Vcation leave are governed by The Labour Code

The regulations governing vacation periods are contained in articles 152 to 173 of the Labour Code. Therefore, they only refer to full time employees employed on the basis of an employment contract

If, in a given year, an employee is starting work for the first time, he/she will receive 1/12 of the vacation entitlement for each month they have worked. The full amount of vacation leave is:

• 20 days for employees who have worked less than 10 years
• 26 days for employees who have worked more than 10 years

Importantly, the length of employment includes all years of full-time work throughout the employee's life, including the years spent on basic, vocational, secondary vocational, general secondary, post-secondary or higher education. If an employee has attended several such schools, only the study period in one of the schools listed above is taken into account when calculating the leave entitlement.

Holiday plan and calculation of vacations day

In the case of part-time employment, leave is calculated in proportion to the length of employment. For example, a half-time employee is entitled to 10 or 13 days of annual leave depending on whether he/she has a total employment period of 10 years or less. When calculating the holiday leave, the employer should apply the following calculation: 1 day of leave = 8 hours of work, if the daily working time is shorter, 1 day of work should also be converted into 1 day of holiday.

Employees have the right to divide their leave into parts, but at least one part of the holiday leave must last at least 14 consecutive calendar days without interruption. In order to set a timetable for employee leave dates, the employer draws-up a plan which should take into account the requests of the employees. The holiday plan is not fixed unless employees approve the timetable.

The Labour Code allows for modifications to pre-arranged leave dates, but this must be done with the employee's agreement. Significantly, the employer has the right to recall an employee from leave, if this is required by extraordinary circumstances that were previously unforeseeable. In such a situation, the costs of recalling the employee are, of course, covered by the employer. In addition, the employee is entitled to 4 days off on demand each calendar year.

 Your vacations days are never over

Any unused holiday leave must be granted to the employee no later than by 30 September of the following calendar year. In the event of termination of the employment contract and the employee not using up his/her leave, the employer is obliged to pay out the equivalent in cash for each day of unused holiday leave. Remuneration for such unused vacation days corresponds to the employee's daily remuneration.