Breastfeeding Leave and Professional Life

FRENCH LEGAL SYSTEM

FRENCH LEGAL SYSTEM

SPANISH LEGAL SYSTEM

SPANISH LEGAL SYSTEM

CONCEPT

CONCEPT

Article L1225-30 of the French Labour Code:

« For one year from the date of birth, a breastfeeding employee is entitled to one hour per day during working hours for that purpose ».

 Article L1225-30 of the French Labour Code:

"For one year from the date of birth, a breastfeeding employee is entitled to one hour per day for this purpose during working hours."

Article 37.4 of the Workers' Statute (French text) – "breastfeeding leave":

"In the event of birth, adoption, pre-adoption guardianship or foster placement, in accordance with Article 45.1.d), workers shall be entitled to one hour's absence from work, which may be split into two periods, for the care of infants up to nine months of age. The duration of the leave shall be increased proportionally in the event of multiple births, adoptions, pre-adoption guardianships or foster placements."

Article 37.4 of the Workers' Statute – "Breastfeeding Leave":

"In the event of birth, adoption, pre-adoption guardianship or foster placement, in accordance with Article 45.1.d), workers shall be entitled to one hour's absence from work, which may be split into two periods, for the care of infants up to nine months of age. The duration of the leave shall be increased proportionally in the event of multiple births, adoptions, pre-adoption guardianships or foster placements."

WHO IS ENTITLED TO THIS RIGHT?

WHO IS ENTITLED TO THIS RIGHT?

Only the biological mother may request the application of this measure.

Only the biological mother of the child may request the application of this measure.

Either the mother or the father, at the parents' free choice, whether the relationship with the child is biological, through adoption, or in the case of foster care.

Either the mother or the father, at the parents' free choice, whether the relationship with the child is biological, through adoption, or in the case of foster care.

DURATION

DURATION

As an employee, you are entitled to breastfeed your child during working hours for 1 year from the date of birth.

The employee is entitled to a reduction in working time of 1 hour per day, split into 2 periods:

• 30 minutes in the morning.
• 30 minutes in the afternoon.

In the absence of an agreement with the employer, this break is placed in the middle of each half-day of work.

This breastfeeding break is reduced to 20 minutes if the employer provides employees with a dedicated breastfeeding room (within or near the workplace premises).

As an employee, you are entitled to breastfeed your child during working hours for 1 year from the date of birth.

The employee is entitled to a reduction in working time of 1 hour per day, split into 2 periods:

• 30 minutes in the morning.
• 30 minutes in the afternoon.

In the absence of an agreement in accordance with the employer, this break shall take place at the midpoint of each half-day of work.

This breastfeeding break is reduced to 20 minutes if the employer provides employees with a dedicated breastfeeding room (within or near the workplace premises).

Le(a) salarié(e) peut profiter du droit au permis d'allaitement  pendant 9 mois à partir de la naissance, en choisissant une des modalités suivantes :

• Réduction de 30 minutes de la journée de travail.
• Accumuler en jours pleins les 30 minutes de réduction par jour.

De nombreuses conventions collectives améliorent ces conditions, afin d'encourager l'application de la loi 39/1999, du 5 novembre, de Conciliation de la Vie Familiale et Professionnelle, pour favoriser l'égalité des chances entre femmes et hommes.

The employee may take breastfeeding leave for up to 9 months from the date of birth, choosing one of the following options:

• A daily reduction of working hours by 30 minutes.
• Accumulation of the daily 30-minute reduction into full days of leave.

 Many collective bargaining agreements improve upon these conditions, in order to promote the application of Law 39/1999 of 5 November on the Reconciliation of Family and Professional Life, aimed at advancing equal opportunities for women and men.

RÉMUNÉRATION

REMUNERATION

Les temps de pause ne sont pas rémunérés, sauf dispositions conventionnelles contraires.

Par exemple: la convention collective de l'électronique, de l'audiovisuel et de l'équipement ménager du 26 novembre 1992 (article 31) accorde aux salariées qui allaitent une autorisation d'absence d'une heure le matin et d'une heure l'après-midi jusqu'au sixième mois de l'enfant, sur justificatif médical.

These breaks are unpaid, unless otherwise agreed.

For example: the collective bargaining agreement for electronics, audiovisual and household appliances of 26 November 1992 (Article 31) grants breastfeeding employees one hour's leave in the morning and one hour in the afternoon until the child's sixth month, subject to the provision of a medical certificate.

Les temps de pause sont rémunérés, conformément à la disposition aditionnelle 19º du Statut des Travailleurs. 

This leave is paid in accordance with Additional Provision 19 of the Workers' Statute.

WHAT SHOULD I DO IF MY EMPLOYER DENIES ME THIS RIGHT?

WHAT SHOULD I DO IF MY company PREVENTS ME FROM EXERCISING THIS RIGHT?

Article L. 1411-1 du Code du travail :

La salariée qui s'estime victime d'une discrimination pour refus de cette réduction de journée pour allaiter peut saisir le Conseil de Prud'hommes, étant l'organe compétent pour trancher tous les litiges survenant entre un salarié, apprenti ou stagiaire et son employeur de droit privé.

Si la mesure prise par l'employeur est jugée discriminatoire, elle sera automatiquement annulée et la salariée percevra des dommages et intérêts couvrant l'intégralité du préjudice subi.

Parallèlement, il ne faut pas oublier que les discriminations sur le lieu de travail constituent des infractions pénales et la salariée est donc en droit de déposer une plainte auprès du Procureur de la République, du commissariat de police, de la gendarmerie ou du doyen des juges d'instruction du Tribunal de grande instance. 

Article L. 1411-1 of the Labour Code:

An employee who believes she has been discriminated against by her company for being denied this reduction in working hours for breastfeeding may bring a claim before the Conseil des Prud'hommes, the competent body for resolving all disputes arising between an employee, apprentice or trainee and their employer.

If the measure taken by the company is deemed discriminatory, it will be automatically cancelled and the employee will receive compensation covering the full extent of the harm suffered.

It should also be noted that workplace discrimination constitutes a criminal offence, and the employee therefore has the right to file a complaint with the Public Prosecutor's Office, a police station, the gendarmerie, or the "tribunal de grande instance".

Article 139 of the Act Regulating Social Jurisdiction :

 This is a procedure classified as urgent and will be dealt with on a priority basis by the Spanish Labour Courts.

From the moment the employee receives notification that the employer is refusing to allow them to exercise their right to breastfeeding leave, the employee has 20 days in which to bring legal proceedings.

It will also be possible to claim damages and compensation before the Labour Courts within the same legal action.

Article 139 of the Act Regulating Social Jurisdiction:

 This is an urgent procedure and will be dealt with on a priority basis by the Spanish Labour Courts.

From the moment the employee receives notification that the company is refusing to grant her right to breastfeeding leave, she has 20 days to take legal action.

It is also possible to claim compensation for damages within the same claim, before the Spanish employment tribunals.