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Ah, the wedding… That magical moment when you say “I do” for life, hoping your mother-in-law doesn’t decide to move in full-time. But before even talking about the dress, the caterer, or the evening playlist, one question often comes up: how many days off can you take for your wedding? Because, well, planning a wedding isn’t something you can do in a coffee break. And if you’re going to get married, you might as well do it in style, without having to return to the office the next day, with dark circles and your hair still styled like the “storm of the century.”
In this article, we'll explain everything to you, without fuss and with a smile. You'll know exactly what you're entitled to, whether you're a private sector employee, a civil servant, or even on a fixed-term contract. Bonus: we'll give you some tips for getting extra days off (legally, of course).
You don't need to be a lawyer or a Minister of Labor to understand your rights. In France, the Labor Code is quite clear on the issue: any employee who gets married (even if they wear a wedding dress worthy of the greatest designers) or enters into a civil partnership is entitled to four days of paid leave. Yes, four. Not two, not three, not "we'll see depending on the workload." Four. It's written in black and white in Article L3142-1 of the Labor Code. And these days are owed to you, regardless of contract length or seniority.
Are you getting married on a Thursday? You can take four days off from that date, or schedule them elsewhere, as long as it's consistent with the event. The idea is to have time to say "I do," celebrate, and maybe digest the buffet before getting back to work.
These days off are paid , and are not deducted from your regular paid leave. In other words: they are bonus days. You don't lose anything. A bit like a free dessert at a restaurant.
Yes, in this case, the law does not play favorites. Whether you go through the town hall for a traditional wedding or sign a civil partnership in court, the right to 4 days of leave is the same . So, if you are more of the "let's keep it simple but effective" type, you have the same advantages as a grand wedding with the release of doves and a speech from your great-uncle.
Good news: in the civil service, we're pretty generous. The number of days varies slightly depending on your status, but in all cases, you're entitled to at least 5 working days . Sometimes more.
For state civil servants, Decree No. 84-972 provides for 5 working days. The same applies to territorial or hospital employees. Here too, these days off do not eat into your annual vacation days, just as buying a winter wedding dress does not eat into your budget allocated for other projects.
And if you're getting married to a colleague (yes, it happens!), you're each entitled to your own days off. It's convenient for planning a wedding together without having to juggle schedules.
Not quite. If you were hoping for 10 days of deluxe honeymoon style at the princess's expense, you'll have to rethink your ambitions. But still, between the legal days off and the flexibility of some public employers, there's plenty to enjoy. And if you find a nice boss, you can even arrange to combine them with other vacations or RTTs.
Spoiler: you are entitled to marriage leave in all cases . Regardless of your contract: permanent, fixed-term, temporary, apprenticeship, work-study, or internship (if paid) , the Labor Code does not discriminate. As long as you are an employee, you are entitled to it.
Even during the trial period. Just because you're starting out doesn't mean you have to say "yes" to your future spouse during your lunch break between meetings.
He doesn't have the right. Really. These days off are mandatory. So unless you announced your marriage the day before at 6 p.m. by showing him your Satin Wedding Dress , he can't say no. Obviously, be cool: give advance notice, provide proof (a copy of the publication of banns or the marriage certificate), and everything will go smoothly. It's a question of respect (and HR organization).
This is where it gets interesting. And legally , yes, you can combine them . Generally, savvy employees take their wedding leave just before or after their summer vacation , or a nice long weekend like Ascension Day. The result: you get two weeks off without using up too much of your regular vacation time . A real ninja technique.
Plus, if your wedding falls at the right time, you can add in your RTT, paid leave, or recovery days to extend the whole thing. And hey presto, you turn 4 legal days into 10 or 15 days of rest.
Okay, let's be honest: 4 days isn't enough for a road trip in Iceland or a cruise in the Cyclades. But with a little smart planning, you can have a great honeymoon without breaking the bank .
Remember to notify your manager as soon as possible . Firstly, because you have to organize the replacement (and he/she will like you more if you anticipate), and above all because the earlier you ask, the more likely you are to choose your dates.
Be careful: collective bargaining agreements can offer more than the law. Some provide 5, 6, or even up to 10 days of leave for weddings, which not only allows you to fully enjoy the event, but also to find the plus-size wedding dress of your dreams without rushing! It depends on the sector.
For example :
In metallurgy or construction , some agreements provide for 6 working days .
In banking or insurance , it can go up to 8 days .
In some cases, if you marry a colleague from the same company, you get extra days . This is no joke.
Two options: either ask your HR department (or your boss if they're nice), or check your collective bargaining agreement online. It's public, free, and worth it. Type the name of your agreement into Google followed by "Legifrance," and search in the "exceptional leave" section.
Yes, even if you're going to say "I do" under the coconut trees, in your backless wedding dress , your wedding leave remains valid. You'll just need to provide official proof, even if it's in a foreign language (a little translation can help avoid raised eyebrows from HR).
Quick tip: Plan ahead . Between the flight, jet lag, ceremony, and packing, the four days fly by at the speed of light. It's best to plan ahead and take a few extra days. Legally, you're not required to do so, but your mental health will thank you.
Ah, the double celebration! Here again, the law only provides for one batch of leave, regardless of the number of ceremonies. If you have a small civil ceremony on Monday and a large religious celebration on Saturday, you will have to schedule your four days around that . Only one dose of leave for the whole thing.
Yes, every wedding entitles you to vacation time . Whether it's your first, second, or eighth wedding, you're entitled to your vacation days every time (no judgment). As long as you're employed at the time, the 4 days are yours.
Same thing if you go from a civil partnership to a marriage: since the two events are recognized separately, you are entitled to leave for both, if they take place at different times. This is good to know . Practical for eternal romantics.
So, to answer once and for all the question "how many days of leave for a wedding?", the answer is clear:
4 days minimum for all employees, regardless of contract
5 days or more in the public service
More according to certain collective agreements
Can be combined with other leave (RTT, CP, etc.)
Also valid for a PACS
Can be used even during a trial period or on a fixed-term contract
And renewable if you remarry (or re-form)
Now you're ready to plan your wedding without the work-related stress. Because between finding a venue, tasting wedding cakes, and fitting suits or dresses, you already have enough on your plate!
And hey, these 4 days are more than deserved. You're going to put a ring on someone's finger, it's not nothing. So take them, savor them... and don't forget to pose on Monday after the party too, especially if you've planned an open bar.