Switch from 5 to 4-day week vacation?

If you switch from a 5-day week to a 4-day week, your Vacation entitlement changes proportionally. The statutory minimum Vacation in Germany for a full-time position is 20 working days for a 5-day week. When switching to a 4-day week, this entitlement is reduced to 16 working days as the Vacation entitlement is always calculated per working day.

This proportionally reduced Vacation entitlement also applies to company or collective bargaining agreements, as long as they exceed the statutory minimum vacation. For example, if a company grants 30 Vacation days for a 5-day week, you would receive 24 Vacation days when switching to a 4-day week.

However, it is important to note that there are no universally valid rules that exclude specific individual cases. Often, additional agreements exist in the employment or collective bargaining contract that include more precise regulations on Vacation entitlements. These regulations can include additional Vacation for long service, special work burdens, or vacation-intensive activities. Each individual case should therefore be carefully examined to avoid misunderstandings. Another detail to note is that bridge days and public holidays can extend the Vacation entitlement in certain circumstances, but they do not influence the general annual Vacation entitlement itself.

Additionally, the transition period must be considered. If the switch occurs in the middle of the calendar year, the Vacation entitlement is calculated proportionately for the respective periods (5-day week and 4-day week). A smooth transition and clear internal communication between employer and employee can help avoid misunderstandings and potential conflicts. For individual adjustments, it is always advisable to consult the HR department or a qualified labor law expert.