Germany is one of Europe’s most powerful economies, known for its innovation, industrial strength, and highly skilled workforce. For global companies hiring in Germany, understanding local employment regulations is essential. German labor law is employee-friendly and emphasizes work-life balance, particularly through a strong leave policy framework.
The leave policy in Germany governs annual leave, family-related leave, sick leave, and public holidays. The German Federal Vacation Act (Bundesurlaubsgesetz), the German Civil Code, and various collective bargaining agreements (Tarifverträge) primarily regulate these entitlements.
This guide explains the key leave entitlements in Germany that employers and employees must know in 2025.
Table of Contents
- Adoption Leave in Germany
- Earned Leave (Annual Paid Leave) in Germany
- Maternity Leave in Germany
- Parental Leave in Germany
- Paternity Leave in Germany
- Public Holidays in Germany
- Sick Leave Policy in Germany
- Casual Leave in Germany
- Unpaid Leave in Germany
- Other Special Leave Types in Germany
- Digital Leave Management in Germany with Asanify AI
- FAQs on Leave Policy in Germany
Adoption Leave in Germany
Germany does not have a specific “adoption leave” separate from parental leave. Adoptive parents enjoy the same rights as biological parents.
- Adoptive parents can take parental leave (Elternzeit) of up to 3 years per child.
- Either parent can take the leave, or both can split it.
- Adoptive parents may also receive Elterngeld (parental allowance) to replace income during the leave period.
Employers grant this leave, and employees provide adoption documentation along with advance notice.

Earned Leave (Annual Paid Leave) in Germany
Annual leave entitlements in Germany are among the most generous in Europe.
- Employees working a 5-day week are entitled to a minimum of 20 paid vacation days per year under the Federal Vacation Act.
- Most collective bargaining agreements extend this to 25–30 days per year.
- Part-time workers are entitled to leave on a pro-rata basis.
- Employees must use their vacation within the calendar year, though carry-over to March of the following year is permitted under certain conditions.
Employers must ensure correct payroll processing for leave, including holiday pay and compensation for unused leave if an employee leaves the company.
Suggested Read: Understanding Labour Laws in Germany: A 2025 Guide
Maternity Leave in Germany
Maternity leave in Germany is governed by the Maternity Protection Act (Mutterschutzgesetz).
Feature | Details |
Total maternity leave | 14 weeks |
Prenatal leave | 6 weeks before the due date |
Postnatal leave | 8 weeks after childbirth (extended to 12 weeks in case of multiple or premature births) |
Compensation | Maternity benefits are covered jointly by the employer and statutory health insurance |
Job protection | Employers cannot dismiss an employee during maternity leave or within 4 months after childbirth |
This system ensures financial security and job protection for mothers during pregnancy and early parenthood.
Parental Leave in Germany
Parental leave (Elternzeit) allows parents to care for their child beyond maternity leave.
Type of Parental Leave | Duration | Details |
Standard parental leave | Up to 3 years per child | Leave can be split between both parents |
Flexible arrangements | Up to 24 months of parental leave can be postponed until the child’s 8th birthday | |
Parental allowance | Parents may receive Elterngeld for up to 12–14 months, with additional options under ElterngeldPlus |
Employees must request parental leave at least 7 weeks before starting. Employers are legally obliged to approve it.

Paternity Leave in Germany
Germany does not have a separate statutory “paternity leave.” However:
- Fathers can take parental leave (Elternzeit) just like mothers, immediately after the child’s birth.
- Many employers, through collective agreements, also grant short special leave (2–3 days) for childbirth.
- Fathers taking parental leave may apply for Elterngeld, providing partial income replacement.
Public Holidays in Germany
Germany has nationwide public holidays as well as state-specific holidays. Nationwide holidays include:
Holiday | Date |
New Year’s Day | 1 January |
Good Friday | Movable |
Easter Monday | Movable |
Labor Day | 1 May |
Ascension Day | Movable |
Whit Monday | Movable |
German Unity Day | 3 October |
Christmas Day | 25 December |
Second Day of Christmas | 26 December |
States such as Bavaria and Saxony have additional holidays (e.g., Assumption Day, Reformation Day). Employers must comply with regional variations depending on where employees are based.
Sick Leave Policy in Germany
Sick leave is covered by the Continued Remuneration Act (Entgeltfortzahlungsgesetz).
Category | Entitlement |
Employer obligation | Full salary paid by the employer for the first 6 weeks of sickness |
After 6 weeks | Statutory health insurance pays 70% of the gross salary (capped at a daily maximum) |
Documentation | A medical certificate (Arbeitsunfähigkeitsbescheinigung) is required if sickness lasts more than 3 days |
This framework ensures financial stability for employees while balancing employer responsibilities.
Casual Leave in Germany
Germany does not recognize casual leave as a statutory entitlement. However, employees may be entitled to short-term leave under specific circumstances:
- Family emergencies (illness of a child, death of a close relative)
- Exams or training (depending on state laws and collective agreements)
- Special leave (Sonderurlaub) for personal events such as marriage or relocation
Employers may grant this based on company policy or industry agreements.
Unpaid Leave in Germany
Unpaid leave is not automatically granted under German law but may be arranged through employer approval or collective agreements. Examples include:
- Extended personal leave of absence
- Further education or training (Bildungsurlaub in some states)
- Long-term caregiving responsibilities
During unpaid leave, salary and social security contributions are suspended unless otherwise agreed.

Other Special Leave Types in Germany
Germany recognizes several additional forms of leave:
- Care leave (Pflegezeit): Up to 10 working days for urgent care of a close relative, unpaid but with potential caregiver allowance.
- Long-term care leave: Up to 6 months to care for a relative, often unpaid.
- Educational leave (Bildungsurlaub): In many federal states, employees are entitled to 5 paid days per year for further training.
- Political leave: Employees in public office may take leave to perform their duties, as regulated by federal or state law.
Suggested Read: A Detailed Guide on Employer Of Record Germany 2025
Digital Leave Management in Germany with Asanify AI
Managing leave in Germany can be complex due to federal laws, collective agreements, and state-specific regulations. Manual systems often result in miscalculations, payroll errors, and compliance risks. With an Employer of Record (EOR) in Germany like Asanify, businesses can ensure compliance while automating processes.
Here’s how Asanify AI simplifies leave management in Germany:
- Real-time tracking of leave balances across employee categories.
- Slack and mobile-based leave approval workflows.
- Payroll integration that aligns with German sick pay, parental leave, and public holiday rules.
- Audit-ready reporting for compliance with the German Vacation Act and collective agreements.
- Automated enforcement of policies for annual leave, family leave, and regional holidays.
For startups and global companies expanding into Germany, Asanify ensures compliance while delivering a smooth employee experience.
FAQs
Employees working a 5-day week receive at least 20 paid days annually, though most collective agreements provide 25–30.
Maternity leave lasts 14 weeks: 6 weeks before and 8 weeks after childbirth, extended to 12 weeks for multiple or premature births.
Not separately, but fathers can take parental leave (up to 3 years) and may receive parental allowance (Elterngeld).
No. Some are nationwide, but others vary by state (e.g., Assumption Day in Bavaria). Employers must comply with regional rules.
Employers cover full salary for the first 6 weeks. After that, statutory health insurance pays about 70% of gross wages.
No. It requires employer approval or a collective agreement, except in caregiving or training cases regulated by law.
Yes. Adoptive parents are entitled to parental leave and allowance on the same basis as biological parents.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.