Statutory holiday entitlement in Germany under the Federal Holiday Act (BUrlG) is at least 24 working days for a six-day week – 20 working days for a five-day week. Collective agreements typically extend this; in TVöD, 30 leave days are standard.
The entitlement first arises after six months of employment; before that only a partial right applies. Remaining days must in principle be used in the calendar year, with carry-over into the first quarter of the next year for operational or personal reasons. Under European Court of Justice case law, holiday does not automatically expire if the employer did not actively inform the employee.
During sickness, maternity protection or parental leave, holiday entitlement is preserved. When employment ends, untaken holiday must be paid out.
For candidates, holiday entitlement is a key negotiating field. In the public sector, 30 days are standard; in non-collectively-bargained private firms, negotiations usually start from 25 days – roles found via Lunigi from the public and non-profit sectors are typically at the upper end.