While maternity leave was created in 1909, fathers had to wait until 2002 to be able to claim this compensated rest, then being satisfied with 11 legal days, increased to 25 split days (including 4 compulsory days) since July 1, 2021 .
But do dads really take advantage of this opportunity?
Not systematically according to a recent survey published by the Center for Studies and Research on Qualifications.
Precarious workers less demanding
The Céreq, a public establishment under the supervision of the Ministry of Labor, reviewed the cases of recourse to paternity leave among men who became fathers between 2010 and 2017;
and his first observation is that of continuity.
Indeed, for twenty years, the use of this right has remained "surprisingly stable" according to the authors of the report, despite the evolution of society and "a context where the specialization of roles within young couples is attenuated. ".
However, if a large majority of French people do take advantage of this opportunity, 30% of young dads still do not use it.
In detail, differences appear particularly in terms of positioning on the labor market.
In the game of comparison, 87% of employees on permanent contracts take at least part of the rest days due to them, compared to 65% of fixed-term contracts and 33% of the self-employed.
Similarly, "fathers with less than a year's seniority in the company are 3 times less likely to take paternity leave than those who have been present for two years or more", while only 1 unemployed person out of 4 asserts this right, although the legislation allows the end of the compensation to be postponed.
At a minimum, differences are also observed according to the size of the company since 88% of employees of large companies (more than 200 people) use this leave, where the rate drops to 79% for those of less than 50 people.
Moreover, it is above all the income factor that generates the largest gaps.
While 98% of working people earning between 2,500 and 2,900 euros a month claim this right, only 67% of the 20% of the most modest fathers and 73% of the best paid take advantage of it.
Professional brakes
Multiple factors may explain these differences in the rate of paternity leave take-up.
Unemployed, fixed-term or temporary fathers may feel illegitimate to take these rest days or have difficulty anticipating their periods of employment and non-employment.
It may also be easier for them to wait until the end of their contract to freely enjoy this time with the mother and the baby.
Let's not overlook the fear of negative career consequences either.
Thus, only 59% of employees take these days off when they have worked for less than a year in their company, and this, while no seniority condition is imposed by law.
Similarly, according to the authors of the study, "fathers in a precarious financial situation are not in a favorable position to negotiate the use of leave with their employer, or may be more afraid of the impact of the system on their career. ".
As for the employees of SMEs, they may fear the difficulties of being replaced or of being able to distribute their workload among their colleagues.
Conversely, the best paid workers may fear the loss of income caused by this leave, since the daily allowances are capped (84.90 euros in 2017, against 89.03 euros in 2022).
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What allowances?
The method of compensation for maternity and paternity leave is based on the basic daily salary (last 3 gross salaries), subject to a monthly social security ceiling (3,428 euros per month in 2022), from which a rate is withdrawn. flat rate of 21%.
In practice, a full-time employee earning 1,940 euros net per month (the median salary in France) will receive a daily allowance of 60.34 euros paid by health insurance (knowing that every day counts, including Sunday), i.e. nearly 663 euros net for 11 days of paternity leave (the old legal duration) and a little more than 1,506 euros for the 25 legal days in force.
But if we relate the amount to a full month, it would amount to just over 1,808 euros, i.e. a loss of 132 euros net compared to the declared salary.
Only a few rare collective agreements provide for additional remuneration beyond the cap on the allowance, such as Syntec for example (banking, insurance, IT, etc.).
Do the simulation on Ameli.fr.
Paternity leave
Family
Economy
Babe
Parents
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