Impact of French Public Sector Sick Leave Reforms: Trends and Data Analysis

Recent policy shifts in the French public sector have adjusted the remuneration for ordinary sick leave (Congé Maladie Ordinaire, or CMO) for civil servants. Since April 2025, employees receive 90% of their base salary during the first three months of leave, down from the previous 100%. This adjustment, implemented under the Code Général de la Fonction Publique, aims to address absenteeism rates within local authorities by modifying the financial conditions of short-term medical leaves.

How have sick leave patterns changed since the 2025 reform?

Data from the Diot-Siaci 2026 Observatory on the social performance of local authorities indicates a measurable shift in absenteeism following the implementation of the 90% remuneration threshold. Comparing 2024 to 2025, the number of civil servants taking ordinary sick leave dropped by nearly 10%. The frequency of these absences—how often individual employees take leave—also saw a decline of approximately 5%. However, the duration of individual sick leaves remained largely unchanged, suggesting that while fewer employees are initiating short-term leave, the length of recovery for those who do remains consistent with pre-reform patterns.

Does the policy reduce long-term costs for local authorities?

Budgetary savings from this policy are projected to be modest, according to analysts at Diot-Siaci and Caracal Stratégies. Because the reduction in pay primarily affects leave lasting less than 90 days, it only impacts a portion of total health-related absences. While these short-term leaves are the most frequent, they account for less than half of the total days lost to illness. The primary benefit cited by the report is a reduction in workplace disruption, as fewer staff absences lead to more consistent service delivery for local government departments.

The rising role of therapeutic part-time work

As the landscape of public sector health management evolves, therapeutic part-time work (temps partiel thérapeutique) has emerged as a significant tool. By 2025, it became the third most common form of absence, trailing only ordinary sick leave and work-related accidents. Clinical evidence suggests this arrangement acts as a bridge for employees returning to work after health issues. Data indicates that employees utilizing therapeutic part-time programs are less likely to experience prolonged, repeat sick leaves in subsequent months, establishing it as a primary mechanism for long-term employment retention and absenteeism prevention.

Key Observations on Public Sector Health Trends

• Absence Stability: Despite budget constraints and public service restructuring, the overall rate of absenteeism in local authorities remained stable throughout 2025.
• Frequency vs. Duration: The 2025 reform influenced the likelihood of an employee taking leave, but had no statistically significant impact on the total duration of those absences.
• Operational Impact: Experts suggest that while the financial impact on administrative budgets is limited, the primary gain for local authorities is a reduction in organizational turnover and team instability.

While the reform has achieved its goal of reducing the number of short-term sick leave incidents, critics, including various labor unions, maintain their opposition to the policy. They argue that the reduction in income may force employees to return to work before fully recovering, potentially impacting long-term health and staff morale. As local authorities continue to manage these fiscal and social pressures, the emphasis remains on balancing cost-efficiency with the necessity of maintaining a healthy and productive public sector workforce.