Baby arrived this summer? The decrees for the new parental leave have been published

Good news for young and future parents. The application decrees for the brand new additional parental leave have just been published in the Official Journal this Sunday, May 31, 2026. Whether you are an employee, self-employed, or a public agent, this new paid right will allow you to spend more time with your child starting July 1st. Let's take a look at the conditions, timeline, and procedures to approach this new benefit with peace of mind.

A flexible right open to all professional paths

This new system adapts to the diverse realities of today’s families, excluding no one. The rigid barriers between different statuses are fading away to allow for broader protection. The system applies to individuals under the general scheme, public service, agricultural sector, or self-employment. The essential condition lies in the arrival date of your baby: this right opens for all births or adoptions that have occurred since January 1, 2026. Designed to support the initial bonding, this measure offers a true breath of fresh air for organizing after childbirth.

A tailored duration to adjust according to your family organization

Each parent can decide to extend their leave period following the usual maternity or paternity leave. This additional leave extends for a duration of one or two months per parent, and its strength lies in its flexibility. You can choose to take these months simultaneously to enjoy this new life together, or alternately to extend the child's care at home. Moreover, it is entirely possible to split this leave into two distinct periods of one month. This allows for optimal adaptation to professional imperatives and the desires of each household.

Financial compensation guaranteed by Health Insurance

Taking time off to care for your baby should not be a source of financial anxiety. This additional leave comes with partial income maintenance to suspend your activity more serenely. It is compensated directly by Health Insurance at 70% of the salary for the first month, then 60% for the second month. These amounts remain capped by the Social Security ceiling, set at 4,005 euros since the beginning of the year. For self-employed workers, a specific flat daily allowance is provided. Note that these allowances do not accumulate with other benefits such as sick leave or unemployment.

Essential points of the decrees to remember

To clarify quickly, the official texts provide very precise temporal rules to memorize for your organization. The overall entry into force of the system is set for July 1, 2026. For children born from this date, the leave must be taken within nine months following the birth, once maternity or paternity leave has expired. If your baby was born in the first half of the year, between January 1 and June 30, 2026, the decrees have provided a protective transition phase. Your nine months to take this leave officially begins from July 1, 2026. This gives you the necessary time to plan your absence with your professional circle.

A notice period to respect for informing the employer

To ensure that the transition goes as smoothly as possible within your company, a simple formalism is required. You must inform your employer at least one month before the desired start date for your leave. This notice period is reduced to just fifteen days for the second parent if they choose to follow this additional leave immediately after their 28 days of paternity leave. The request must be sent by registered letter with acknowledgment of receipt or delivered in person against a receipt, specifying the selected dates as well as the chosen splitting modalities.

This new additional parental leave marks a significant evolution in supporting parenthood. By offering quality time and great organizational freedom to families, it allows for a more balanced approach to the first months of the child.