Is it possible to take leave because of getting married?

Yes, you can take time off from work in Germany because of your wedding – but it is not always an automatic legal right.

In German labour practice, this is usually referred to as:

“Sonderurlaub bei Eheschließung”
(special leave on the occasion of marriage)

However, whether and to what extent you are entitled to such leave depends on several factors. Here is the full explanation:

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1. Is there a statutory right to special leave for marriage under German law?

General labour law in Germany, such as the Federal Vacation Act (Bundesurlaubsgesetz – BUrlG) or relevant provisions in the Civil Code (BGB), does not expressly grant a universal, nationwide statutory right to special leave for marriage.

However, German labour practice recognises the concept of:

“Sonderurlaub” – special leave

for exceptional events such as:

• your own marriage,

• the death of close relatives,

• the birth of a child,

• moving house.

Whether you actually receive such special leave depends on:

• your individual employment contract (Arbeitsvertrag),

• a collective agreement (Tarifvertrag),

• or internal company rules / works agreements (Betriebsordnung / Dienstvereinbarung).

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2. When is an employee entitled to paid leave for their wedding?

You are typically entitled to paid special leave for your wedding in particular if:

1. This is explicitly regulated, e.g. in:

   • your employment contract,

   • a binding collective agreement (Tarifvertrag),

   • or internal company rules or works agreements.

   In such cases, many employers grant one paid day off, usually for the day of the civil marriage at the Standesamt.

2. Your employer voluntarily agrees:

   Even if there is no written provision, the employer may, as a gesture of goodwill or within the company culture, grant a special leave day or allow you to use a day from your regular holiday entitlement.

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3. How many days can you normally take?

In most cases, special leave covers only the actual wedding day.
For a honeymoon or longer trip, you generally have to use your normal annual leave.

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4. How do you request wedding leave from your employer?

To avoid conflicts with work schedules, you should:

• Inform your manager or HR department well in advance (ideally several weeks before the date),

• Submit a written request or use the internal HR system,

• Attach, if required, confirmation of the civil wedding appointment from the Standesamt,

• Ask clearly whether the day will be treated as paid special leave or as a regular annual leave day.

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5. Important practical notes

• In some sectors and larger organisations (for example the public sector – under TVöD, hospitals, public transport companies), collective agreements explicitly provide one day of paid special leave for your own wedding, provided it takes place on a regular working day.

• A purely religious wedding ceremony usually does not create its own right to special leave if it is not combined with the civil marriage.

• If the company does not grant paid special leave, you can usually use one day of your regular annual vacation or negotiate unpaid leave.

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Example from a collective agreement (TVöD)

Under certain public sector collective agreements such as:

TVöD – Tarifvertrag für den öffentlichen Dienst

employees are entitled to:

• one day of paid special leave on the occasion of their own marriage,

• provided the wedding takes place on a normal working day.

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Summary

Yes, you can take time off for your wedding in Germany, and in many cases you may receive:

• one paid day of special leave,

especially if this is regulated in:

• your employment contract,

• a collective agreement,

• or internal company rules.

If your contract or company rules do not mention such special leave, the safest option is:

• to talk to your employer early, and

• if necessary, use a day of your regular annual leave to cover your wedding day or surrounding days.

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The editorial team of this website aims to provide accurate information based on careful research and multiple sources. However, errors or uncertainties in individual cases cannot be completely ruled out. Please treat the information presented here as an initial guide and always consult the competent authorities or a qualified legal professional for binding, case-specific advice.