Germany is well known for its strong worker protection laws and emphasis on work-life balance, and paid leave (known as Urlaub) plays a huge part in that. Whether you’re a full-time employee, a part-time worker, or managing a global team with staff in Germany, understanding how leave laws work is crucial.
This guide explains the latest updates to Germany’s paid leave laws in 2026, including annual leave, sick leave, parental and family leave, and how public holidays fit into your schedule.
Annual Leave Entitlement in Germany
The foundation of German vacation rights comes from the Federal Vacation Act (Bundesurlaubsgesetz – BUrlG).
Under this law:
-
Employees working a five-day work week are entitled to at least 20 days of paid vacation per year.
-
Those working a six-day week are entitled to 24 days.
However, most employers in Germany go beyond the minimum. Thanks to collective bargaining agreements and company policies, the average annual leave is between 25 and 30 days. This ensures that employees can take enough time off to rest, recharge, and return to work motivated.
How Annual Leave is Calculated
Leave is based on the number of working days per week. For example:
-
If you work 4 days per week, your annual leave would be 16 days (4 × 4).
-
If you only work part-time or on a mini-job basis, your leave is calculated proportionally to your working schedule.
Employers are legally required to calculate and document leave entitlement clearly in their contract or HR system.
Carrying Over Unused Leave
In general, employees are expected to take their vacation within the same calendar year. However, if you can’t use it for valid reasons, such as illness or heavy workload, the law allows you to carry over your remaining leave until March 31 of the following year.
If you still don’t use it by then, the leave may expire unless otherwise agreed in your employment contract or collective agreement.
Sick Leave and Medical Certificates
Germany has a strong employee protection system for illness. If you get sick and can’t work:
-
You must inform your employer immediately, and
-
Provide a medical certificate (Arbeitsunfähigkeitsbescheinigung) if your sick leave lasts more than three days.
You will continue to receive your full salary for up to six weeks from your employer. After that, your public health insurance covers sick pay at about 70% of your gross salary (up to a legal cap).
This system ensures that employees don’t lose income due to short-term illness and can focus on recovery.
Parental Leave (Elternzeit) and Maternity Protection
Maternity Leave (Mutterschutz)
Pregnant employees in Germany are protected by the Maternity Protection Act (Mutterschutzgesetz).
They are entitled to:
-
6 weeks of paid leave before the birth, and
-
8 weeks after the birth (extended to 12 weeks in case of premature or multiple births).
During this time, the employee receives maternity pay funded by both the employer and the statutory health insurance provider. The law also protects mothers from being dismissed during maternity leave.
Parental Leave (Elternzeit)
Both parents have the right to take up to three years of parental leave per child, either together or separately. During this time, they can choose to work part-time (15–30 hours per week) or take full time off.
While parental leave is usually unpaid, parents can apply for Elterngeld (parental allowance), which replaces a percentage of their income (usually 65%–67%) for up to 14 months combined.
Care Leave (Pflegezeit) and Family Emergencies
Germany recognizes that family care responsibilities can be urgent and unpredictable. Employees have several options:
Short-Term Care Leave
You can take up to 10 days of unpaid leave if a close family member suddenly needs care. This time is intended to help you organize long-term support or medical arrangements.
Long-Term Care Leave
If long-term caregiving is necessary, employees can take up to six months of unpaid leave under the Family Care Leave Act (Pflegezeitgesetz).
During this period, your job remains protected, and you can apply for a government-backed interest-free loan to cover lost income.
Public Holidays in Germany
Germany has nine nationwide public holidays, such as New Year’s Day, Labour Day, and Christmas.
Each federal state (Bundesland) also has its own regional holidays, meaning some workers enjoy up to 13–14 holidays per year, depending on where they live.
These holidays are not counted as part of your annual vacation days.
If you are required to work on a public holiday, for example, in healthcare, hospitality, or emergency services, your employer must compensate you with either:
-
A substitute day off, or
-
Additional holiday pay, depending on your contract and local regulations.
