{"id":12731,"date":"2026-04-25T12:22:41","date_gmt":"2026-04-25T10:22:41","guid":{"rendered":"https:\/\/sedi.pixecom.site\/sedi\/?post_type=services&#038;p=12731"},"modified":"2026-04-26T21:12:19","modified_gmt":"2026-04-26T19:12:19","slug":"conges-payes","status":"publish","type":"services","link":"https:\/\/sedi.pixecom.site\/sedi\/services\/conges-payes\/","title":{"rendered":"MFRFR-Cong\u00e9s pay\u00e9s"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"12731\" class=\"elementor elementor-12731\" data-elementor-post-type=\"services\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6d753cc e-flex e-con-boxed e-con e-parent\" data-id=\"6d753cc\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-a7d8c06 e-con-full e-flex e-con e-child\" data-id=\"a7d8c06\" data-element_type=\"container\" data-e-type=\"container\" 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class=\"menu-item-text\"><span class=\"menu-text\">CASE STUDIES<\/span><\/span><\/span><span class=\"\" data-icon = \"\"> <\/span><\/a><ul class=\"the7-e-sub-nav vertical-sub-nav\"  role=\"group\"><li class=\"menu-item menu-item-type-custom menu-item-object-custom menu-item-13034 first depth-1\"><a href='https:\/\/sedi.pixecom.site\/sedi\/services\/questions-autour-de-la-tva\/' data-level='2'><span class=\"item-content\"><span class=\"menu-item-text\"><span class=\"menu-text\">Questions autour de la TVA<\/span><\/span><\/span><span class=\"\" data-icon = \"\"> <\/span><\/a><\/li> <li class=\"menu-item menu-item-type-custom menu-item-object-custom menu-item-13040 depth-1\"><a href='https:\/\/sedi.pixecom.site\/sedi\/services\/creer-une-entreprise-en-france' data-level='2'><span class=\"item-content\"><span class=\"menu-item-text\"><span class=\"menu-text\">Cr\u00e9er une entreprise en France<\/span><\/span><\/span><span class=\"\" data-icon = \"\"> <\/span><\/a><\/li> <li 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10.2 41 17 55.8 17 25.5 0 28-28.2 17.5-38.7zm-198.1 77.8c5.1-13.7 24.5-29.5 30.4-35-19 30.3-30.4 35.7-30.4 35zm81.6-190.6c7.4 0 6.7 32.1 1.8 40.8-4.4-13.9-4.3-40.8-1.8-40.8zm-24.4 136.6c9.7-16.9 18-37 24.7-54.7 8.3 15.1 18.9 27.2 30.1 35.5-20.8 4.3-38.9 13.1-54.8 19.2zm131.6-5s-5 6-37.3-7.8c35.1-2.6 40.9 5.4 37.3 7.8z\"><\/path><\/svg>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"http:\/\/sedi.pixecom.site\/sedi\/wp-content\/uploads\/2026\/04\/FOCUS-ON-Les-conges-payes-2025-France-FR.pdf\" >\n\t\t\t\t\t\t\tT\u00e9l\u00e9charger la fiche\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d076a5 elementor-widget elementor-widget-text-editor\" data-id=\"2d076a5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h1 class=\"p1\">Cong\u00e9s pay\u00e9s<\/h1><p class=\"p2\">Tout(e) salari\u00e9(e) a le droit \u00e0 des cong\u00e9s pay\u00e9s d\u00e8s son embauche mais ces cong\u00e9s ne seront pay\u00e9s que s\u2019il\/elle a acquis des Droits \u00e0 cong\u00e9s et respecte la l\u00e9gislation en vigueur.