Maternity leave lasts 16 weeks for a first or second child: 6 weeks before the expected delivery date and 10 weeks after. It increases to 26 weeks from the third dependent child, to 34 weeks for twins, and to 46 weeks for triplets or more. These periods are set by the Labour Code and reiterated by the Health Insurance Fund.
Behind these figures, several rules alter the actual schedule: postponement of part of prenatal leave, pregnancy-related medical leave, premature or late delivery. This article covers what the regulations provide, along with the compensation amounts in effect on January 1, 2026.
How long is maternity leave depending on the family situation?
The duration depends on two factors: the number of children expected and the number of children already dependent. In its page updated on September 4, 2025, the Health Insurance Fund provides the following table for an employee.
- First child: 6 weeks before, 10 weeks after, for a total of 16 weeks.
- Second child, with one dependent child already: 6 weeks before, 10 weeks after, for a total of 16 weeks.
- Third child or more, with at least two dependent children: 8 weeks before, 18 weeks after, for a total of 26 weeks.
- Twins: 12 weeks before, 22 weeks after, for a total of 34 weeks.
- Triplets or more: 24 weeks before, 22 weeks after, for a total of 46 weeks.
The starting point is the expected delivery date stated in the pregnancy declaration. Prenatal leave is counted backward from this date, while postnatal leave starts on the day of the birth.
Who is included among “dependent” children?
The calculation takes into account the children already living in the household, including the spouse's children when they are dependants, and children born viable during previous pregnancies. This is the criterion that increases leave for a third birth to 26 weeks.
Can part of prenatal leave be postponed until after the birth?
Yes, subject to a limit of 3 weeks. An employee may request to postpone up to 3 weeks of her prenatal leave to the postnatal period. The leave after the birth is extended by the same amount. The request must be submitted to the Health Insurance Fund, together with a favorable medical opinion.
This flexibility comes with a condition: if a work stoppage is prescribed during the postponed period, the postponement is cancelled and the prenatal leave resumes its normal course. The total duration of the leave remains the same in all cases.
Bringing forward the start of leave
The reverse is also possible. For twins, prenatal leave may begin up to 4 weeks earlier, with the postnatal period reduced by the same amount. For an employee who already has at least two dependent children, it may begin up to 2 weeks earlier.
What happens to the duration in the event of a premature or late birth?
A birth before the expected date does not shorten the leave. Any unused weeks of prenatal leave are automatically carried over until after the birth. A birth more than 6 weeks before the due date, combined with the newborn's hospitalisation, also extends the leave. The extension equals the number of days between the actual birth and the start of the prenatal leave originally scheduled (Article L1225-23 of the Labour Code).
A birth after the expected date does not reduce the postnatal leave either. The days between the expected date and the actual birth extend the prenatal leave, and the 10 postnatal weeks (or more) remain fully available.
Pathological leave
When the mother's health warrants it, pathological leave may be prescribed before prenatal leave. It is limited to 2 weeks in total, taken all at once or in several periods. These 2 weeks are compensated in the same way as maternity leave, not as ordinary sick leave.
After childbirth, a pathological condition related to the postpartum period may extend the period covered by benefits by up to 4 weeks (Article L331-5 of the Social Security Code). This leave is prescribed by a doctor and requires a salary certificate from the employer, just like the maternity leave itself.
Must the entire leave be taken?
No, but part of it is mandatory. The Labour Code prohibits an employer from having an employee work for a total of 8 weeks around childbirth, including at least 6 weeks after the birth. An employee may therefore shorten her leave, provided she observes this minimum.
This minimum protects the health of the mother and child. It applies regardless of the employee's wishes, and an employer who violates it may face penalties.
How are the daily allowances calculated?
During maternity leave, Health Insurance pays daily allowances, with no waiting period, from the first day of leave. They are paid every 14 days.
The eligibility requirements
You must have been affiliated with Social Security for 6 months as of the presumed date of childbirth. You must also meet one of the following conditions.
- Have worked at least 150 hours during the 3 months preceding the start of the leave.
- Or have paid contributions on a salary at least equal to 1,015 times the hourly Smic during the previous 6 months.
- For short-term contracts, temporary work, and seasonal activities: 600 hours of work during the last 12 months, or contributions based on 2,030 times the hourly Smic.
The amount
The daily allowance is calculated based on gross salaries for the 3 months preceding the leave, up to the monthly Social Security ceiling, set at €4,005 as of January 1, 2026. The total is divided by 91.25, then reduced by a flat rate of 21% for social security contributions and levies.
The maximum amount is therefore €104.02 per day as of January 1, 2026, according to the Health Insurance page updated June 1, 2026. An employee whose salary exceeds the ceiling does not receive more from Social Security, but many collective bargaining agreements provide for salary continuation by the employer.
What the compensation covers
The daily allowances cover the entire statutory leave, including the 2 weeks of prenatal medical leave and the postponed weeks. They are subject to income tax and CSG-CRDS.
What about self-employed women?
Self-employed women, including micro-entrepreneurs, are entitled to the same length of leave as employees. Their compensation is based on two benefits, described by Health Insurance on its page updated June 1, 2026.
The first is the flat-rate maternity rest allowance, amounting to €4,005 as of January 1, 2026, paid half at the beginning of the leave and half after the mandatory 8-week period. The second is a flat-rate daily allowance, capped at €65.84 per day as of January 1, 2026, paid on condition that all work is stopped for at least 8 weeks, including 6 weeks after childbirth.
When the average annual income is less than 10% of the Social Security ceiling, these two benefits are reduced to 10% of their amount: €400.50 for the allowance and €6.584 per day for the benefit.
What happens when you return?
The employee returns to their job or a similar job, with pay at least equivalent to their previous remuneration, and is entitled to a return-to-work medical examination with the occupational health service. The organisation of this period, between childcare, fatigue and getting back into a routine, is covered in our article on returning to work after maternity leave.
Breastfeeding mothers also have specific rights in the workplace, detailed in our article on breastfeeding at work and the Labour Code. The second parent has their own leave, which we have analysed in our article on paternity leave in France.
Preparing for the leave period
Prenatal leave begins 6 weeks before the due date for a first birth. This is when the nursery, maternity bag and first few weeks at home are prepared. Our maternity bag checklist separates the essentials from the unnecessary, and our article on the essentials for returning home helps avoid overequipping the household.
For any questions about our products during this period, our FAQ page brings together the most frequently asked questions.
Sources
- Health Insurance (ameli.fr), “The length of maternity leave for an employee”, updated 4 September 2025.
- Health Insurance (ameli.fr), “Maternity leave: daily allowances for employees”, updated 1 June 2026.
- Health Insurance (ameli.fr), “Maternity benefits for self-employed workers and collaborating spouses”, updated 1 June 2026.
- Labour Code, Articles L1225-17 to L1225-23 and L1225-29, consulted on code.travail.gouv.fr (version in force since 1 May 2008).
- Social Security Code, Article L331-5 (pathological condition related to pregnancy or the postpartum period).
