An employee’s annual leave is 28 calendar days unless a longer main holiday period has been agreed upon in the employment contract. In addition to the main holiday, there are various additional leaves: study leave, parental leave, paternity leave, and leave for employees with partial or reduced work capacity. The employer determines the timing of the main holiday, taking into account employees’ wishes that align with the company’s interests. At least one part of the holiday must last for 14 consecutive calendar days.
Employees have the right to take their main holiday at a convenient time:
– immediately before or after pregnancy and childbirth leave or immediately after parental leave (for women);
– immediately after parental leave or during pregnancy and childbirth leave (for men);
– for a parent raising a child up to 7 years old;
– for a parent raising a child aged 7-10 years (during school holidays);
– for a minor subject to compulsory education (during school holidays).
Every calendar year, the employer must prepare a vacation schedule. The schedule should be drafted within the first quarter of the calendar year and communicated to employees no later than March 31st. The schedule must include the employee’s MAIN HOLIDAY AND UNUSED HOLIDAY.
Important! The employee’s familiarity with the vacation schedule must be documented! A printout from a digital vacation schedule cannot be used as proof. Communicating the schedule means that employees either sign it or that the employer proves its notification by other means.
Why is this necessary?
A vacation schedule confirmed by the employee and, at least on the penultimate working day before the start of leave (unless otherwise agreed), paid holiday allowance confirm that the employee is on leave. Otherwise, as established by case law, upon termination of employment, the employer is obliged to compensate for unused or unverified used holidays.
The claim for main holiday expires one calendar year after its end date—the year in which the holiday was granted. The expiration period is paused if the employee uses pregnancy and childbirth leave, parental leave, or is in military service.
Short notice may cause problems for work organization; unverified absence during leave can lead to obligations to pay holiday compensation. Therefore, a vacation schedule is not just a formal requirement but an important tool in managing company operations.