<\/p><h2 class=\"p2\"><b>A \u2013 BASES LEGALES <\/b><\/h2><p class=\"p2\">\u2022 <b>Nombre de cong\u00e9s pay\u00e9s par ann\u00e9e de r\u00e9f\u00e9rence, pour une ann\u00e9e compl\u00e8te : <\/b><\/p><p class=\"p2\"><span class=\"s2\">&#8211; <\/span>25 jours si on compte les cong\u00e9s en jours <b>ouvr\u00e9s (du lundi au vendredi<\/b>) = 5 semaines<\/p><p class=\"p2\"><span class=\"s2\">&#8211; <\/span>30 jours si on compte les cong\u00e9s en jours <b>ouvrables (du lundi au samedi<\/b>) = 5 semaines<\/p><p class=\"p2\">Le mode de calcul est d\u00e9termin\u00e9 par la convention collective du secteur. On compte en g\u00e9n\u00e9ral en jours ouvr\u00e9s pour les soci\u00e9t\u00e9s dont le samedi est un jour habituellement non travaill\u00e9.<\/p><p class=\"p2\"><b>ATTENTION, les jours de cong\u00e9s se cumulent mensuellement : <\/b><\/p><p class=\"p2\">&#8211; 2.083 jours par mois en jours ouvr\u00e9s = 25 jours de cong\u00e9s pay\u00e9s \u00e0 la fin d\u2019une ann\u00e9e compl\u00e8te.<\/p><p class=\"p2\">&#8211; 2.5 jours par mois en jours ouvrables = 30 jours de cong\u00e9s pay\u00e9s \u00e0 la fin d\u2019une ann\u00e9e compl\u00e8te.<\/p><p class=\"p2\">\u2022 <b>La p\u00e9riode d\u2019accumulation des cong\u00e9s dite <\/b><span class=\"s3\"><b>p\u00e9riode de r\u00e9f\u00e9rence<\/b><\/span><b>, va du 1<\/b><span class=\"s4\"><b>er <\/b><\/span><b>juin de l\u2019ann\u00e9e N au 31 mai N+1<\/b>. Cette p\u00e9riode peut \u00eatre diff\u00e9rente selon la convention collective ou un accord d\u2019entreprise.<\/p><p class=\"p2\"><b>Il est \u00e9galement admis de faire courir cette p\u00e9riode de r\u00e9f\u00e9rence de janvier \u00e0 d\u00e9cembre<\/b>, mais il faut le mentionner dans le contrat de travail et ne pas oublier d\u2019informer le prestataire de paie puisque le logiciel est param\u00e9tr\u00e9 par d\u00e9faut sur la p\u00e9riode de r\u00e9f\u00e9rence la plus commune (juin \u00e0 mai).<\/p><p class=\"p2\">\u2022 <b>La p\u00e9riode de prise des cong\u00e9s <\/b>est la p\u00e9riode pendant laquelle le\/la salari\u00e9(e) doit prendre son <b>cong\u00e9 principal de 4 semaines &#8211; entre le 1<\/b><span class=\"s4\"><b>er <\/b><\/span><b>mai et 31 octobre<\/b>.<\/p><p class=\"p2\">Sur ces 4 semaines, le\/la salari\u00e9(e) a l\u2019obligation de prendre <b>2 semaines cons\u00e9cutives <\/b>de cong\u00e9s pay\u00e9s (10 jours ouvr\u00e9s ou 12 jours ouvrables), excluant les \u00e9ventuels jours de compensation ou RTTs.<\/p><p class=\"p2\">Si le\/la salari\u00e9(e) ne peut pas prendre 4 semaines pendant cette p\u00e9riode, cela lui donne droit \u00e0 des cong\u00e9s suppl\u00e9mentaires de fractionnement (voir plus loin).<\/p><p class=\"p2\">Cette p\u00e9riode peut \u00eatre diff\u00e9rente selon la convention collective ou un accord d\u2019entreprise.<\/p><h2 class=\"p2\"><b>B &#8212; QUAND et COMMENT prendre les cong\u00e9s pay\u00e9s ? <\/b><\/h2><p class=\"p2\"><span class=\"s2\">&#8211; <\/span>Tout(e) salari\u00e9(e) peut prendre des cong\u00e9s d\u00e8s son embauche, seulement si il\/elle a acquis suffisamment de cong\u00e9s au moment des cong\u00e9s agr\u00e9\u00e9s par l\u2019employeur.