This guide helps you understand if you are entitled to leave for moving, depending on your status (private/public sector), your collective agreement or your contract, as well as the steps to follow to benefit from it.
Summary
Understanding moving leave
What is moving leave?
The moving leave designates one or more days oftemporary absence granted to the employee to organize your change of residence. Although it is generally considered an advantage exceptional, it is important to remember that it is not established by a specific law nor registered in the Labor Code.
In practice, this leave can be paid, like a normal working day, if the collective agreement, a company agreement or custom provides for its application. In their absence, the employer is not required to grant it, and the employee will then have to use their paid leave, RTT or usual rest days.
What the law says: absence of a universal legal framework
In France, no legal provision imposes specific leave for moving. Neither the Labor Code nor any law requires the employer to grant this type of leave.
However, collective agreements, of the corporate agreements or internal practices may establish rules according to which the employer is obliged to grant this leave, often in the form of a day or two (paid), rarely exceeding this duration.
Rights to moving leave depending on your status
In the private sector: leave often regulated by the collective agreement
The Labor Code does not impose any specific leave for moving. However, some collective agreements offer this day off to their employees, which can be paid like a normal working day. Non-compliance by the employer with the contractual provisions gives rise to the right to appeal before the Industrial tribunal.
In the public service: a more regulated right
The General Civil Service Code does not provide moving leave. Nevertheless, many administrations grant them in practice in the form ofexceptional authorizations of absence (1 to 3 days maximum), according to the internal rules set by each human resources department.
The role of collective agreements
How do I know if my agreement provides for moving leave?
To find out if you are entitled to moving leave, here are the useful tools to consult:
- On your pay slip or your employment contract, locate theIDCC (identification of your collective agreement).
- Use the official search engine of the Digital Labor Code or Service‑public.fr to identify your agreement based on the name, APE/NAF code or IDCC.
- Then consult the full text of your agreement at Legifrance, specialized sites or via professional access.
Examples of collective agreements with moving leave
To remember: Some collective agreements offer days off to move, but this varies greatly depending on the sector (banking, construction, commerce, etc.). Syntec does not provide for moving leave except in the context of an imposed transfer. These provisions become mandatory for the employer as soon as they are provided for in your collective agreement.
Remuneration and practical arrangements
Is moving leave paid?
Yes, when it is provided for by a collective agreement, a company agreement or custom, moving leave is paid like a normal working day, without loss of salary for the employee.
In the absence of these provisions, the employer is not obliged to grant it.
How many days off am I entitled to?
The number of days granted varies depending on the sector:
- 1 to 2 days in most agreements: for example, the bank offers 2 days maximum, pharmaceutical industries often 1 day.
- 3 days for certain employers, such as Pôle emploi.
These holidays are generally not splittable and granted once a year.
Can the leave be split? Can we use it outside of the big day?
Some conventions allow flexible use, while others impose a strict grip on the D-day :
| Collective agreement | Splittable? |
| Bank | No — 2 days cannot be split |
| Pharmaceutical industry | Yes, depending on the case |
| Job center | No — 3 consecutive days |
Practical tip: If your collective agreement provides for moving leave, make sure you take advantage of it the same day of the move to limit logistical complications.
You don’t have any time off planned? Think about rent a storage unit to free up time and manage your move more peacefully: Simulate my box size.
Conditions and procedures for obtaining moving leave
Who can request moving leave?
Eligibility for moving leave depends on the conventional framework or practices in force in the company.
Eligible (according to convention or agreement):
- Employees in Permanent contract or Fixed-term contract, according to seniority
- Employees in part time or temporary workers, if the agreement authorizes them to do so
- Case of professional transfer, sometimes giving the right to leave or compensation
- Moving attributable to the employer (change of site, etc.)
- Not eligible (in the absence of provisions):
- Employees subject to agreements without specific provisions (e.g. construction, Syntec, metallurgy)
- Employees in temporary mission, without applicable collective agreement
- Moving linked to a personal choice, without conventional coverage or established usage
When and how to apply?
1. Consult your collective agreement, your company agreement or your internal practices via tools like Service-public.fr or the IDCC on code.travail.gouv.fr.
2. Make your request as soon as possible, ideally as soon as the moving date is known. Some agreements require a notice period of up to two months.
3. Write a formal request to send to your superior or to HR (by e-mail, HR software or internal form).
4. Join them proof of moving :
- Quote or invoice from a professional mover
- Utility rental contract
- New lease or property contract
- Electricity and water bill mentioning the new address
5. Wait for official response from your employer. In the event of an unjustified request or an incomplete deadline, the absence could be considered unauthorized or even disciplinary.
How to negotiate moving leave without a formal provision?
Present your move as a approach requiring anticipation, by proposing alternative solutions (RTT day, teleworking, etc.).
Highlight the benefits for the company (productivity gain if your accommodation is close to the workplace, etc.) or offer a easier internal organization on D-day.
Remain diplomatic and direct the approach towards a solution win–win.
What proof should you provide?
Here is the list of documents usually accepted by HR services:
- Quote or invoice from a moving company
- Rental contract for a truck or utility vehicle
- New lease or deed of ownership
- Electricity or water bill mentioning the new address and dated
These supporting documents may be required within a time limit defined by your agreement; Failing this, it is up to HR to specify the terms.
Practical advice : Consider planning your move during the week or outside seasonal peaks. To help you organize this step well, you can also reserve a nearby storage unit right now.
Special cases and specific situations
Moving for professional transfer
When a employer imposes a transfer, specific rights may apply. Certain collective agreements or company agreements not only provide for a paid day off, but also a covering logistical costs (double rent, transport, etc.).
In addition, as a private sector employee, you may be eligible for Mobili-Pass help, up to 1900 to 2200€, if you move more than 70km or more than a 1h15 journey.
Practical case :
- Situation : An employee transferred 200km from his former place of residence.
- Possible benefits :
- 1 day of paid leave (according to agreement)
- Partial coverage of costs
- Possible benefit from Mobili-Pass, under conditions
Part-time employee, seconded worker, temporary worker
Temporary or fixed-term contracts : can benefit from moving leave if the collective agreement or custom provides for it, provided you meet the seniority criteria.
For an employee part-time, nothing prevents the application of moving leave, which can be scheduled before or after a public holiday if the agreement allows it.
Employer: can he refuse moving leave?
In the absence of a conventional provision or custom, the employer is not obliged to grant moving leave. However, a refusal must be justified.
| Employee rights | Employer’s obligation |
| Leave according to conventions or agreements | Mandatory agreement |
| In the absence of specific text | Possible refusal |
| Well argued request (e.g. gain in mobility) | Can promote agreement |
| Unfair refusal of planned leave | Possibility of appeal |
