Leave Policies in Germany

Mandatory Leave Policies in Germany

The statutory minimum annual leave entitlement for full-time employees in Germany is 20 working days per year, based on a five-day workweek. This entitlement does not include public holidays, which are additional days off.

Public Holidays in Germany

Employees in Germany are entitled to public holidays in addition to their annual leave. The number of public holidays varies by federal state, ranging from 10 to 13 days per year. Germany has the following national holidays in 2025:

Types of Leave in Germany

Sick Leave

Employees in Germany are entitled to up to six weeks of sick leave per illness. During sick leave, the employee receives full salary coverage, initially paid by the employer for the first 6 weeks (42 days) and subsequently covered by the health insurance company. Sick leave entitlements are subject to the following details:

• The employee must work for at least four weeks to receive sick pay from the employer.
• If illness occurs before the initial four week period, health insurance covers the leave, requiring the employee to submit a sick note to claim insurance benefits.
• Employees are also entitled to receive 30 days of paid leave per parent when their child is ill, facilitated by the health insurance company. To access this benefit, the employee needs to submit a sick note for the child and apply for it through the health insurance provider.

If the illness extends beyond three consecutive calendar days, a medical certificate is required.

Paid Time Off

The statutory minimum annual leave in Germany is 20 working days for employees working a five-day week. Leave accrues proportionally throughout the year, and employers may allow unused leave to be carried over to the first quarter of the following year. Generally, any unused leave is forfeited after this period unless an alternative arrangement exists.

Maternity Leave

Pregnant employees in Germany are entitled to 14 weeks of paid leave. This leave is subject to the following details:

• Pregnant employees may receive 6 weeks of leave pre-birth and eight weeks post-birth.
• The amount paid during this period is 100% of their last cleared salary in the 3 calendar months prior the maternity period.
• The maternity allowance is a maximum of 13 EUR per day. The employer covers the difference between the maternity allowance and the previous salary.
• Special maternity protection for up to 12 weeks applies in cases of premature or multiple births or if the child has disabilities.

Paternity Leave

In Germany, there is no specific law for paternity leave, but employees have the right to parental leave.

Parental Leave

Employees can take up to 3 years of parental leave per child until the child turns three years old, subject to the following:

• During parental leave, employees can receive an allowance ranging between 300 EUR and 1800 EUR per month.
• The amount paid is calculated by the state parental allowance fund based on their previous 12 months' gross salary.=

Family and Emergency Leave

Bereavement leave is not mandated under German law but may be granted through employment contracts or collective agreements. Employers may also allow short-term leave for family emergencies on a case-by-case basis.

Special Leave Types

Unpaid leave, sabbaticals, and study leave are not legally mandated but may be arranged between employer and employee. Some companies offer these as part of employment benefits or collective agreements.

Best Practices for Implementing Leave Policies in Germany

 
• Stay Informed: Regularly update company policies to comply with German labor laws and regional regulations.
 
• Clear Communication: Ensure leave policies are well-documented and employees understand their entitlements.
 
• Flexible Arrangements: Consider employee needs while maintaining operational efficiency.
 
• Record Keeping: Maintain accurate records of leave taken for compliance and workforce planning.

Providing Leave Benefits in Germany With an EOR

A competitive compensation package is critical to attract and retain the best talent, but every country different regulations, customs and expectations. That’s the advantage of using a trusted Employer of Record like Playroll to manage benefits for your global team. They can:

• ‍Handle the benefits admin: Playroll ensures compliant contracts with built-in statutory checks. Add region-specific premium benefits, while we handle administration and employee claims. Manage leave, expenses, and more – all in one easy dashboard.
• ‍Run global payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• ‍Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.