Employers in France should be aware of the new French sick leave procedures – an important change that came into effect on the 1st of September 2026. Under new legislation, healthcare professionals will be required to clearly specify the duration of an employee’s sick leave on the medical certificate, introducing greater consistency and oversight in the management of workplace absences.
The change is introduced through Decree No. 2026-498 (Décret n° 2026-498 du 12 juin 2026 relatif au plafonnement de la durée des arrêts de travail donnant lieu au versement d’indemnités journalières), which implements provisions contained in the Social Security Financing Act (or Loi de financement de la Sécurité sociale, LFSS) for 2026.
New Limits on Sick Leave Prescriptions in France
From the 1st of September 2026, authorised healthcare professionals, including physicians, dentists and midwives, will be subject to statutory limits on the duration of sickness absence they can prescribe. The new rules set a maximum of:
Where an employee remains unfit for work beyond these periods, a further medical assessment and new certification will be required.
Medical Flexibility Remains in Place
While the reform introduces clearer limits, it does not remove clinical discretion. Healthcare professionals may still prescribe a longer period of absence where an employee’s medical condition warrants it. In such cases, practitioners must consider any relevant recommendations issued by the Haute Autorité de Santé (HAS), France’s National Authority for Health.
This exception is intended to ensure that employees suffering from serious illnesses, complex recoveries or long-term health conditions continue to receive appropriate medical support without being restricted by the standard limits.
New French Sick Leave Procedures: Leap29’s Recommendations
Although the reform does not alter employer obligations relating to salary continuation or social security reporting, it may increase the frequency of sickness absence renewals for employees on long-term leave. HR and payroll teams should be prepared for more regular submission of medical certificates and ensure internal absence management procedures reflect the new requirements.
Leap29’s Perspective:
“I believe this reform is less about limiting sick leave and more about creating a clearer framework for managing absence. Employers value certainty when planning resources, while employees need confidence that genuine health concerns will continue to be supported. The fact that medical practitioners retain discretion for more complex cases is a positive aspect of the legislation. As with many employment law changes, successful implementation will depend on balancing administrative efficiency with a practical and compassionate approach.” ~ Simon Duff, Director, Leap29.
