Vacation days in Germany: How much annual leave are you entitled to?

Vacation days in Germany are governed by the Federal Leave Act (BUrlG), which guarantees every employee a minimum of four weeks paid annual leave per year. For most expat professionals, this translates to 20 days on a standard five-day work schedule, though many contracts offer 28-30 days total.

You're likely here because your leave balance doesn't match what you expected, your request was denied without explanation, or you're unsure what happens to unused days when changing jobs. These situations create immediate stress when you need clear answers about your legal position and practical next steps.

This is what we cover:

• Statutory minimum calculations and part-time adjustments

• Requesting leave and handling employer refusals

• Carryover rules and expiry deadlines that protect your entitlement

• Sick leave during vacation and job change procedures

• Additional leave rights for disability, youth, and parental situations

Does German annual leave law apply to you as an expat?

German annual leave protection generally applies when your employment relationship is governed by German employment law, and nationality is not the deciding factor. Even a foreign-based employer may have to observe Germany's paid minimum annual leave for work performed here.

A foreign payslip, an English-language contract or a manager based abroad does not automatically remove German minimum protection. What matters is where and how you work, which law governs the contract, and whether you are locally employed, posted or working across several countries.

How many statutory vacation days do employees receive in Germany?

The statutory minimum is four weeks of paid annual leave in each calendar year. For the common five-day week, that means 20 days.

The number “24” in the Federal Leave Act often causes the first wave of confusion. The Act counts Werktage using a six-day week that includes Saturday. Twenty days on a five-day schedule and 24 days on a six-day schedule both provide four weeks away from work.

Many employers offer 28 or 30 days. Those additional days may follow different rules when you leave or carry leave forward.

How do you calculate vacation days for part-time or irregular work?

For part-time employees, vacation entitlement is based on the number of days normally worked each week, not on the number of hours worked per day. This ensures that all employees receive the same amount of actual time off.

For example, someone who works three long days per week does not receive the same number of leave days as someone who works five shorter days. Instead, each employee receives leave proportional to their working pattern.

What happens to vacation when you start or leave a job mid-year?

The 1/12 rule does not apply automatically to every mid-year start or departure. This is one of the most common places where a confident-looking HR calculation can still be incomplete.

The law asks whether you completed the six-month waiting period and when employment ends. Leaving in May differs from leaving in August. A job change does not create two full entitlements: the former employer records leave already granted or paid out.

What is the difference between statutory and contractual leave?

Statutory leave is the protected floor, while contractual extra leave is everything granted above it. On an ordinary summer holiday, the distinction is invisible; it becomes important when something changes.

Think of 30 days as two layers: usually 20 statutory days plus ten additional days. A contract can sometimes apply special rules to the second layer, but it must distinguish it clearly enough.

How should you request annual leave, and can it be refused?

Request leave through the designated system and wait for approval before making irreversible plans. Your preferred dates are the starting point, not a favour you should feel uncomfortable asking for.

The right is to paid leave, not always to one particular week. Submit exact dates, keep the confirmation, and ask for the reason and alternatives if the request is refused.

As a practical rule, book non-refundable travel only after approval. A contract or policy may set a request process, but it cannot remove the statutory duty to consider your leave wishes.

When can unused vacation be carried over or expire?

Statutory leave is normally taken in the current calendar year, and carryover is possible where urgent operational or personal reasons justify it. The familiar 31 March date applies to carried-over leave, but it is not a universal delete button.

Office folklore often says, “Everything disappears in March.” The real questions are which days remain, why they were not taken, and whether the employer clearly enabled you to use them. A portal balance alone may not be enough.

If employment ends and the remaining leave can no longer be taken, it changes into a claim for financial compensation. During ongoing employment, however, payment is generally not a substitute for actual rest.

What happens if you become sick during approved vacation?

Days on which you are medically certified as unfit for work are not counted as annual leave. The practical difference is important: the days return to your balance, but the approved holiday does not simply extend itself.

For an expat, this can be stressful. You may be outside Germany, speaking to a doctor who does not know the German phrase Arbeitsunfähigkeit, while your team expects a quick message.

Tell your employer promptly, obtain evidence that confirms incapacity for work, and follow any additional procedure required by your health insurer, especially abroad.

How do parental leave and maternity protection affect annual leave?

During parental leave, the employer may reduce annual leave by one twelfth for each full calendar month, but the reduction is not automatic. That small word “may” matters.

Ask before or during parental leave how the employer intends to calculate the entitlement and whether a reduction has been declared. If you work part-time for the same employer, the parental-leave reduction does not apply to that period.

How are vacation pay, holiday bonuses and public holidays treated?

Your normal remuneration continues during statutory annual leave, but an additional holiday bonus is a separate question. The similar German words make this sound more complicated than it is.

Urlaubsentgelt keeps normal income flowing during leave. Urlaubsgeld is an extra payment that needs its own basis. A statutory public holiday at the relevant work location generally does not consume a leave day when it falls on a day you would normally work.

What should you check now?

Check the entitlement in a fixed order: work pattern, legal sources, timing, use and expiry information. This keeps statutory minimum leave separate from contractual extras and exposes most calculation errors quickly.

What is the bottom line on vacation days in Germany?

Employees in Germany are protected by a four-week statutory minimum, regardless of nationality. The correct number depends mainly on regular workdays, while waiting periods, job changes and clearly separated extra leave affect the detailed calculation. Request leave in writing, keep approvals and expiry notices, and obtain medical evidence immediately if illness interrupts your holiday. When a foreign contract, long-term sickness or a disputed reduction is involved, early review can prevent the loss of a valuable entitlement.