How long is annual leave in Germany?

In Germany, after the probationary period, supported employees are entitled to a minimum of 20 working days of annual leave for a 5-day work week. It is common for companies to offer up to 30 days of annual leave.

How is annual leave accrued in Germany?

In Germany, a supported employee is entitled to annual leave after completing one month of work and the probationary period. For those working a standard 5-day workweek, the legal minimum is 20 days of paid leave per year. However, it is common practice for employers to provide 30 days of leave per year.

What is the carry-over policy for annual leave in Germany?

In Germany, employees are typically required to use their annual leave within the same calendar year. If they do not, the leave is usually forfeited unless certain conditions are met. When unused statutory vacation is allowed to be carried over, it must be used by March 31 of the following year. For the statutory minimum leave to be forfeited, the following conditions must be fulfilled:

• The employer must actively encourage the employee to take their leave.
• The employer must clearly inform the employee that the leave will expire at the end of the year or by March 31 of the next year.
• The employee must choose not to take the leave, despite the employer’s notification.

How is paid time off (PTO) calculated in Germany?

Paid time off (PTO) in Germany is calculated based on a pro-rata method, using one day of salary as the basis for the calculation.

What is the process to request annual leave in Germany?

Supported employees in Germany should submit their annual leave requests through our Global Work Platform™. The requests must then be approved by their manager.

Is time off usage required in set increments in Germany?

No, time off usage is not required in set increments in Germany.

Is unlimited PTO an option in Germany, and how can it be accommodated?

Yes, unlimited Paid Time Off (PTO) can be accommodated in Germany.

Is it necessary to track leave accrual on employee payslips in Germany?

There is no legal obligation under German law to track leave accrual on employee payslips. However, it is strongly recommended under the German Employee Leasing Act (Arbeitnehmerüberlassungsgesetz or AÜG).