Scope
This policy applies to all staff, full-time and part-time, both permanent (CDI) and temporary (CDD). It includes annual leave for any duration, from a half a day to several weeks at a time.
Applicable Regulations
Staff annual leave policies for employers in France are governed by official regulations coming from two sources :
- The Code du Travail – French national law. The rights and obligations of employees in the private sector are detailed on the following government site : https://www.service-public.fr/particuliers/vosdroits/F2258.
- The applicable Convention Collective for the business sector. In our case, it is the Convention Collective de la Restauration Rapide. However, this convention collective does not specify any significant change from what is defined in the Code du Travail.
The purpose of our Annual Staff Policy is firstly to ensure these regulations are followed and secondly to adapt them to our activity.
Policy detail
- Annual business closure
In general, The Stray Bean closes for four weeks during the summer holidays each year, starting around mid-July. This is a period where all staff will be on annual leave. The exact dates are required to be communicated to staff at least one month prior to the start of this period, each year. All efforts will be made to confirm these dates much further in advance so that staff can plan their holidays.
- Requesting annual leave at other times
Staff may request to take annual leave at other times during the year. Requests must be made in writing (including by email but not including instant messaging services like WhatsApp or SMS, seeing these messages can often get neglected) to the Gérant with the Manager copied in.
Staff cannot take annual leave if it is not authorised in writing by the Gérant.
The Gérant will endeavour to reply to annual leave requests quickly. All efforts will also be made to grant annual leave requests but this depends on being able to find a suitable replacement solution during the leave period.
Requests should ideally be made well before the start of the requested leave period, which will also increase the chances of finding a replacement and therefore having the request approved. However, in accordance with the law, a response not received in the time expected by the employee, or the absence of a response at all, cannot be taken as a tacit approval. Annual leave is only approved when the Gérant has given the approval in writing (including by email).
- Periods favourable and unfavourable for taking annual leave
There are no fixed periods when annual leave cannot be taken, however there are some periods where it is more likely to be approved than others, depending on how busy the activity is likely to be at the time.
- Good periods for taking annual leave (approval more likely): January, February, July, August, September, November, December
- Difficult periods for taking annual leave (approval less likely): April, May and June
- Intermediate periods for taking annual leave: March, October
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