Each summer, the same question comes up in apprentice groups: "My company closes in August, what do I do?" Between the maximum length of the main leave, the paid leave earned, advance leave, and the "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 of work, 24 working days maximum taken in a row, and a right to 30 days of leave (unpaid beyond the days earned) for those under 21. If you have not earned enough leave, you can request leave in advance; failing that, the uncovered days are in principle unpaid leave. And if your CFA has classes during the closure, you attend them: it is paid working time.
What does the Labour Code say about annual closure?
The annual closure for paid leave is governed by articles L. 3141-1 and following of the French Labour Code. Several key rules apply to the employer, whether the employee is an apprentice or a regular worker:
- Maximum length of the main leave: 24 consecutive working days (4 weeks). Longer leave is only possible by individual derogation (particular geographical constraints, a disabled child or adult, or an elderly person with loss of autonomy in the household).
- Advance information: the leave period is communicated to employees at least 2 months before it opens, and each person's departure dates at least one month in advance.
- Reference period: leave is taken, in principle, between 1 May and 31 October.
- Closure beyond 30 working days: for each working day of closure exceeding the statutory annual leave entitlement, the employer pays an allowance at least equal to the daily paid leave allowance (article L. 3141-31).
"When an establishment closes for a number of days exceeding the statutory annual leave entitlement, the employer pays employees, for each working day of closure exceeding that duration, an allowance which may not be lower than the daily paid leave allowance." — article L. 3141-31 of the French Labour Code
For an apprentice, these rules apply in full: article L. 6222-23 of the Labour Code provides that the apprentice benefits from the provisions applicable to all employees, insofar as they are not contrary to their situation as a young worker in training.
What happens concretely to your pay in August?
Everything depends on the number of days of leave you have earned at the closure date (leave can be taken from the date of hiring). Here are the most common scenarios:
| Situation | Effect on pay | Expected action |
|---|---|---|
| Your earned leave covers the whole closure | Paid leave allowance throughout the closure | No action needed |
| Your earned leave does not cover the whole closure | Paid leave on the earned days; for the rest, leave in advance if the employer agrees, otherwise unpaid leave | Written request to the employer |
| You had unexhausted unemployment entitlements (ARE or ASS) | France Travail may pay an allowance for the uncovered days | Contact France Travail |
| You are under 21 | Right to 30 days of leave, unpaid beyond what is earned | Request in writing from the apprenticeship tutor |
| Closure of more than 30 working days | Allowance for each additional day (L. 3141-31) | Check your payslip |
The most often forgotten point: the 5 days of leave to prepare for exams (article L. 6222-35) cannot be taken during the company's annual closure — they are taken in the month preceding the exams, are paid, and come on top of paid leave. 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 these days are offset against your future entitlements.
But caution is required, for two reasons:
- The employer is never obliged to accept. If they refuse, the closure days not covered by your earned leave are, according to service-public.fr, unpaid leave: better to know this in advance for your budget.
- Read what you sign. Have the number of days advanced and how they will be counted specified in writing, especially if your contract ends shortly after the summer.
The other, more subtle trap: some employers ask you to take your exam revision days during the summer closure. That is not what they are for — the 5 revision days are intended for the month preceding the exams, on top of paid leave.
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 L. 3164-9 specifies that employees and apprentices under 21 on 30 April of the previous year can request to benefit from 30 working days of leave, regardless of their length of service.
Concretely, a 19-year-old apprentice hired in February 2026 can request 30 days of leave for summer 2026, while they will have earned only about 15 days by the end of July. The unearned days are not paid — that is the only counterpart — but the employer cannot refuse the principle of these 30 days; the dates are still set according to the usual rules.
For an apprentice who started in early March and has earned about 12.5 days by the end of July, requesting 30 days means about 17 unpaid days. To anticipate in your budget.
This is a lever to know when you are starting out: it lets you enjoy the summer, 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 for four weeks in August, i.e. 24 working days: this is the maximum length of the main leave taken in one go. Some structures close for longer, even 5 or 6 weeks. In that case:
- Beyond 24 consecutive working days, leave can only be imposed in one go under an individual derogation: the 5th week is normally taken at another time of the year.
- For closure days beyond 30 working days (the statutory annual leave entitlement), the employer must pay an allowance at least equal to the daily paid leave allowance (article L. 3141-31).
- If in doubt about the arrangements chosen, ask for written explanations and contact the CSE if there is one.
For apprentices, the question rarely arises in these terms: most companies close for 3 to 4 weeks, and the schedule is often 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 of the CFA
This is one of the trickiest situations of the summer: the company closes, but your work-study calendar schedules classes at the CFA during that period. Time spent at the CFA is working time (article L. 6222-24): you attend classes and are paid normally. Check your calendar before your leave dates are set, and report any overlap to your employer and your CFA.
Second case: the company stays open but the CFA is closed. This is the simplest case: you continue to work at the company and your pay is maintained normally.
For construction apprentices, heatwave episodes are subject to specific rules (bad-weather unemployment, adjusted working hours): 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 dates without respecting the one-month notice, makes a deduction you do not understand, 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 articles L. 3141-1 and following 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 an irregular closure or an unjustified wage deduction.
- 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 check the minimum salary you are entitled to — useful for anticipating the summer cash flow and spotting an abnormal deduction on your payslip.
Three reflexes to keep before 31 July
- Request in writing the exact closure period from your employer (start date, end date, included bridge days). 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 your earned leave does not cover the closure, or 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.