{"id":4134,"date":"2013-12-14T12:43:24","date_gmt":"2013-12-14T12:43:24","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=4134"},"modified":"2025-11-19T09:28:16","modified_gmt":"2025-11-19T09:28:16","slug":"arbeitsrecht-die-berechnung-des-urlaubsentgelts-nach-11-des-bundesurlaubsgesetzes","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/employment-law-calculating-holiday-pay-according-to-11-of-the-federal-holiday-act\/","title":{"rendered":"Employment Law: Calculating Holiday Pay According to \u00a7 11 of the Federal Holiday Act"},"content":{"rendered":"

During an employee\u2019s vacation, their entitlement to remuneration is maintained even without the performance of the promised work.<\/p>\n

The calculation of the amount of remuneration to be paid during the employee\u2019s vacation is regulated in Section 11 of the Federal Vacation Act (BUrlG).<\/p>\n

From the payment of holidaypaid<\/b> is the payment of (additional) holidaymoney<\/b> The payment of vacation pay should be distinguished from the payment of (additional) vacation bonuses (also called vacation gratifications). Vacation bonuses are an additional gratification from the employer and are generally a voluntary decision of the employer, while there is generally a statutory entitlement for the employee to the vacation pay discussed here.<\/p>\n

According to Section 11 (1) Sentence 1 BUrlG, vacation pay is based on the average earnings that the employee received in the last thirteen weeks before the start of the vacation.<\/p>\n

It is not crucial what specific payments the employee received in the thirteen weeks, but rather what earnings the employer owes for that period.<\/p>\n

This also means that the employer can ignore any mistakenly overpaid wages when calculating the vacation pay.<\/p>\n

If the wages are, as is often the case, calculated monthly, the thirteen weeks of Section 11 BUrlG correspond to the earnings from three monthly calculations.<\/p>\n

Expenses, travel allowances, Christmas bonuses, loyalty bonuses, and similar components of the remuneration that are granted regardless of the work performed during a specific period are generally not included in the calculation basis for vacation pay.<\/p>\n

The remuneration for Overtime<\/a>, The time worked by the employee in the last thirteen weeks before the start of the holiday is not to be included in the calculation of the average pay for the last thirteen weeks.<\/p>\n

Below is a listing of various types of remuneration and their treatment under Section 11 BUrlG:<\/p>\n

<\/span>1.) Piece Rate Pay<\/strong><\/span><\/h2>\n

Piece rate pay is a performance-based form of remuneration. Unlike time-based wages, where the employee is paid for a specific time period of work, piece rate pay compensates the employee based on the amount of work performed (e.g., a number of produced units).<\/p>\n

Regarding the vacation pay to be paid, piece rate pay should not be based on general average values of achievable performance, but on the individual piece rate pay earned by the employee in the last thirteen weeks.<\/p>\n

<\/span>2.) Commission Pay<\/strong><\/span><\/h2>\n

Commission pay is the most commonly used form of remuneration in consulting. It is based on the number or volume of product sales and can be structured either as exclusive remuneration or as a performance-based supplement to a fixed salary.<\/p>\n

For commission pay, it is crucial for the calculation of vacation pay to determine whether and how much commission claims of the employee became due in the last thirteen weeks before the vacation begins.<\/p>\n

If commission payments are irregularly due (e.g., in seasonal businesses), this may lead to unreasonable results. In such cases, it may be appropriate to extend the reference period for calculating vacation pay to one year (cf. Federal Labor Court, Judgment of 06.12.1995, Ref.: 5 AZR 237\/94).<\/p>\n

<\/span>3) Allowances<\/strong><\/span><\/h2>\n

In addition to the basic wage, so-called bonuses are often paid. These are, for example, shift allowances, risk allowances, foreign allowances, on-call duty allowances or so-called dirt allowances.<\/p>\n

As these allowances are paid in return for the work performed, they are regarded as eligible remuneration in accordance with \u00a7 11 BurlG.<\/p>\n

<\/span>4) Expense allowances<\/strong><\/span><\/h2>\n

Pure expense allowances, which are paid exclusively for expenses incurred by the employee during working hours, may not be used for the assessment of holiday pay, as they do not constitute consideration for the work performed.<\/p>\n

<\/span>5) Remuneration in kind<\/strong><\/span><\/h2>\n

Benefits in kind are <\/i>All non-cash benefits provided by an employer to an employee that are not paid in cash, such as electricity allowances, free meals or the private use of company cars.<\/p>\n

If these benefits in kind are granted as part of the remuneration, they must continue to be paid during holidays.<\/p>\n

If it is not possible for the employer to grant the benefits in kind during the holiday due to the employee's absence, the value of the benefits in kind must be appropriately compensated in cash.<\/p>\n

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

If you need legal advice, feel free to call us at 0221 \u2013 80187670 or email us at info@mth-partner.de.<\/p>\n

Lawyers in Cologne advise and represent you in labour law.<\/a><\/p>","protected":false},"excerpt":{"rendered":"

A frequent point of contention between employee and employer is the calculation of the holiday pay to be paid to the employee during the holiday. As the basis for the calculation of holiday pay is the average wage paid to the employee in the last thirteen weeks before the start of the holiday, the question of which wage components may be used for the average wage is repeatedly the subject of court hearings. <\/p>","protected":false},"author":4,"featured_media":12038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3658],"tags":[2178,2284,2709],"class_list":["post-4134","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-urlaub-urlaubsrecht","tag-kuendigung-trunkenheit-des-arbeitnehmers","tag-rechtsanwalt-koeln-arbeitnehmerschutz","tag-urlaubsberechnung-arbeitnehmer"],"yoast_head":"\nArbeitsrecht: Die Berechnung des Urlaubsentgelts nach \u00a7 11 des Bundesurlaubsgesetzes<\/title>\n<meta name=\"description\" content=\"Bei der Berechnung des Urlaubsentgeltes des Arbeitnehmers sind die Vorgaben des \u00a7 11 Bundesurlaubsgesetz zu beachten.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.mth-partner.de\/en\/employment-law-calculating-holiday-pay-according-to-11-of-the-federal-holiday-act\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Arbeitsrecht: Die Berechnung des Urlaubsentgelts nach \u00a7 11 des Bundesurlaubsgesetzes\" \/>\n<meta property=\"og:description\" content=\"Bei der Berechnung des Urlaubsentgeltes des Arbeitnehmers sind die Vorgaben des \u00a7 11 Bundesurlaubsgesetz zu beachten.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.mth-partner.de\/en\/employment-law-calculating-holiday-pay-according-to-11-of-the-federal-holiday-act\/\" \/>\n<meta property=\"og:site_name\" content=\"Rechtsanwaltskanzlei\u00a0Tieben\" \/>\n<meta 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