Calculate your German vacation entitlement (BUrlG): part-time conversion, pro-rata vacation for entry or exit, waiting period and statutory minimum vacation.
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Inputs
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Full-Time/Part-TimeCalculate vacation entitlement for full-time or part-time
Basic Data
Contractual vacation and working days per week.
days
Vacation days per employment contract at full-time employment.
days
Usual working days per week at full-time in the company.
days
Own working days per week (fewer than full-time for part-time).
Vacation Already Taken
days
Vacation days already taken this year.
Load example
For illustration only – your own calculation is what counts.
Explanation
How German Vacation Entitlement Calculator (BUrlG) works
The vacation calculator computes the vacation entitlement based on statutory rules. It considers part-time conversion, pro-rata entitlement for entry or exit, and the statutory rounding rule.
Part-time conversionVacation entitlement = Full-time vacation x (own working days / full-time working days)
The decisive factor is working days per week, not hours per day.
Applies for entry or exit during the calendar year when no full entitlement exists.
Practice
Practical examples
For illustration only – your own calculation is what counts.
Full-time with 30 vacation days
Full-time employee (5-day week) with 30 contractual vacation days.
Result: With 5 working days per week and 30 contractual vacation days, the entitlement is 30 vacation days.
Part-time with 3 working days per week
Part-time employee works 3 days per week. Contractual full-time vacation: 30 days.
Result: 30 days x (3/5) = 18 vacation days with 3 working days per week.
Entry on April 1
Employee starts on April 1. Contractual vacation: 30 days with 5-day week.
Result: Entry in first half of year with waiting period fulfilled: full vacation entitlement of 30 days.
Exit on June 30
Employee leaves on June 30. Contractual vacation: 30 days with 5-day week.
Result: Exit in first half of year: pro-rata entitlement for 6 full months = 15 vacation days.
Notes
Common mistakes
Vacation entitlement calculated in hours instead of days
Part-time workers with fewer hours per day (but 5 days/week) believe they have fewer vacation days. Actually, only the working days per week count.
The part-time conversion is based on working days per week, not hours per day. Anyone working 5 days receives the full vacation — regardless of daily hours.
Full vacation expected from day one
Employees request the full annual vacation in the first month and are surprised that only a pro-rata entitlement exists.
Under Section 4 BUrlG, the full entitlement only arises after 6 months. Before that, a pro-rata entitlement of 1/12 per full employment month exists.
Remaining vacation incorrectly calculated at exit
Upon termination in the first half of the year, the full annual vacation is assumed as remaining vacation entitlement.
For exit in the first half of the year, only a pro-rata entitlement (1/12 per month) exists. Already taken vacation is deducted. For exit in the second half, the full annual entitlement may apply.
Working days (6-day) and working days (5-day) confused
The statutory minimum vacation of 24 working days (6-day week) is read as 24 working days (5-day week), although working days in this context include Saturdays.
24 working days (6-day week) equal 20 working days (5-day week). The calculator works with 5-day working days and converts the reference automatically.
FAQ
Frequently asked questions
What is the statutory minimum vacation?
The minimum vacation is 24 working days with a 6-day week. Converted to a 5-day week, that is 20 working days per year.
What is the waiting period?
The full vacation entitlement only arises after six months of employment. Before that, only a pro-rata entitlement of 1/12 per full month exists.
How is vacation calculated for part-time?
The vacation entitlement is proportionally converted to working days per week: Full-time vacation x (own working days / full-time working days). The decisive factor is the days, not the hours.
How are fractions of vacation days rounded?
Fractions of vacation days that amount to at least half a day are rounded up to full vacation days. This only applies to the partial vacation entitlement, not to the part-time conversion.
What is the difference between statutory and contractual vacation?
The statutory minimum vacation (20 days with 5-day week) is protected by law. Contractual extra vacation beyond that may be subject to different rules in the employment contract or collective agreement.
Is there vacation during the probation period?
Yes. During the probation period, a pro-rata vacation entitlement of 1/12 of the annual vacation per full employment month arises. The full entitlement only arises after 6 months.
When does unused vacation expire?
Vacation must be taken in the current calendar year. A transfer to the next quarter (until March 31) is only possible for urgent operational or personal reasons. The employer must actively inform the employee about expiration.
Do severely disabled persons have additional vacation?
Yes. Severely disabled employees are entitled to an additional vacation of 5 working days with a 5-day week. With fewer working days per week, the additional vacation is calculated proportionally. This entitlement exists in addition to contractual vacation.
Limits
Limitations
Collective agreement provisions and works agreements may deviate from statutory minimum vacation and are not considered.
Special leave (marriage, birth, bereavement, relocation) is not calculated as it is individually regulated.
The effect of long-term illness on vacation entitlement is not represented. Complex expiration rules apply here according to BAG case law.
Vacation compensation in money upon termination of employment is not calculated.
Sources
Sources and references
Bundesurlaubsgesetz (BUrlG)Bundesministerium der Justiz
The Federal Vacation Act regulates minimum vacation (24 working days/6-day week), waiting period, partial vacation for entry and exit, and transfer and expiration of vacation entitlements.
View sourceRetrieved: 06/15/2025 · Verified on: 07/22/2026 · Primary source
BAG-Urteil zur Urlaubsberechnung bei Teilzeit (9 AZR 481/12)Bundesarbeitsgericht (BAG)
Landmark ruling on proportional vacation calculation for part-time. The decisive factor is working days per week, not hours per day.
View sourceRetrieved: 06/15/2025 · Verified on: 07/22/2026
BAG-Urteil zur Hinweispflicht bei Urlaubsverfall (9 AZR 541/15)Bundesarbeitsgericht (BAG)
The court ruled that vacation only expires if the employer previously informed the employee specifically and in a timely manner about the impending expiration.
View sourceRetrieved: 06/15/2025 · Verified on: 07/22/2026
Urlaub – Informationen des BMASBundesministerium für Arbeit und Soziales (BMAS)
Overview of vacation entitlement, special leave, vacation compensation upon termination and frequently asked questions about vacation law.
View sourceRetrieved: 06/15/2025 · Verified on: 07/22/2026 · Primary source
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