Working part-time does not mean that annual leave is reduced simply in proportion to hours. The key factor for converting leave is usually how many days per week you work. The number of leave days should reflect the pattern of your working week.
Formula for part-time leave
Part-time leave days = full-time leave days × your working days per week ÷ full-time working days per week.
Example: Employees in your workplace receive 30 days of leave on a five-day working week. If you regularly work three days per week, the calculation is 30 × 3 ÷ 5 = 18 days of leave. Each leave day then covers one of your normal working days.
The holiday entitlement calculator helps convert leave days. Use the working hours calculator for shifts and the date calculator to plan time off.
What does German law provide?
The German Federal Leave Act sets a statutory minimum. Section 3 states 24 working days based on a six-day week, which corresponds to at least 20 working days on a five-day schedule. See the official German Federal Leave Act, section 3. Your employment contract, collective agreement or workplace rules may provide more leave.
What if your weekly schedule changes?
If you move from five to three working days per week during the year, or the other way round, entitlement may need to be calculated separately for each period. Irregular shifts and rotating patterns may also require a more detailed calculation. Ask your HR or payroll team to check the result where needed.
The exact entitlement depends on your contract, collective agreement and employment history. This guide is not legal advice.
Example: working three days a week
With a statutory minimum of four weeks’ leave, someone who regularly works three days a week generally has twelve leave days per year (3 × 4). A five-day schedule gives 20 days. The key measure is the number of regular working days, not simply the hours worked per day. A collective agreement, employment contract or company policy may grant more leave.
What if your workdays change?
Where the weekly pattern varies, entitlement should be calculated using the average number of working days over the relevant reference period. Ask HR to explain the calculation if the result is unclear.