#2026-426France sets payment rules for additional birth leave
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This decree updates France’s social security rules to cover the new additional birth leave benefit. It adds the benefit to existing maternity, paternity, adoption, and child-related payment systems, so eligible parents can receive daily allowances during this new leave period. The most practical change concerns self-employed workers and similar insured groups. The benefit can be taken in one or two monthly periods, within nine months of the child’s birth, with payment amounts linked to the annual social security ceiling and adjusted by month. Employers, payroll teams, and social security advisers should update leave and benefit processes to reflect the new category.
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Key Changes
- Adds additional birth leave to several social security benefit rules.
- Sets payment rules for eligible self-employed workers, including one- or two-month leave periods.
- Links benefit amounts to the annual social security ceiling, with different rates for the first and possible second month.
Obligations
What this law requires
Social security benefit administrators must include the additional birth leave daily allowance under Article L.331-8-1 in the same payment and benefit administration framework as existing maternity, paternity, adoption and child-related daily allowances.
Social security benefit administrators must allow the daily allowance for additional birth leave under Article L.623-2 to be paid for one or two monthly periods, with the leave/payment period divisible into two periods of one month each.
Social security benefit administrators must calculate the additional birth leave daily allowance for eligible self-employed insured persons as 1/730 of the annual social security ceiling in force on the date scheduled for the first payment, applying a coefficient of 0.7 for the first month and, where applicable, 0.6 for the second month.
Social security benefit administrators must allocate the additional birth leave daily allowance from date to date for each monthly period granted, for a total duration of either one month or two months.
Payroll and benefits teams must update leave and benefit processing rules to recognize additional birth leave as a separate covered leave category alongside maternity, paternity, adoption, child reception and child-death benefits.