Work / Germany
German Holiday Entitlement Calculator (Urlaubsanspruch)
Estimate holiday entitlement under the Bundesurlaubsgesetz from working days per week, contractual leave and optional employment dates. See the statutory minimum, unrounded partial entitlement, the rule applied and an optional addition for severe disability.
German Holiday Entitlement Calculator (Urlaubsanspruch): The statutory annual minimum is 24 days multiplied by working days per week and divided by six. Partial entitlement uses one twelfth per full employment month. Fractions of at least half a day round up; smaller fractions remain. Full leave starts on the day after six complete employment months; starting on 1 July therefore gives only partial leave that year. Leaving after 30 June once that waiting period is over preserves the full statutory minimum. Contractual extra leave is prorated here as a common contractual assumption, not a legal requirement. Runs 100% locally in your browser with zero server file uploads.
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Full statutory minimum: the six-month waiting period (Wartezeit, §4) is complete by year end.
§5(2) rounds a fraction of at least half a day up to a whole day. Smaller fractions remain. Unrounded values are displayed to six decimal places.
The minimum is 24 × working days ÷ 6. Contractual days use a five-day basis. A full employment month runs from the start date to the day before the same date next month, or to month end if that date does not exist. For example, 15 January to 14 February counts as one month. Dates include the last day.
Leave the start blank for employment already continuing before 1 January; leave the end blank for employment continuing through 31 December. This estimates the whole selected year, not leave earned as of today. Full statutory leave begins on the day after six complete months; a 1 July start therefore gives partial leave through 31 December.
Prorating contractual extra leave by full months is common practice, not law. This estimate applies §5 rounding to partial contractual leave too; your contract may differ. The statutory minimum is protected.
An estimate, not legal advice. Collective agreements (Tarifverträge), special leave and previous employers can change the result. The disability option assumes severe disability throughout the employment period; five additional days scale with working days per week. Recognition for only part of the year requires a separate §208 calculation.
Annual and partial entitlement
§3 BUrlG sets a minimum of 24 working days on a six-day week, equivalent to 20 on a five-day week. §§4–5 govern the waiting period and partial entitlement. The calculator counts complete employment months from the original start date and includes the final day.
Limits of the estimate
This is not legal advice. Collective agreements (Tarifverträge), special categories of employee, previous employers and leave already taken can affect the result. Contractual leave cannot reduce the statutory minimum. The displayed total includes the optional disability addition but does not subtract leave already taken.
How to use it
- Enter the holiday year and your working days per week.
- Optionally enter contractual leave, employment dates within that year and severe disability status.
- Read the annual and adjusted entitlements, the unrounded values and the rule applied.
Privacy & limitations
Your entries are calculated in your browser and are not uploaded.
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Frequently asked questions
Does a month have to start on the first?
No. An employment month from 15 January through 14 February counts as one full month. If the corresponding date does not exist in the next month, the period runs through that month's last day. Dates are inclusive.
What do blank dates mean?
A blank start means employment was already continuing before 1 January. A blank end means it continues through 31 December. The result estimates the whole selected year, not the balance available today.
How is contractual extra leave treated?
Partial contractual entitlement uses full months and assumes the same rounding as §5. Once full statutory leave is due, only contractual extra is prorated. This is a common contract model; your contract or collective agreement may grant more.
How is severe disability handled?
The optional §208 SGB IX addition is five days on a five-day week, scaled to working days. It assumes severe disability throughout the employment interval. Recognition for only part of the year needs a separate calculation.
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