Are you planning your next vacation or just want to know how many days off you are entitled to?
With the vacation calculator from Teamhero you can now easily calculate your available vacation online.
Regardless of whether you work full-time, part-time or have a mini-job – our vacation days calculator adapts to your circumstances and provides you with a reliable answer in seconds.
We do not assume any responsibility for the accuracy of the results generated by our calculator. The results are to be understood as approximate estimates. We are not liable for any damages or financial losses of any kind arising from the use of the calculator.
In Germany, the Federal Vacation Act (BUrlG) defines the entitlement to vacation. This law ensures that all employees are entitled to paid leave. The minimum length of leave is determined by the number of working days in a week. With a standard five-day week, for example, this means that an employee is entitled to at least 20 days’ leave per year.
The basic formula for calculating the statutory minimum leave is relatively simple: the number of working days per week is multiplied by four. This gives the minimum number of vacation days to which employees are entitled, based on full-time employment over an entire year. For a normal five-day working week, the vacation entitlement is calculated as follows:
5 × 4 = 20 minimum vacation days per year
This value can be influenced by company agreements, as many companies grant their employees additional vacation days over and above the statutory minimum. Such regulations can often be found in collective agreements or are negotiated directly between the employer and the works council.
Adapting to company standards means that the actual vacation entitlement can vary depending on the workplace and industry. For example, some companies in industries with particularly high workloads or in professions with irregular working hours offer additional recovery days to promote the health and work ability of their employees.
Use our vacation calculator for an exact calculation of your vacation entitlement tailored to your personal situation.
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Arrange to get to know each otherAccording to recent rulings by the European Court of Justice (ECJ), employees’ vacation entitlement may no longer expire automatically.
Employers must actively and promptly inform their employees that unused vacation may expire; and they must ask employees to take their vacation on time. This is an important change, as previously unused vacation could simply expire at the end of the year or carry-over period.
Also good to know: If an employee dies, their vacation entitlement does not automatically expire upon their death. According to a ruling by the European Court of Justice (ECJ), the heirs of a deceased employee can claim compensation for vacation not taken. This is because the right to paid leave has a pecuniary value that is transferred to the employee’s estate and therefore becomes part of the estate.
The Teamhero vacation calculator offers a quick and efficient solution for calculating your vacation entitlement, adapted to the legal requirements and your specific working conditions. Regardless of whether you work full-time, part-time or on a mini-job basis, our tool takes different working time models into account and calculates your vacation entitlement precisely and reliably.
The application is very simple: you enter your weekly working days and the calculator automatically determines the number of vacation days based on the German Federal Vacation Act and any additional company agreements.
By the way: A great addition to the vacation calculator is the Teamhero working time calculator.
The determination of vacation entitlement can vary depending on the employment model. Here we show examples of how vacation entitlement is calculated for different forms of employment.
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For part-time employees, vacation entitlement depends directly on the number of days worked per week. The basic rule is: The statutory minimum leave resulting from full-time employment (usually 20 days for a 5-day week) is calculated pro rata according to the number of days actually worked.
Situation: An employee works a constant three days per week. Calculation: Assuming a basis of 24 vacation days, which applies to full-time employees, the part-time employee receives their vacation entitlement in proportion to their working hours. Since she works three out of five possible working days, she receives three-fifths of the vacation days of a full-time employee.
Situation: An employee alternates between working four days in one week and two days in the following week. Calculation: The average working day is calculated over a representative period, which in this case is three days per week.
The vacation entitlement is then calculated accordingly on the basis of these average days, similar to the first scenario, which gives the person a vacation entitlement corresponding to the three-day working weeks.
Situation: An employee works more frequently in summer (four days per week) than in winter (two days per week). Calculation: In order to take seasonal fluctuations into account, the average working day is calculated over the entire year.
This results in an average of three working days per week if four days are worked for six months and two days for six months. The vacation entitlement is then determined based on these three average working days per week.
For full-time employees, the calculation of vacation entitlement is relatively straightforward. As a rule, they are entitled to the full statutory minimum leave stipulated by the employment contract. Don’t forget: Depending on the collective agreement or works agreement, this may be higher than the statutory minimum entitlement.
Mini-jobbers are also entitled to paid leave, but this is calculated on the basis of the actual days worked. In this case, the statutory minimum leave is converted pro rata to the actual work performed.
For example, if a person regularly works two days a week, the vacation entitlement is calculated by setting the two working days in relation to the regular working week.
The calculation of vacation entitlement for shift workers can be complex, as irregular working hours and possible overtime must be taken into account. Here it is advisable to use a specialized calculator that is able to correctly record the varying working hours and their effects on vacation entitlement.
In the event of a change of employer during the calendar year, the leave entitlement must be recalculated. In such cases, the employee is entitled to pro rata leave for the months worked for the new employer in addition to the leave already accrued with the previous employer.
Educational leave is a special form of leave: it allows employees to take further training during their regular working hours. This entitlement is regulated by law in the educational leave laws of the federal states and therefore varies from state to state. In general, employees have the right to take a few days off work each year to take part in recognized training events without having their salary reduced.
The exact number of days that an employee can claim as educational leave and the type of further training that is recognized depend on the respective state legislation. As a rule, it is up to five working days per year, but in some federal states it can be more.
The continuing education topics can be professionally relevant, but often also include political education or socially relevant topics.
In order to be able to take educational leave, employees must generally inform their employer a few weeks before the start of the measure and provide proof that the educational measure has been recognized. Employers can only refuse educational leave under certain conditions, e.g. if this conflicts with urgent operational interests.
Please note that educational leave is not automatically taken into account in the leave calculator, as it is treated separately from recreational leave and has special regulations and requirements.
Answer: Yes, the Teamhero vacation calculator can also be used for mini-jobs. The calculator automatically adapts to the different working time models and calculates your vacation entitlement based on the days actually worked.
Answer: Your vacation entitlement is calculated in proportion to your working hours. For example, if you work half-time (e.g. 50% of a full-time position), you will also receive half the vacation entitlement of a full-time employee. The exact number of vacation days depends on the standard working hours in your company and is adjusted accordingly by the Teamhero vacation calculator.
Answer: Public holidays that fall on a regular working day are not deducted from your vacation account. These days count as paid time off and do not affect your vacation entitlement.
Answer: If you change employer during the calendar year, your vacation entitlement is calculated on a pro rata basis. You are entitled to vacation days for the months that you work for your new employer, in addition to the vacation days that you have already accrued with your previous employer.
Answer: If you fall ill during your planned vacation and can prove this with a medical certificate, these days do not count as vacation days. You have the right to take these vacation days at a later date in the year.
Answer: No, vacation entitlement may no longer expire automatically. The ECJ has ruled that employers must ensure that employees are informed about their vacation entitlement and its possible expiry.
Only if the employer can prove that it has taken all necessary steps to inform the employees and give them the opportunity to take the leave can the leave lapse.
Answer: Unused vacation can usually be carried over until March 31 of the following year. However, this depends on the specific regulations in your employment contract or collective agreement. It is important that you use your leave within this period, otherwise it could expire.
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Disclaimer
Please note that the texts on this website and the related contributions are provided for general informational purposes only and do not constitute tax or legal advice in the proper sense. For individual cases, we always recommend seeking specific legal advice tailored to the circumstances of the situation. The information is provided to the best of our knowledge and belief, without any guarantee of accuracy, completeness, or validity.
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