The 13th month at Leclerc is not governed by the Labor Code or a national collective agreement mandating its payment. Its existence depends on each legal entity within the network, leading to significant discrepancies from one store to another, including between two hypermarkets located in the same urban area.
Legal Framework of the 13th Month in the Leclerc Network
The E.Leclerc movement operates as a cooperative of independents. Each point of sale is owned by a distinct member, with its own social structure. The direct consequence: the 13th month is never guaranteed at the group level.
Its payment can arise from three sources. A company agreement negotiated locally between the store management and employee representatives. A clause included in the individual employment contract. Or an established practice, meaning a repeated, fixed, and general practice within the establishment.
For a practice to have binding value, case law requires three cumulative criteria: consistency (payment every year without interruption), fixity (same calculation method), and generality (attribution to all employees or a clearly defined category). An employer can denounce a practice, but only by respecting a reasonable notice period and informing each affected employee individually as well as the CSE.
In practice, we observe that the conditions for the Leclerc 13th month vary significantly according to the HR policy of each member and the financial health of the center.
Calculation and Eligibility Conditions for the Leclerc 13th Month
When a Leclerc store pays a 13th month, the amount generally corresponds to one month of gross base salary. Some establishments calculate it based on the average salary of the last twelve months, while others use the salary of December. This distinction has a real impact for employees who received a raise during the year.
Absences can reduce the amount pro rata. A sick leave not considered as actual working time results in a proportional deduction, unless a more favorable provision is stated in the company agreement. Maternity leave and work-related accidents are, however, considered as time present by law.
Several eligibility conditions frequently appear in local Leclerc agreements:
- A minimum seniority in the company, often set between a few months and a year depending on the establishment
- An effective presence on a reference date (typically December 31 for a year-end payment)
- An ongoing CDI or CDD contract, with employees on probation potentially excluded according to the terms of the agreement
Payment usually occurs in one lump sum on the December payroll. Some centers split the bonus into two payments (June and December), which alters the tax treatment for the employee without changing the employer’s cost.
13th Month Bonus and Overall Salary Package at Leclerc
Reducing Leclerc’s remuneration to just the 13th month would be a misinterpretation. Entities within the network build packages that combine several complementary mechanisms.
Offers published in August 2026 show that some establishments provide, in addition to the salary paid over 13 months, profit-sharing, participation in profits, and an attendance bonus. The combination of these schemes can represent a substantial supplement beyond just the thirteenth month.
On the side of the Siplec E.Leclerc headquarters, the package includes RTT, remote work, a free gym, a company restaurant, a parking lot with charging stations, a family mutual insurance, and health insurance fully covered at 100%. This level of benefits applies to positions at headquarters and does not reflect the reality of all stores.
In stores, common benefits include:
- Checkout discounts reserved for employees on purchases made in the point of sale
- Benefits from the CSE (Complementarity card, cinema tickets, vacation vouchers depending on the centers)
- A participation and profit-sharing scheme whose amount directly depends on the store’s results
The 13th month is just one element among others in the loyalty policy. A center that does not pay a thirteenth month may compensate with generous profit-sharing or a performance bonus that can exceed one month’s salary.
Disputes and Recourse in Case of 13th Month Cancellation
The unilateral cancellation of the 13th month constitutes the main dispute observed within the network. If the bonus is included in the employment contract, the employer cannot remove it without the written agreement of the employee. Any unilateral modification of a contractual remuneration element is null.
When the 13th month is based on a company practice, the situation differs. The employer can terminate it by following the denunciation procedure: informing the CSE, individual notification to each employee, and a sufficient notice period before the effective cancellation. A practice not denounced according to the rules remains enforceable before the labor court.
If the 13th month is provided for by a company agreement, its cancellation must necessarily go through the negotiation of a new agreement or the denunciation of the existing agreement, with legal notice and a survival period for acquired benefits.
We recommend that employees systematically check the legal source of their 13th month (contract, collective agreement, or practice) before any dispute. The payslip alone is not sufficient to qualify the nature of the commitment.
The diversity of legal structures within the Leclerc network makes each situation unique. An employee transferred from one center to another may lose their 13th month if the new employer does not provide for this bonus, as the change of member implies a change of legal entity, even under the same brand.