A year after the extension of paternity leave to 25 days, the reform has significantly increased the use of the system. But according to an INED study published in January 2026, only 59% of fathers take all of their leave. Inequalities remain marked according to professional status.
A reform widely adopted, but not always in full
Since July 2021, the duration of paternity leave has more than doubled, from 11 to 25 days, including four compulsory days after the three days of birth leave. Stated objective: strengthen the father-child bond, rebalance the sharing of parental tasks and reduce professional inequalities between women and men.
According to the National Institute of Demographic Studies (INED), the reform did not cause a sudden break, but it prolonged an already upward dynamic. In 2022, 81% of fathers took their leave beyond the mandatory week. On the other hand, only 59% took the entire 25 days, which shows that extension does not automatically translate into full use of the device.
Strong disparities according to professional status
The study highlights significant gaps. Around nine out of ten civil servants and employees on permanent contracts, in both the public and private sectors, extend their leave beyond the obligatory period. Conversely, fathers on fixed-term contracts, the self-employed and job seekers use paternity leave much less.
Professional and financial constraints remain the main obstacles. The self-employed more often mention the workload, while employees on short contracts and unemployed fathers cite potential loss of income more often. Despite recent progress in these categories, inequalities in recourse remain structural.
France still far from European standards
Although France has taken a step forward, it remains far from certain European neighbors. Spain, for example, offers 19 weeks of paternity leave, equivalent to maternity leave. In comparison, the French 25 days still appear limited to encourage lasting involvement of fathers.
Another notable development: the splitting of leave is increasing, as is taking leave “solo”, after the mother returns to work. These practices, still in the minority, are considered particularly favorable to paternal investment in daily care.
New birth leave expected in July
To go further, a new birth leave must come into force from July 2026. Designed to support the birth rate, it will allow parents to extend their presence with their child for up to two additional months. The compensation provided would be 70% of net salary the first month, then 60% the second.
For INED, these developments confirm an underlying trend: paternity leave has now become a common practice. But as long as professional and financial constraints weigh more heavily on certain categories of workers, real equality regarding leave will remain an unachieved objective.