2 weeks in a row? - How much consecutive vacation are employees entitled to?

According to the German Federal Leave Act (BUrlG), employees are entitled to at least 24 working days vacation per year - with a Six-day week. With a Five-day week are the 20 vacation days. Collective agreements or employment contracts may also grant an extended vacation entitlement.

Yes, basically already. According to § 7 Para. 2 BUrlG, the vacation coherent be granted in order to ensure the employee's recovery. It is expressly stipulated that at least two weeks (i.e. ten consecutive working days) must be granted in one piece - provided there are no urgent operational reasons to the contrary.

As a rule: Yes. The legislator has made it clear that the employer may not grant a two-week vacation. not without good reason may contradict. Only if Operational issues (e.g. staff shortages, seasonal peaks) or Social reasons of other employees outweigh the other reasons, the employer may refuse to grant continuous leave.

Yes. Part-time employees and mini-jobbers have the same rights to continuous leave like full-time employees - the amount of vacation is based proportionately on the agreed working hours, but the two-week recovery period rule also applies here accordingly.

It is possible to split the vacation, but only if the employee wants this himself or if urgent operational reasons justify this. It remains important: Part of the annual leave must be at least two weeks - a mere fragmentation into individual days is not permitted, if the employee wishes to take leave in one go.

Yes - but only a few. The two-week minimum vacation rule can be circumvented if:

• operational necessities (e.g. sickness absence, peak times) make this necessary,
• or the Employee expressly waives longer vacation.

In such cases, however, the remaining vacation must be coherent in a later period be granted.

Only under strict conditions. The employer may only reject the leave request if:

• Urgent operational matters stand in the way,
• or Preferential vacation requests from other employees must be taken into account (e.g. parents of school-age children during the summer vacation).

A blanket rejection is not lawful.

First of all, the employee should Seek a discussion with the employer. If this does not lead to success, in cases of hardship:

• the Works council to be involved (if available),
• or even a Labor court clarification take place.

Our tip: Secure your entitlements in good time and document vacation requests in writing.

If an employee falls ill during their vacation, these days are not counted towards vacation, provided a medical certificate is presented (§ 9 BUrlG). These days may be made up become.

In principle, vacation must be taken in the current calendar year. Carryover to the following year is only permitted until March 31 - thereafter it expires. An exception applies if the leave is due to could not be taken for health reasons - then he stays up to 15 months received.

Employees have a clearly regulated entitlement to continuous vacation - at least two weeks at a time. The employer may not only exceptionally refuse leave. If your request for leave is regularly rejected or arbitrarily shortened, you should know your rights - and seek legal advice if necessary.

Our lawyers for employment law will examine your case individually. We will support you in enforcing your vacation entitlement and assist you with all employment law issues.