In France, November brings two public holidays – All Saints’ Day (1 November) and Armistice Day (11 November) – which means that companies need to be prepared to manage employee time off and legal requirements.
Under French labour law, public holidays can be either non-working or working days, and are paid under conditions that vary depending on the day. The 1st of May is the only day on which all employees are obliged to take a day off, with work being scheduled on this day only in certain establishments and services (hospitals, public transport, etc.) where work cannot be interrupted due to the nature of their activity. However, the conditions for other holidays may vary according to company agreement or sector. For example, if a public holiday falls on a Saturday, there’s generally no obligation to pay, unless it’s specified in a company’s collective agreement.
How Can Companies Manage Bank Holidays?
To streamline operations and ensure compliance, companies can consider:
- Flexible Scheduling: Allowing employees to swap public holidays for alternate days if business operations are impacted.
- Additional Compensation: Some companies offer bonuses or compensatory time off for employees working on public holidays.
- Clear Communication: Proactively inform employees about holiday policies and ensure they understand any special arrangements.
A European Perspective
French employees benefit from 11 public holidays, which aligns with the EU average. For instance, Spain has 14, while the UK has only 8. However, policies regarding whether employees must work on these days vary. In Germany, the number of holidays can vary by region, while Scandinavian countries like Sweden provide “in lieu” days when holidays fall on weekends.
By planning for these holidays, businesses can maintain productivity while respecting employee rights. At WR.HR, our HR experts help companies navigate public holiday policies, ensuring legal compliance and optimized scheduling to meet operational needs.