Break Time in the Field: What the Law Really Says

Break time, that little space between two tasks, is often misunderstood, sometimes ignored, and yet strictly regulated. Here’s finally a clear breakdown.

Why talk about “break time regulations”?

Breaks—just the word conjures up relaxation, coffee, and a quick escape from the day’s tasks. But beyond the image, it’s also a precise legal topic.
In companies, especially in field service roles, misunderstanding can quickly become a source of tension or dispute.
Break time regulations formally define employees’ rights—and employers’ obligations. Ignoring these rules is playing with fire. And no one wants their schedule to go up in smoke.

What the Labor Code Says

According to Article L3121-16 of the French Labor Code, every employee is entitled to a minimum consecutive break of 20 minutes as soon as the daily working time reaches 6 hours.
And no, it’s not “about” 20 minutes, nor “if there’s time.” That’s the rule.

But that’s not all:

• This break time is not necessarily paid, unless a company agreement or practice says otherwise.
• It can only be split up if specific provisions allow for it (collective agreement, company agreement, etc.).
• The employee must be able to actually rest during this period (no breaks during a client call or while traveling between sites).

Break Time, On-Call Time, and Actual Working Time: Who’s Who?

Confusion is common. An on-call employee, for example, is available without necessarily working. This doesn’t always count as actual working time.
Conversely, actual working time is when the employee is at the employer’s disposal, following instructions, unable to freely attend to personal matters.

And what about lunch breaks? That’s up for debate:

• If the employee remains available during this break (on-call, waiting instructions), it may be counted as working time.
• Otherwise, it remains an unpaid break.

In practice, it all depends on the organization in place. And that’s where trouble starts for some companies…

Why Comply with Field Break Regulations?

You could say “because it’s the law” and leave it at that. But that would overlook some very concrete consequences:

• Financial penalties in case of a labor inspection.
• Growing dissatisfaction among employees who feel squeezed dry.
• Psychosocial risks linked to overload and lack of recovery time.
• Damaged reputation with clients and partners.

In short: a company that neglects breaks has everything to lose. There’s nothing poetic about administrative irregularity.

Gray Areas: Waiting, Travel, Downtime

A technician finishes a job at 11:30 am. The next one is scheduled for 1:15 pm. Is this waiting time a break? Working time? A gray area?

Many companies consider these moments as breaks—so, unpaid.
From the employee’s perspective, it’s quite different: they remain on call, often restricted in their movements, without real freedom.
Hence legitimate frustrations… and avoidable conflicts if the issue is addressed upfront.

Formalizing Breaks: Mission Impossible?

Not necessarily. Some management software like Cadulis allows you to:

• Automatically reserve time slots dedicated to breaks (lunch, recovery, etc.).
• Set fixed rules with controlled flexibility (wider time slots, 10-minute tolerance, etc.).
• Ensure fairness in team management, while remaining compliant with the Labor Code.

A well-configured tool then becomes a **partner in regulatory compliance**. And not just another Excel sheet to fill out at the end of the day, half-asleep in front of your computer.

Clear Rules… but Human Flexibility

Yes, you need to set boundaries. Yes, you must comply with regulations. But all of this should be based on an ingredient often forgotten in HR guides: trust.

You can’t monitor every break, every cigarette, every call to daycare. And it’s not desirable. What field teams want is to be treated with respect.
They know how to make the right call if they’re clearly informed about the rules.

What Companies Should Remember About Break Regulations

• Clearly inform your employees about their break rights.
• Configure your schedules to include breaks without overloading the day.
• Use suitable tools like Cadulis to ensure reliable rules and maintain fairness.
• Keep a dose of common sense: people can’t be scheduled down to the last centimeter.