6 weeks must be taken on a full-time basis, mandatory and uninterrupted, immediately following childbirth, the court ruling constituting the adoption, or the administrative decision of foster-to-adopt or fostering. 11 weeks, or 22 in the case of single-parent families, may be distributed at the worker’s discretion, in weekly periods, to be taken consecutively or intermittently, and may be taken from the end of the mandatory suspension after childbirth until the child reaches twelve months of age. In the case of adoption, foster-to-adopt or legal fostering, the leave must be taken within twelve months following the court ruling constituting the adoption or the administrative decision of foster-to-adopt or fostering. 2 weeks, or 4 in the case of single-parent families, for the care of the minor, may be distributed at the worker’s discretion, in weekly periods, consecutively or intermittently, until the child reaches eight years of age. Leave may be taken on a full-time or part-time basis, subject to agreement between the company and the worker, and as determined by regulations. These provisions apply to qualifying events occurring from August 2, 2024. The taking of these weeks of suspension of the employment contract or of birth and childcare leave, as well as the corresponding financial benefit, may be requested from January 1, 2026, and will not require a new recognition of the right, the regulatory provisions governing voluntary birth and childcare leave periods being applicable.
|
|