Paid Time Off (PTO) and Work Schedule Flexibility
Many international companies in Germany are now blending traditional leave systems with modern Paid Time Off (PTO) policies.
This approach combines all types of leave, vacation, sick days, personal days, into one flexible balance, giving employees more control over how they use their time off.
However, under German law, employers must still guarantee the minimum statutory leave and comply with the Bundesurlaubsgesetz. PTO can be offered in addition to these rights, but not as a replacement.
To make scheduling easier, companies operating 24-hour shifts (like hospitals, factories, or global support centers) often use rotating shift schedules that balance coverage with fair rest periods. This ensures no employee is overworked and everyone gets enough time to rest.
Compensation for Unused Leave
If your employment ends and you still have unused paid leave, your employer is required to pay out those remaining days in your final paycheck.
Alternatively, the company can ask you to take your remaining vacation during your notice period, but this must be mutually agreed and clearly communicated.
FAQ: Your Questions About Leave Laws in Germany
What is the minimum paid annual leave for full-time employees in Germany?
For employees working a standard five-day week, the statutory minimum is 20 days of paid annual leave per year. If you work a six-day week, the minimum is 24 days. These are provided under the Bundesurlaubsgesetz (Federal Holiday Act).
Can my employer require me to take my annual leave at a certain time?
Yes, you must submit a leave request, and your employer can approve or deny it based on operational reasons. Conversely, the employer must encourage you to take your leave during the year and cannot simply let days expire without action.
What happens if I get sick while on vacation?
If you fall ill during your vacation and present a valid medical certificate, the days of illness can be reclassified as sick leave rather than vacation. This means your vacation days are restored and you can take them later.
How is annual leave calculated for part-time or mini-job employees?
Leave entitlement is calculated pro rata based on the number of days you work per week. For example, if the statutory minimum is 20 days for 5 days/week, and you work 4 days/week, you’re entitled to 16 days (4 × 4). This applies even for mini-jobbers (low-income limited-hour workers).
By when must I use my leave days?
Generally, you should use your vacation within the calendar year. If you couldn’t take them due to business reasons or illness, the law allows carry-over until March 31 of the following year. After that, they may expire unless new rules apply.
Am I entitled to paid leave if I’m disabled or doing hazardous work?
Yes, certain groups have additional legal entitlements. For example, employees with severe disabilities are entitled to an extra five working days of paid leave. Those doing hazardous or physically difficult work also often receive extra days through collective agreements.
What are my rights in the event of termination regarding unused leave?
When your employment ends, any unused paid annual leave must be compensated financially if you haven’t used it. Alternatively, your employer may require you to take your leave during the notice period. Failing to do either may give rise to legal claims.
How long is maternity leave in Germany, and what benefits apply?
Under the Mutterschutzgesetz (Maternity Protection Act), pregnant employees are generally entitled to six weeks before birth and eight weeks after (or 12 weeks in cases of premature or multiple births). The pay is based on prior earnings, and job protection is guaranteed.
Is there a statutory paternity leave?
There is no universal statutory “paternity leave” separate from parental leave, but parents, both mothers and fathers, can take up to three years of unpaid parental leave (Elternzeit). During this time, job protection applies, and part-time work (e.g., 15-30 hours/week) is allowed unless urgent business reasons oppose it.
What public holidays apply, and do they count toward annual leave?
Public holidays in Germany are separate from annual leave entitlement. While there are 9 national holidays, each state adds regional ones. If you work on a public holiday, you may be entitled to additional time off or higher compensation.
Conclusion
Germany’s leave laws are designed to support a healthy work-life balance while protecting both employees and employers. From generous annual leave and parental rights to detailed rules on sick pay and care leave, the system ensures fairness, flexibility, and long-term well-being.
As we move into 2026, more companies are adopting flexible work schedules and PTO systems while respecting legal requirements. Whether you’re working in Berlin, Munich, or remotely for a German employer, knowing your rights ensures you can take the time you need for rest, family, or recovery, without worrying about job security or income loss.