email to support@hellopebl.com, including the death certificate.
• Inform the customer of the situation.

This ensures the appropriate processing and acknowledgment of the leave by all relevant parties.

What is the process and eligibility criteria for taking educational leave in France, and how is pay calculated?

In France, the Professional Transition Project (Projet de Transition Professionnelle, PTP) allows supported employees to take educational leave for training to facilitate a change in job or profession.

Eligibility for educational leave requires a supported employee to:

• Have been employed for at least 2 years, either consecutively or non-consecutively,
• Have at least 1 year of employment at the same company.

The process for applying for educational leave involves submitting a written request to the employer. This request should include:

• The date of the training and the concerned exam
• The title of the training
• The duration of the course
• The training organization
• The name and date of the examination

For sending the request, using a registered letter is recommended, but email is acceptable if working remotely.

During the educational leave under the PTP, the supported employee is remunerated with a percentage of their average reference salary. This is calculated from the salaries received over the 12 months prior to starting the training.

What is the process and eligibility criteria for taking sabbatical leave in France, and how is pay calculated?

In France, the duration of a sabbatical leave ranges from 6 to 11 months.

There is no salary payment during sabbatical leave. However, the employee can use their Paid Time Off (PTO) to partially receive payment during this period.

To be eligible for sabbatical leave, an employee must have been with the company for at least 36 months.

To apply for sabbatical leave, the following process must be followed:

• The employer is not obligated to grant sabbatical leave, and the employee must have at least 36 months of service with the company to be eligible.
• The employee must notify the employer of their intent to take sabbatical leave at least 3 months before the desired departure date.
• The request should be sent to the employer through a method that provides proof of the date the request was made, such as a registered letter or email.

What are the length, eligibility criteria, application rules, and pay calculation for marriage leave in France?

In France, the policies for marriage leave for supported employees are defined as follows:

• Length: Supported employees may take 4 days of leave for their own wedding or civil union.

• Eligibility Criteria: All supported employees are eligible for marriage leave.

• Application Rules: Supported employees must notify their employer in advance, following the standard application procedures. The employee is required to send either the wedding certificate or the civil union certificate.

• Pay Calculation: During the marriage leave, the supported employee’s pay remains unchanged.