Germany has a comprehensive system of employee leave entitlements designed to protect workers' rights and ensure work-life balance. These entitlements are primarily governed by federal law, though some aspects, particularly public holidays, can vary by state (Bundesland). Understanding these regulations is crucial for employers operating in Germany, whether they have a local entity or are employing individuals remotely. Compliance with these rules is mandatory and ensures fair treatment of employees.
Navigating the nuances of German labor law, including the various types of leave and their specific requirements, can be complex. Employers must be aware of minimum statutory entitlements for vacation, rules surrounding public holidays, procedures for sick leave, and the extensive framework for parental leave, among other potential leave types.
Annual Vacation Leave
The minimum statutory annual leave entitlement in Germany is regulated by the Federal Leave Act (Bundesurlaubsgesetz). For employees working a five-day week, the minimum is 20 working days per year. For those working six days a week, it is 24 working days. Many employment contracts or collective bargaining agreements grant more generous leave entitlements, often ranging from 25 to 30 days per year.
- Calculation: Leave is calculated based on working days, which typically exclude Sundays and public holidays.
- Accrual: Employees usually accrue leave entitlement proportionally throughout the year. Full entitlement is typically gained after six months of employment with the same employer.
- Taking Leave: Employees should ideally take their leave during the calendar year it is accrued. Untaken leave can generally be carried over to the first three months of the following year, but this often requires specific agreement or is subject to company policy or collective agreements.
- Payment: Employees are entitled to receive their regular pay during their vacation. This is known as "Urlaubsentgelt".
Public Holidays
Public holidays in Germany are determined at the state level, meaning the number and specific dates of holidays can vary significantly between the 16 states. Employees are generally entitled to a paid day off on public holidays. If an employee is required to work on a public holiday, they are typically entitled to compensatory time off or premium pay, as stipulated by law or collective agreements.
Here are the national public holidays observed across all German states in 2025, along with some common regional holidays:
| Holiday | Date (2025) | National/Regional |
|---|---|---|
| New Year's Day | January 1 | National |
| Good Friday | April 18 | National |
| Easter Monday | April 21 | National |
| Labour Day | May 1 | National |
| Ascension Day | May 29 | National |
| Whit Monday | June 9 | National |
| German Unity Day | October 3 | National |
| Christmas Day | December 25 | National |
| St. Stephen's Day | December 26 | National |
| Epiphany | January 6 | Regional (e.g., BY, BW, ST) |
| Corpus Christi | June 19 | Regional (e.g., BY, BW, HE, NW, RP, SL, SN, TH) |
| Assumption Day | August 15 | Regional (BY, SL) |
| Reformation Day | October 31 | Regional (e.g., BB, MV, SN, ST, TH, NI, HB, HH, SH) |
| All Saints' Day | November 1 | Regional (e.g., BY, BW, NW, RP, SL) |
Note: This table lists common holidays but is not exhaustive for all regional variations.
Sick Leave Policies and Pay
Employees in Germany are entitled to continued payment of their wages during periods of illness. This entitlement is governed by the Continued Remuneration Act (Entgeltfortzahlungsgesetz).
- Notification: Employees must inform their employer of their illness and expected duration as soon as possible.
- Medical Certificate (Attest): If the illness lasts longer than three calendar days, the employee must provide a medical certificate from a doctor by the fourth day. Employers may request a certificate earlier.
- Duration of Employer Pay: Employers are legally required to continue paying the employee's full salary for up to six weeks (42 calendar days) for the same illness.
- Sickness Benefit (Krankengeld): After the employer's six-week period ends, the employee is typically entitled to receive sickness benefit from their statutory health insurance fund. This benefit is generally around 70% of the employee's gross salary (up to a certain limit) but not more than 90% of their net salary. Sickness benefit can be paid for up to 78 weeks within a three-year period for the same illness.
Parental Leave (Maternity, Paternity, Adoption)
Germany offers extensive provisions for parents, including maternity protection, parental leave (Elternzeit), and parental allowance (Elterngeld).
- Maternity Protection (Mutterschutz): This applies to pregnant employees and new mothers. It includes:
- A prohibition on working during the last six weeks before the calculated due date and the first eight weeks after childbirth (12 weeks for premature or multiple births).
- Protection against dismissal during pregnancy and for a period after childbirth.
- Continued payment during maternity leave, often a combination of maternity benefit from the health insurance and a top-up from the employer.
- Parental Leave (Elternzeit): Both parents are entitled to take unpaid parental leave until the child's third birthday.
- Each parent can take up to 36 months of parental leave per child.
- Up to 24 months of this leave can be taken between the child's third and eighth birthday, with the employer's consent (which can only be refused for urgent operational reasons).
- Parental leave can be taken by one parent alone or by both parents simultaneously or alternately.
- Employees are protected against dismissal during parental leave.
- Parental Allowance (Elterngeld): While parental leave is unpaid by the employer, parents are often eligible for Parental Allowance from the state.
- Basic Parental Allowance (Basiselterngeld): Paid for a maximum of 14 months if both parents share the leave (one parent can claim a maximum of 12 months). It is typically 65-67% of the net income before birth, capped at €1,800 per month.
- Parental Allowance Plus (ElterngeldPlus): Allows parents to receive the allowance for a longer period at half the monthly amount. It can be claimed for up to 28 months.
- Partnership Bonus: Provides additional months of ElterngeldPlus if both parents work part-time (24-32 hours per week) simultaneously for a certain period.
Other Types of Leave
Beyond the main categories, German law and collective agreements recognize other situations where employees may be entitled to leave:
- Bereavement Leave: While not explicitly mandated by federal law, many employment contracts or collective agreements grant a few days of paid leave in the event of the death of a close family member.
- Care Leave (Pflegezeit): Employees have the right to take up to 10 working days of short-term absence to organize care for a close relative in an acute care situation, receiving partial wage replacement (Pflegeunterstützungsgeld) from the care insurance fund. They can also take up to six months of unpaid leave for longer-term care of a close relative at home.
- Study Leave (Bildungsurlaub): In many German states, employees are entitled to a certain number of days (typically 5 per year or 10 over two years) of paid leave for recognized professional or political education courses. This is a state-level entitlement and does not exist in all states.
- Sabbatical: There is no general statutory right to a sabbatical in Germany. However, some employers offer sabbaticals based on company policy or collective agreements.
- Leave for Personal Reasons (Sonderurlaub): In certain specific circumstances, such as moving house, attending a wedding, or dealing with official appointments that cannot be scheduled outside working hours, employees may be entitled to a short period of paid or unpaid leave, often based on collective agreements or individual contracts.
