Minijob (mini-job) workers in Germany are entitled to the same statutory leave as regular employees, calculated proportionally based on their working days per week.

Key Takeaways

  • Minijob workers receive full statutory leave entitlement
  • Leave is calculated proportionally based on working days
  • No waiting period for pro-rata entitlement in first year
  • Collective agreements may provide additional entitlements
  • Payment includes holiday pay or holiday premium

What Is a Minijob?

A Minijob is a marginal employment in Germany where the employee earns no more than €520 per month (as of 2024). Despite the lower pay threshold, Minijob workers have the same basic employment rights as regular employees.

Leave Entitlement for Minijobs

Statutory Entitlement

  • Section 1-3 BUrlG: Same entitlement as regular employees
  • Minimum: 20 days per year for 5-day week
  • Proportionate: Based on actual working days per week
  • Example: 3-day week = 12 days annual leave

Calculation Method

  • Working days per week: 3 days
  • Annual entitlement: 3 × 4 weeks = 12 days
  • First year: 1/12 per month worked
  • Example started July: 6 days for first year

First Year Calculation

  • Pro-rata: 1/12 per month worked
  • No waiting period: Like regular employees
  • Example started March: 10/12 × 12 = 10 days
  • Full entitlement: From second year onwards

Payment for Leave

Holiday Pay (Urlaubsentgelt)

  • Option 1: Payment during leave
  • Average salary: Over last 13 weeks
  • Includes: Regular payments and allowances
  • Payment: Before leave starts

Holiday Premium (Urlaubsgeld)

  • Option 2: One-time payment
  • Amount: As per collective agreement
  • Timing: Usually before leave
  • Documentation: Required for payroll

Collective Agreement Provisions

  • May provide enhanced holiday pay
  • Specific terms for Minijob workers
  • Documentation in employment contract
  • Application of most favorable terms

Employer Obligations

Leave Management

  • Track working days accurately
  • Calculate proportionate entitlement
  • Schedule leave periods
  • Document all decisions

Payment

  • Calculate holiday pay correctly
  • Include all relevant components
  • Pay before leave starts
  • Document payment method

Documentation

  • Employment contract specifies terms
  • Leave records maintained
  • Payment records kept
  • Collective agreement reference

Common Scenarios

Scenario 1: 3-Day Week Minijob

  • Working days: 3 per week
  • Annual entitlement: 12 days
  • First year started June: 7 days
  • Payment: Holiday pay calculated

Scenario 2: 2-Day Week Minijob

  • Working days: 2 per week
  • Annual entitlement: 8 days
  • First year started September: 4 days
  • Payment: Holiday pay calculated

Scenario 3: Collective Agreement Enhancement

  • Minijob in retail: Collective agreement provides 28 days
  • Result: 28 days proportionate (e.g., 14 days for 2-day week)
  • Payment: Enhanced holiday pay as per agreement
  • Documentation: Collective agreement applied

Compliance Checklist

  • Working days per week documented
  • Pro-rata entitlement calculated
  • Holiday pay method selected
  • Payment made before leave
  • Collective agreement applied
  • Employment contract specifies terms
  • Leave records maintained
  • Tax and social security handled
You can take advantage of the free 14 days trial and explore Leave Balance.