10 Types of Leave (Paid or Unpaid) You May Not Know About

Des congés permettent de prendre soin d'un proche, de participer à une mission humanitaire, de lancer une entreprise...

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Take care of others or yourself

It is sometimes complicated to manage your professional life when it is impacted by a family or personal health problem. These four leaves will allow you to treat (yourself) without feeling guilty.

1. Caregiver leave

It lasts three months (renewable for one year over an entire career) and allows you to support a member of your family with a disability, or who can no longer manage on their own following an accident, illness or because he is too old.

You must notify your employer one month before your departure date. In an emergency, you can take this leave without delay. It is possible to transform it into part-time or split it.

You will not receive your salary. On the other hand, you will be able to receive an allowance paid by the Caf: 58.59 Pounds per day or 29.30 Pounds per half-day (22 days maximum per month) for 66 days.

2. Family solidarity leave

It lasts three months (renewable once) and allows you to assist one of your loved ones at the end of their life. This can be a family member, someone who shares your home, or who has designated you as their support person.

You must notify your employer fifteen days before your departure date. He cannot refuse your request. This leave can also begin immediately, on medical prescription. You can take it full or part time, or split it.

In principle, he is not remunerated by your employer. He is compensated by an allowance paid by health insurance: 57.34 Pounds gross per day for a maximum of 21 days or 28.67 Pounds gross per day for a maximum of 42 days if the leave is part-time.

3. The gift of time off

It makes it possible to offer one or more days of rest to a colleague who is a parent of a seriously ill child under 20 or to a colleague who is a ‘close caregiver' (see above).

The latter does not need to be aware of your approach. On the other hand, the agreement of your employer is essential. You can give your paid leave (only from the 5e week), your RTT, your recovery days or from your time savings account.

This device is inspired by an event that occurred in the Badoit company in Saint-Galmier (Loire) in 2009. One of its employees, father of little Mathys, 10, suffering from liver cancer, was able to stay near his son thanks to 170 days of RTT offered spontaneously by his colleagues. This approach became a law in 2014 and it bears the first name of the boy.

4. Menstrual leave

It is not enshrined in law, but some boxes act as precursors. This is the case of the start-up Louis Design (eco-responsible office furniture) which implemented it on March 8, 2022 by giving the possibility to its employees suffering from painful periods to take one day off per month. “without medical proof, or loss of salary”.

Louis Design is not the only one surfing on this controversial advance. Critizr followed suit last May, with “one day off per month, or even two if necessary” and there too without a medical certificate. This English tech specializing in listening to customers goes even further by granting five days of paid leave for women suffering a miscarriage and two days for the employee whose spouse (employee or not of the company) found in the same situation.

Take a useful or extended break

Alongside the sabbatical, here are three alternatives to recharge your batteries differently or longer.

5. International solidarity leave (CSI)

It allows you to participate in a humanitarian mission outside London for a maximum of six months. The association that welcomes you must be on this list fixed by decree.

To benefit from the CSI, you must have worked for at least twelve months in the company (consecutive or not) and request authorization from your employer one month in advance. This unpaid leave is your responsibility and you will return to your job upon your return.

6. Solidarity leave

Created by the Planète Urgence association more than 20 years ago, this system allows you to commit for two weeks on your paid leave, in a voluntary mission in London or abroad. This mission can concern the environment, social entrepreneurship, education, health, etc.

Please note that your company must be a partner of Planète Urgence because it is the company that finances the leave. Check if this is the case by asking your HRD or by going to the Planète Urgence website. You will also find the missions to apply there. If your application is accepted, you will have an interview with a psychologist and two days of training.

7. Unlimited paid leave

They allow you to take more days off than the legal number. They are generally offered by large groups or tech start-ups seeking to recruit and retain the best profiles. The practice is already in force at General Electric, Virgin, Netflix, Goldman Sachs, the Golden Bees agency, the Orbiss firm or the health insurer Alan. At Indeed, the 10,000 employees have benefited from this right since 2016 and as soon as they join the company, including the trial period.

Retraining, launching your project

Three types of leave open up prospects for development inside or outside your company:

8. Business start-up leave

It is perfect if you plan to launch your project by limiting the risks. It lasts one year, renewable once. To claim it, you must have two years of seniority, whether consecutive or not, in the company and submit your request two months before your departure. You can choose part-time, you are then paid in proportion to your working time, or full-time, and in this case, you are not paid. You will get your job back if your project fails.

9. VAE leave

With a maximum duration of 24 hours, it allows you to prepare for or participate in the evaluation session of a Validation of acquired experience. In summary, a diploma recognized by the State without taking an exam. To qualify, you must provide proof of one year of full-time professional experience related to the diploma in question and send your request to your employer 60 days before the requested date.

10. Skills assessment leave

Lasting 24 hours, it must be requested from your employer 60 days before starting your skills assessment. To claim it, you must have been an employee on a permanent contract for at least five years, including one year in the box from which you are requesting the leave (the conditions are different for employees on a fixed-term contract). Your salary is maintained if it is covered by Opacif (Joint organization approved for individual training leave). If not, your employer may refuse to pay you.


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