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IN SHORT
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The rules applicable to public holidays in the company mix provisions of the Labor Code, collective agreements, and practices. In practice, the employer can, in many cases, ask for work on public holidays — except for May 1st, which is compulsorily non-working and paid, unless necessary for service continuity. The remuneration varies depending on whether it is a non-working holiday (salary maintenance under conditions of seniority) or a working day (possible premiums provided by the collective agreement). Here is an operational overview to understand your rights and best organize activity and your leave.
Except for May 1st, the Labor Code does not prohibit working on a public holiday. Therefore, if a company agreement or establishment — or, failing that, a branch agreement — provides for it, the employer can organize work during these days. In the absence of an agreement, the company can set the non-working or working public holidays by unilateral decision, while respecting applicable rules (working hours, rest, safety, information of employees).
In concrete terms, unless otherwise stipulated in an agreement or specific to the nature of the functions, an employee does not have a general right to refuse to work on a public holiday (except for May 1st). The precise modalities arise from the work organization determined by the employer and the applicable collective agreements.
How does the company determine non-working public holidays?
The list of non-working public holidays and the associated rules are primarily set by a company agreement or establishment. If not, one refers to the branch agreement or the collective agreement. In the absence of any agreement, the employer can unilaterally define the non-working public holidays and the attached working conditions, provided to inform the teams and apply these decisions in a consistent and fair manner.
This framework allows the company to adapt its rhythm to the constraints of its activity (seasonal peaks, technical closures, service continuity) while framing the rights of employees.
Public holidays not worked: salary maintenance and seniority
When a public holiday is non-working in the company, the absence of activity should not result in a loss of remuneration for employees with at least 3 months of seniority in the company or establishment. This guarantee also applies to seasonal workers.
On the other hand, this maintenance rule does not apply to home workers, intermittent workers, and temporary workers. Employees paid by the hour, day, or performance benefit from the same maintenance principle when the public holiday is non-working, subject to conditions of seniority and contractual provisions.
Working on a public holiday (except for May 1st): compensations and remuneration
A worked public holiday does not automatically result in a salary premium provided by law. Salary increases, compensatory rest, bonuses, or adjustments in hours result from a collective agreement (company, establishment, branch) or a company practice. It is therefore essential to check your collective agreement and the agreements in force to know the applicable compensations.
In the absence of an agreement providing for a premium, the employee’s remuneration remains that applicable to a usual day, respecting the rules related to overtime, rest, and health at work.
May 1st: a special day, non-working and paid
May 1st is a compulsorily non-working holiday for most companies. It cannot lead to a reduction in salary, including for employees paid by the hour, day, or performance: they receive a compensation equivalent to the salary they would have earned if they had worked, paid by the employer.
Important exception: when service continuity is essential (e.g., in hospitals or transport), work on May 1st is possible. In this case, the rule is clear: the employee receives their usual salary and a supplementary compensation of an equal amount, i.e., a doubled remuneration for that day.
Establishments and services subject to continuity of activity
Certain sectors, for reasons of public service or the safety of persons and property, organize work on public holidays: hospital care, transport, emergency response, accommodation, energy, etc. Teams are then planned accordingly, with compensations defined by the applicable agreements.
Traveling and informing in case of minimum service
In urban areas, it is useful to check the transport offer, particularly in Paris and the Île-de-France region. To prepare your trips during public holidays, consult the sites and information on RATP buses in Paris to anticipate reduced frequencies or adapted routes.
Best practices for employers and employees
From the employer’s side, formalizing the rules in a company agreement and a shared calendar facilitates organization (scheduling, on-call duties, closures, compensations). Clear communication prior to public holidays enhances predictability and team cohesion.
For employees, it is recommended to check the collective agreements, service notes, and applicable agreements to know precisely the compensations (salary maintenance, rest, bonuses) and the planning modalities for work on public holidays.
Planning vacations and extended weekends around public holidays
Optimizing your vacation around public holidays means identifying the best combinations of bridges and extended weekends. To build your rest strategy and reconcile professional and personal obligations, you can rely on this guide to optimize your vacation days in 2025.
If you are planning an escape in spring, explore suitable destinations for the May bridges with these destination ideas in May 2025. You can also take advantage of the calendar particulars by identifying the most favored school zone in 2025, useful for coordinating your departure dates with those of your surroundings.
Don’t forget the school calendar
For families, the school calendar remains an essential reference. Anticipating vacation and school periods helps align paid leave and public holidays. Consult the 2025-2026 school calendar to plan your travel and reservations accordingly.
