Each summer, the same question comes up in apprentice groups: "My company closes in August, what do I do?" Between the maximum closure duration, the paid leave earned, advance leave, and the famous "right to 30 days" for under-21s, many apprentices discover — often too late — that they did not ask the right questions at the right time.
In short: when the company closes for the annual holidays, the apprentice benefits from the same rules as any employee: 2.5 working days of leave per month, 24 working days maximum of imposed closure, and a right to 30 days for those under 21. If you have not earned enough leave, your employer can agree to advance leave, but cannot impose unpaid leave without your agreement, nor send you to the CFA "to compensate".
What does the Labour Code say about annual closure?
The annual closure for paid leave is governed by articles L3141-1 and following of the French Labour Code. Three key rules apply to the employer, whether the employee is an apprentice or a regular worker:
- Maximum imposed closure duration: 24 consecutive working days. Beyond that, the employee's agreement is required.
- Minimum notice period: the employer must inform employees at least one month in advance of the closure period and the days of leave imposed.
- Reference to earned leave: the closure cannot, in principle, exceed the number of days of leave that employees have earned at the closure date.
"The employer who imposes the annual closure cannot, in return, ask employees to make up the hours not worked." — Article L3141-1 of the French Labour Code, principle recalled by the Cour de cassation (Soc. 12 July 2006, n°05-41.529).
For an apprentice, these rules apply in full: the Labour Code specifies in L6222-23 that the apprentice is a full employee benefiting from the same rights as other employees.
What happens concretely to your pay in August?
Everything depends on the number of days of leave you have earned at the closure date. Here are the four scenarios, from most favourable to most complicated:
| Situation | Effect on pay | Expected action |
|---|---|---|
| You have earned 30 days or more | Normal salary maintained throughout the closure | No action needed |
| You have earned between 24 and 29 days | Normal salary on earned days, unpaid leave to request (or may be refused) | Written agreement from employer |
| You have earned less than 24 days | Normal salary on earned days, leave in advance proposed by the employer | Written response within 7 days |
| You are under 21 | Right to 30 days, including unpaid days beyond what is earned | Request by email to the apprenticeship tutor |
The most often forgotten point: the 5 days of leave to prepare for exams (article L6222-35) cannot be taken during the company's annual closure — they are taken in the month preceding the exams, and are a different counter. For the details of the days available, you can review our full guide on apprentice leave in 2026.
The trap of "leave in advance"
This is one of the most misunderstood topics by apprentices. Leave in advance is simple on paper: your employer lets you take more days than you have earned, and will deduct these days from your future entitlements (or from your final pay settlement when the contract ends).
But caution is required, for two reasons:
- The employer is never obliged to accept. It is a favour: they can quite simply impose unpaid leave, or propose an alternative (teleworking from a relative's place, a mission at a partner's).
- Signing without checking can be costly. If you leave the company before earning the advanced days, the employer can legally request the recovery of sums paid from your final pay settlement. It is rare, but it happens.
The other, more subtle trap: some employers ask you to take all your exam revision days during the summer closure. This is illegal — the 5 revision days are reserved for the month preceding the exams, and the employer has no right to make you use them for other purposes.
Under 21: your right to 30 days, even if you have not earned them
This is one of the most advantageous rights in the Labour Code for young apprentices, and it is still widely unknown. Article L3164-9 specifies that employees and apprentices under 21 on 30 April of the previous year can request to benefit from 30 working days of leave, even if they have not yet earned all of these entitlements.
Concretely, a 19-year-old apprentice hired in February 2026 can request 30 days of paid leave for summer 2026, while they will have only earned 15 to 18 days at the closure date. The unearned days are not paid — that is the only counterpart — but the employer cannot refuse if they fall within the closure period.
For an apprentice who started in March, 30 days of closure = approximately 12 unpaid days on the August payslip. To anticipate in your budget.
This is a lever to know when you are starting out: it lets you enjoy the summer without jeopardising the August cash flow, provided you have saved up alongside.
What if the company closes for more than 24 days?
Concrete case: a construction SME or an accounting firm that closes from 25 July to 25 August — approximately 24 working days, within the legal limit. But some structures close 5 full weeks, from 1 August to 31 August, or even 6 weeks. Beyond 24 working days:
- The employer must obtain your written agreement for the additional period.
- If you refuse, they must propose an arrangement: work at another site, a mission at a client's, teleworking, or RTT days.
- As a last resort, if the employer finds no solution and you are unable to work, the contract is suspended without wage deduction (but also without pay being maintained).
For apprentices, the question rarely arises in these terms: most companies close for 3 to 4 weeks, and the schedule is aligned with the CFA periods (generally less busy in July and August). But in companies that choose to close for a long time, anticipate.
The special case where the CFA is also closed
This is one of the trickiest situations of the summer: both the company and the CFA close at the same time. Concretely, you are "stuck" between two closures, and the question of pay arises differently.
First case: the two closures overlap and total more than 30 working days. The employer can ask you to take leave during this period, but cannot impose more than 24 consecutive days. The remainder gives right to unpaid leave, RTT days, or remote training if the CFA offers it.
Second case: the company stays open but the CFA is closed. This is the simplest case: you continue to work at the company, your pay is maintained normally, and the collective agreement or company agreement may provide a "catch-up" bonus for the CFA days not recovered.
For construction apprentices, in case of simultaneous closure and heatwave, you can also combine with bad-weather unemployment (75% of gross): this is what we detail in our guide on apprentices and heatwaves in 2026.
What to do if the closure goes badly?
If your employer imposes a closure without respecting the one-month notice, puts you on unpaid leave without your agreement, or refuses your request for 30 days while you are under 21, you have several levers — in order:
- Check your leave counter on the payslip or employee portal: this is the first document to master.
- Send an email to the apprenticeship tutor and the HR department, citing article L3141-1 of the Labour Code. Keeping a written record is essential.
- Contact the CFA: most CFAs have an educational coordinator who can intervene in case of tension with the company, especially during closure.
- Contact the labour inspectorate via the DREETS in your region: in case of abusive closure or wage deduction, referral is possible anonymously.
- Refer to the Conseil de prud'hommes as a last resort, if the loss of pay is proven and the employer refuses any amicable solution.
For apprentices wondering how to organise themselves at the start of the school year, our remuneration simulator lets you recalculate pay by integrating earned leave days, days taken, and the impact of annual closures. Useful for anticipating the summer cash flow — and for verifying that no deduction has been wrongly applied.
Three reflexes to keep before 31 July
- Request in writing the exact closure period from your employer (start date, end date, included bridge days), with acknowledgment of receipt. This is the document that stands as evidence in case of dispute.
- Check your leave balance on the latest payslip: days earned, days taken, days remaining. In case of discrepancy, report it immediately.
- Anticipate unpaid days if you are under 21 and request 30 days: set aside the equivalent of one to two weeks of pay so as not to be overdrawn at the start of September.
Summer is made for resting, but not for losing your rights. A well-prepared annual closure means an apprentice who starts September calmly — and who arrives at the CFA with no bad surprise on the payslip.