<\/p><p class=\"p4\">*Il est en effet formellement interdit de prendre des cong\u00e9s non encore acquis. Le solde de cong\u00e9s pay\u00e9s ne peut pas \u00eatre n\u00e9gatif.<\/p><p class=\"p2\"><b>Th\u00e9oriquement, <\/b>les p\u00e9riodes de prise de cong\u00e9s et ordre de d\u00e9part en cong\u00e9s sont <b>fix\u00e9s par accord d\u2019entreprise <\/b>ou \u00e0 d\u00e9faut, <b>par l\u2019employeur<\/b>. L\u2019employeur peut imposer les dates de cong\u00e9s pour 4 semaines maximum dans l\u2019ann\u00e9e. La 5\u00e8me semaine reste au libre choix du\/de la salari\u00e9(e).<\/p><p class=\"p2\">\u2022 Mais dans la pratique, pour les petites entreprises de moins de 10 salari\u00e9 (e) s, le\/la salari\u00e9(e) soumet des dates de cong\u00e9s \u00e0 l\u2019employeur qui est libre d\u2019accepter ou de refuser, <b>mais au moins un mois avant <\/b>le d\u00e9but de la p\u00e9riode de cong\u00e9s demand\u00e9e.<\/p><p class=\"p4\"><b>Attention : la possibilit\u00e9 de prendre des cong\u00e9s par anticipation (fait de prendre des cong\u00e9s d\u00e9j\u00e0 acquis avant l\u2019ouverture de la prise des cong\u00e9s), est subordonn\u00e9e \u00e0 l\u2019accord des deux parties. <\/b><\/p><h2 class=\"p1\"><b>EXEMPLES (comptabilis\u00e9s en jours ouvr\u00e9s, soit du lundi au vendredi) : <\/b><\/h2><p class=\"p1\">Votre salari\u00e9(e) est arriv\u00e9(e) le 1<span class=\"s1\">er <\/span>juillet 2024.<\/p><p class=\"p1\">La p\u00e9riode de r\u00e9f\u00e9rence des cong\u00e9s court de juin N \u00e0 mai N+1.<\/p><p class=\"p1\">La p\u00e9riode de prise de cong\u00e9s court de mai N \u00e0 octobre N.<\/p><p class=\"p2\"><b>Exemple 1 <\/b>: le\/la salari\u00e9 souhaite prendre 4 jours du 23 au 27 d\u00e9cembre (25 d\u00e9cembre f\u00e9ri\u00e9).<\/p><p class=\"p2\">L\u2019employeur doit v\u00e9rifier que l\u2019employ\u00e9(e) a cumul\u00e9 suffisamment de jours \u00e0 la date de prise des cong\u00e9s : 7&#215;2.083=12.49 jours. L\u2019employeur est donc libre d\u2019accepter ou de refuser, puisque la p\u00e9riode de prise des cong\u00e9s n\u2019est pas encore ouverte.<\/p><p class=\"p2\"><b>Exemple 2 : <\/b>le\/la salari\u00e9(e) souhaite prendre 10 jours du 19 au 31 ao\u00fbt. Il\/elle n\u2019aura cumul\u00e9 que 4.16 jours de cong\u00e9s pay\u00e9s.<\/p><p class=\"p2\">L\u2019employeur ne pourra accorder que 4 jours de cong\u00e9s sur les 10 jours demand\u00e9s. Les 6 autres seront sans solde, c\u2019est-\u00e0-dire que le\/la salari\u00e9(e) ne percevra pas de r\u00e9mun\u00e9ration pendant cette p\u00e9riode.