Parental-presence leave and AJPP in France: days and separate applications

02

When does care for a child qualify for this leave?

A dependent child with a serious illness, disability or accident must need sustained presence and demanding care certified medically. There is no minimum employment seniority. Check actual ongoing responsibility and family-benefit dependency rules: the official page requires a child under 20, the applicable earnings limit and no personal housing allowance or family benefit. The tool asks whether these facts have been checked; it authenticates neither medical nor family circumstances.

The quantified tool covers private employees in mainland France. Public employment, self-employment, compensated unemployment and other territories, including Mayotte, need their own rules reviewed. This is different from parental education leave following a birth or carer’s leave.

Sources: Code du travail L1225-62 · Service Public F1631 · Service Public F15132

03

How do I notify the employer without mixing ten and fifteen days?

Labour Code L1225-63, amended with effect from 14 June 2026, requires at least 10 days for initial notice. The updated Service Public page uses this deadline. Send a registered letter with acknowledgement or deliver the request against a receipt, enclosing the medical certificate for leave. Keep delivery evidence.

Regulation R1225-14, in its version from 5 February 2024, still displays fifteen days. This dated conflict is explicit: the tool follows the later legislative 10-day rule, without erasing the earlier wording. For an already-open period it does not recalculate a historical initial deadline.

For each day or half-day, give at least 48 hours’ notice. Sudden deterioration or a crisis requiring your immediate presence permits immediate leave. Date-only inputs prove neither the precise delivery time nor urgency.

Sources: Code du travail L1225-63 · Code du travail R1225-14 · Service Public F1631

04

How do I use the 310 days without assuming automatic renewal?

The initial period contains at most 310 working days for the same child and illness, accident or disability over a three-year window. The certificate fixes the initial duration; the reserve does not authorize exceeding that medical duration. The balance only subtracts declared days already taken and then planned days. It does not check every day of a multi-day absence block.

Half-days and conversion to part-time work require employer agreement. If the reserve or medical duration is exhausted, review renewal with a new certificate: a possible total of 620 days does not mean all families may use them immediately. Exceptional employment-leave renewal and benefit renewal have their own formalities; medical-control approval remains an AJPP condition.

Sources: Code du travail L1225-62 · Code du travail D1225-16 · CSS L544-2 · CSS L544-3 · Service Public F1631

05

Which separate application goes to CAF or MSA for AJPP?

The benefit application is separate from employer notice. Prepare the official form with the doctor, the detailed medical certificate in a confidential sealed envelope and the employer’s leave-status certificate. CAF or MSA checks the conditions, including residence rules, and the medical-control service gives the required opinion. No benefit amount is inferred from the employment-leave reserve.

A monthly statement records absence days and is completed by the employer for employees. For the same child, the limit is 22 full-day equivalents per month for one or both members of the couple combined, not 22 each. Other benefits may create a non-cumulation issue: declare them to the fund.

The expense supplement requires health-related expenditure and resources below the applicable limit. Resource documents concern this supplement; presenting a general income ceiling as a basic AJPP condition would be misleading. Gathering these records guarantees neither the supplement nor daily payment.

Sources: CSS L544-2 · CSS L544-3 · CSS D544-4 · CSS D544-1 · CSS L544-7 · Service Public F15132