{"id":1226,"date":"2012-03-20T15:06:38","date_gmt":"2012-03-20T15:06:38","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=1226"},"modified":"2025-12-29T07:39:34","modified_gmt":"2025-12-29T07:39:34","slug":"arbeitsrecht-altersstaffelung-des-urlaubsanspruches-von-beschaftigten-im-offentlichen-dienst-verstost-gegen-das-allgemeine-gleichbehandlungsgesetz-agg","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-staggering-of-holiday-entitlement-for-public-sector-employees-violates-the-general-equal-treatment-act-agg\/","title":{"rendered":"Labour law: Staggering the age of public sector employees' holiday entitlement violates the General Equal Treatment Act (AGG)"},"content":{"rendered":"<p><strong>Federal Labour Court, 20.03.2012, Ref.: 9 AZR 529\/10<\/strong><\/p>\n<p>In Germany, employees' holiday entitlement is regulated in the Minimum Holiday Act for Employees (Bundesurlaubsgesetz; BurlG).<\/p>\n<p>The purpose of the Federal Leave Act is to regulate the minimum holiday entitlement of employees and thus serves the purpose of social labour protection in particular.<\/p>\n<p>According to \u00a7 2 BurlG, employees within the meaning of the law are blue-collar and white-collar workers as well as those employed for their vocational training. Employees are also persons who are to be regarded as employee-like persons due to their economic independence.<\/p>\n<p>Pursuant to Section 3 (1) BurlG, every employee is entitled to paid holiday leave of at least 24 working days per calendar year. of at least 24 working days within a six-day week, otherwise 20 working days.<\/p>\n<p>The BurlG does not link the number of holiday days to the age of the employee.<\/p>\n<p>Since the General Equal Treatment Act (AGG) came into force, it is generally no longer tenable to stagger the length of holiday according to age, as was the case in Section 26 (1) sentence 2 of the collective agreement for the public sector (TV\u00f6D).<\/p>\n<p><strong>\u00a7 Section 26 (1) sentence 2 of the collective agreement provides in this respect:<\/strong><\/p>\n<p>Employees are entitled to holiday leave with continued payment of remuneration in each calendar year (\u00a7 21). If the weekly working time is spread over five days per calendar week, the holiday entitlement in each calendar year is as follows<br \/>\n26 working days up to the age of 30,<br \/>\nup to the age of 40 29 working days and<br \/>\n30 working days after the age of 40.<\/p>\n<p>In the above-mentioned judgement, the Federal Labour Court has now ruled that the differentiation of the length of leave according to age in Section 26 (1) sentence 2 TV\u00f6D directly disadvantages employees who have not yet reached the age of 40 and therefore violates the prohibition of discrimination on the grounds of age.<\/p>\n<p><strong>Facts<\/strong>The plaintiff, who was born in 1971 and has been employed by the defendant (district) since 1988, sought a declaration that she was entitled to an additional day's holiday in each of the years 2008 and 2009, and thus even before she reached the age of 40, over and above the 29 working days of holiday provided for in the collective agreement.<\/p>\n<p>In their opinion, the age-dependent staggering of holiday periods in Section 26 (1) sentence 2 TV\u00f6D violated the prohibition of discrimination on the grounds of age.<\/p>\n<p>The labour court initially appealed to upheld her claim in a ruling dated 8 July 2009 (Ref.: 3 Ca 140\/09), but the Berlin-Brandenburg Regional Labour Court partially overturned this decision following an appeal by the defendant district in a ruling dated 24 March 2010 (Ref.: 20 Sa 2058\/09).<\/p>\n<p><strong>Federal Labour Court<\/strong>The plaintiff's appeal against this decision has now been successful before the Ninth Senate of the Federal Labour Court and has therefore led to the Labour Court's decision being restored.<\/p>\n<p>In the opinion of the Federal Labour Court, the plaintiff was entitled to one additional day of leave as substitute leave for the years 2008 and 2009.<\/p>\n<p>According to the BAG, the differentiation of the length of leave according to age in Section 26 (1) sentence 2 TV\u00f6D directly discriminates against employees who have not yet reached the age of 40 and therefore violates the prohibition of discrimination on the grounds of age.<\/p>\n<p>In this respect, the staggering of holidays under the collective agreement does not pursue the legitimate aim of taking into account the increased need for relaxation of older people.<\/p>\n<p>Source: Federal Labor Court<\/p>\n<p><b>Important Note: The content of this article has been prepared to the best of our knowledge and belief. However, due to the complexity and constant evolution of the subject matter, we must exclude liability and warranty.<\/b> Important Notice: The content of this article has been created to the best of our knowledge and understanding. However, due to the complexity and constant changes in the subject matter, we must exclude any liability and warranty.<\/p>\n<p>If you need legal advice, feel free to call us at 0221 \u2013 80187670 or email us at info@mth-partner.de.<\/p>\n<p><a href=\"https:\/\/www.mth-partner.de\/en\/services\/tenancy-law\/\">Lawyers in Cologne advise and represent clients in labour law.<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Bundesarbeitsgericht, 20.03.2012, Az.: 9 AZR 529\/10 In Deutschland ist der Urlaubsanspruch von Arbeitnehmern im Mindesturlaubsgesetz f\u00fcr Arbeitnehmer (Bundesurlaubsgesetz; BurlG) geregelt. Sinn und Zweck des Bundesurlaubsgesetzes ist die Mindestregelung des Urlaubsanspruches der Arbeitnehmer und dient somit insbesondere dem sozialen Arbeitsschutz. Gem. \u00a7 2 BurlG sind Arbeitnehmer i. S. d. Gesetzes Arbeiter und Angestellte sowie die zu [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":12036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3640,3658],"tags":[2489,2004,491,500,1276,1749],"class_list":["post-1226","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diskriminierung-agg","category-urlaub-urlaubsrecht","tag-13-abs-1-satz-3-burlg","tag--26-abs-1-s-2-des-tarifvertrages-fur-den-offentlichen-dienst-tvod","tag-az-9-azr-52910-bag","tag-bag-mindesturlaub-offentlicher-dienst","tag-mindesturlaubsgesetz-fur-arbeitnehmer-agg","tag-urlaubsgesetz-agg"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Arbeitsrecht: Altersstaffelung des Urlaubsanspruches von Besch\u00e4ftigten im \u00f6ffentlichen Dienst verst\u00f6\u00dft gegen das Allgemeine 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