<\/p><p class=\"p1\">\u2022 <b>L\u00e9galement, les jours de cong\u00e9s acquis durant la p\u00e9riode de r\u00e9f\u00e9rence N\/N+1 qui ne seront pas \u00e9pur\u00e9s au 31 mai de l\u2019ann\u00e9e N+2, seront consid\u00e9r\u00e9s comme perdus et non report\u00e9s sur la p\u00e9riode suivante<\/b>, <b>except\u00e9 s\u2019il y a un accord \u00e9crit entre l\u2019employeur et l\u2019employ\u00e9 qui stipule le contraire. <\/b><\/p><p class=\"p1\"><b><i>Ne pas oublier d\u2019int\u00e9grer une telle information au contrat de travail ! <\/i><\/b><\/p><h2 class=\"p1\"><b>B \u2013 CONGES SUPPLEMENTAIRES <\/b><\/h2><p class=\"p1\">\u2022 <b>Les jours de fractionnement. <\/b>Quatre semaines de cong\u00e9s, dont deux semaines cons\u00e9cutives de cong\u00e9s (10 jours ouvr\u00e9s ou 12 jours ouvrables) doivent \u00eatre prises entre le 1<span class=\"s1\">er <\/span>mai et le 31 octobre. Si ce n\u2019est pas le cas, le\/la salari\u00e9e a droit \u00e0 des cong\u00e9s suppl\u00e9mentaires appel\u00e9s jours de fractionnement, d\u00e9pendant du nombre de cong\u00e9s pris en dehors de cette p\u00e9riode.<\/p><p class=\"p1\"><b>ATTENTION : <\/b>la 5<span class=\"s1\">\u00e8me <\/span>semaine de cong\u00e9s est exclue de ce calcul.<\/p><p class=\"p1\">Le nombre de jours de fractionnements varie selon chaque convention collective. S\u2019il n\u2019y a pas de convention collective pour votre secteur d\u2019activit\u00e9 ou qu\u2019il n\u2019y a aucune pr\u00e9cision dans la v\u00f4tre, on applique le code du travail, soit :<\/p><p class=\"p1\"><span class=\"s2\">&#8211; <\/span>1 jour suppl\u00e9mentaire si l\u2019employ\u00e9(e) a pris entre 3 et 5 jours apr\u00e8s le 31 octobre.<\/p><p class=\"p1\"><span class=\"s2\">&#8211; <\/span>2 jours suppl\u00e9mentaires si l\u2019employ\u00e9(e) a pris plus de 6 jours apr\u00e8s le 31 octobre.<\/p><p class=\"p1\"><b>ATTENTION : <\/b>aucun jour de fractionnement ne sera accord\u00e9 si le\/la salari\u00e9e refuse de prendre des cong\u00e9s pay\u00e9s sans explication valable, ou s\u2019il\/elle pose des RTT ou jours de compensation* \u00e0 la place de cong\u00e9s pay\u00e9s alors qu\u2019il\/elle en a suffisamment cumul\u00e9s.<\/p><p class=\"p1\">\u2022 <b>Cong\u00e9s pour \u00e9v\u00e9nement familial ou exceptionnel <\/b>: le code du travail accorde des cong\u00e9s suppl\u00e9mentaires pour des \u00e9v\u00e9nements familiaux tels que mariage du\/de la salari\u00e9(e) (4 jours), naissance de l\u2019enfant du salari\u00e9 (3 jours), d\u00e9c\u00e8s\u2026La convention collective peut accorder plus de jours que le code du travail. Dans tous les cas, l\u2019employeur devra appliquer le plus favorable au\/ \u00e0 la salari\u00e9(e).<\/p><p class=\"p3\"><i>*RTT et jours de compensation= Jours de cong\u00e9s suppl\u00e9mentaires octroy\u00e9s en compensation d\u2019un sch\u00e9ma de travail forfaitaire en heures ou en jours. <\/i><\/p><p class=\"p1\"><b>N\u2019h\u00e9sitez pas \u00e0 nous contacter si vous avez des questions ! <\/b><\/p><p data-start=\"632\" data-end=\"1127\">\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Starting your business with us is easy! Lorem ipsum dolor sit amet, consectetur adipiscing elit. 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