A Comprehensive Guide to Annual Leave (Urlaubstage) in Germany: Everything You Need to Know
Annual leave (in German: Urlaubstage) is one of the fundamental pillars of employee rights in Germany. It ensures periods of rest and recuperation that help maintain a healthy balance between work and private life. In this comprehensive guide, we present the most important information about the number of annual leave days, the legal basis for determining them, and practical tips on how to make the best use of your annual leave.
The minimum number of annual leave days in Germany is defined by the Federal Vacation Act (Bundesurlaubsgesetz – BUrlG). It stipulates in particular:
Number of days
If the working time is based on a 5-day week (Monday to Friday), employees are entitled to at least 20 days of annual leave.
If the working time is based on a 6-day week (Monday to Saturday), employees are entitled to at least 24 days of annual leave.
Statutory minimum
These figures are a statutory minimum. Many employment contracts or collective agreements (Tarifverträge) grant employees additional leave days that go beyond this minimum.
Part-time employees
If an employee works part-time and therefore fewer days per week, the annual leave is calculated proportionally.
Example: If a person works only 3 days per week, the statutory minimum leave is calculated as 3/5 of 20 days – that is approximately 12 days of annual leave per year.
Probation period (Probezeit)
During the first six months of employment (often the probation period), the right to annual leave accrues gradually, month by month.
After one month of work, an employee is generally entitled to 1/12 of their annual leave.
In practice, many employers prefer to grant the full annual leave only after the probation period has ended. Legally, however, employees may already take part of their accrued leave earlier unless the employment contract explicitly excludes this.
Full entitlement after six months
Once an employee has completed six months of continuous employment, they are usually entitled to their full annual leave, as specified in the employment contract or collective agreement, provided there is no special arrangement that states otherwise.
Actual working days
Public holidays (Feiertage) on which the employee would not be working anyway are not counted as leave days.
Only those days are deducted from the annual leave balance on which the employee would normally be required to work.
Sickness during annual leave
If an employee falls ill during their vacation and obtains a medical certificate (Krankmeldung), these sick days are not deducted from their annual leave but are treated as sick leave.
The employer must be informed without delay, and the medical certificate must be submitted within the required time.
Carrying over leave to the next year
As a rule, unused leave can be carried over to the following year, but typically only until 31 March of that year.
After that date, the leave usually expires, unless there were serious reasons that prevented the employee from taking it (such as long-term illness).
Collective agreements (Tarifverträge) and individual employment contracts often contain provisions that are more favorable for employees than the statutory minimum laid down in the Federal Vacation Act. For example:
More leave days
In certain sectors, such as industry or the public sector, employees sometimes receive 30 days of annual leave or even more.
Special groups
Some agreements grant extra leave to:
employees above a certain age,
employees with disabilities,
or parents who are caring for children.
Mechanisms for organizing leave
Collective agreements and contracts may also:
define clear rules for requesting leave,
specify when employers may refuse or must grant leave,
and regulate how unused leave can be carried over into the next calendar year.
Communicating with your employer in advance
Leave requests should be submitted in writing or through the company’s digital system (if available).
Especially during peak times, such as the summer holidays or major religious and national holidays, it is advisable to apply well in advance.
Business needs and the employee’s leave
Employers may refuse a leave request if there are urgent operational reasons (dringende betriebliche Gründe), such as:
urgent projects,
severe staff shortages,
or seasonal peak periods.
However, arbitrary or repeatedly unjustified refusals are not permitted.
Principle of fairness
When several employees wish to take leave at the same time (for example, during school holidays), requests are often discussed with the works council (Betriebsrat) or governed by internal rules to ensure fair treatment for everyone (for example, giving priority to employees with school-age children, rotating popular periods among staff, etc.).
Termination or change of employment
When an employment relationship ends (due to resignation, dismissal or moving to a new job), any remaining leave generally has to be settled.
If the remaining leave cannot be taken before the end of the employment relationship, the employee is entitled to a financial compensation (Urlaubsabgeltung) for unused days.
Health-related reasons
If an employee is unable to work for an extended period because of illness, they may often request that their leave be carried over.
If the illness continues over a very long period (possibly years), legal and court rulings can result in parts of the accumulated leave expiring after a certain time.
Mandatory leave (forced leave)
In some cases, employers may require employees to take leave, for example:
during temporary plant closures,
during seasonal downtimes,
or due to organizational reasons (company-wide holidays).
Such arrangements must comply with legal provisions and should not be enforced unilaterally against the legitimate interests of employees.
Plan ahead
Create a yearly leave plan and coordinate with colleagues to avoid staff shortages and conflicts over popular periods.
Check your employment contract
Carefully read the leave provisions in your employment contract and, where applicable, the relevant collective agreement:
Are there deadlines for taking your leave?
What conditions apply to carrying leave over to the next year?
Keep records
Always keep copies of your leave requests and approvals (for example, emails or documents from the HR system).
This documentation can be very helpful if disputes or misunderstandings arise later.
Know and protect your rights
If your leave requests are repeatedly refused without valid reasons, or if you believe you are not being granted your full statutory or contractual leave entitlement, you can:
contact the works council (Betriebsrat),
or your trade union (Gewerkschaft)
for advice and support.
Physical and mental health: Leave is crucial for rest and recovery, helps reduce stress and prevents burnout.
Higher productivity: After a proper break, employees often return more motivated, focused and productive.
Improved family and social life: Leave allows more time for family, friends and hobbies, thereby supporting a better work-life balance.
Annual leave (Urlaubstage) is one of the fundamental rights of employees in Germany. It is not merely a luxury, but an essential tool for maintaining health, well-being and occupational safety.
Understanding the legal framework and internal company rules – both as an employee and as an employer – is crucial in order to know how many days of leave are available, how to request them and within which time frame they should be used.
With good planning and mutual understanding between employees and management, the leave system can be organized in a way that serves both individual interests and the needs of the business.
Did you find this article helpful?
Share it with colleagues, friends and family – via social media or email – and help raise awareness about leave entitlements in Germany.
The editorial team of this website strives to provide accurate information based on thorough research and multiple sources. Nevertheless, errors may occur or information may be incomplete. The content of this article should therefore be regarded as an initial reference only. For binding, official information you should always consult the competent authorities or professional advisors.
