Holiday Pay and Compensation (Feiertagsausgleich)
In principle, an entitlement to holiday compensation exists if you are not required to work on a statutory public holiday that falls on a regular workday, but you still receive continued payment of wages. To clarify this, there are specific regulations that determine exactly when an employee can claim this entitlement. These regulations depend on the type of employment, the employment contract, and the applicable collective bargaining agreement.
Requirements for Holiday Compensation
Valid Employment Contract: To be eligible for holiday compensation, a valid employment contract must exist that covers the period of the holiday.
Work on Corresponding Weekdays: If a shift is cancelled due to a statutory holiday that you would likely have worked if the holiday had not occurred, we will pay the corresponding remuneration. For flexible assignments, we verify this by reviewing your assignment/booking patterns over a reasonable reference period around the holiday. If no sufficient probability of work can be derived from this, no entitlement can arise.
Amount of the Holiday Premium (Feiertagszuschlag)
The holiday premium is generally regulated by collective agreements. According to the collective agreement of the Association of German Temporary Employment Agencies (iGZ), you are entitled to a premium if you work on a public holiday. Here are some key details:
Premium Rate: According to the iGZ collective agreement, the holiday premium is usually 100% of the iGZ minimum wage. This means that for every hour worked on a holiday, a 100% premium is paid, resulting in a total of double your usual wage.
Basis of Calculation: The exact amount of the holiday premium is calculated based on the average of your gross wages for the days worked during a defined period before and after the holiday. This looks at your gross earnings on comparable weekdays around the holiday to ensure a fair calculation.
Summary: Your entitlement to holiday compensation requires that you have worked on the relevant days during a similar period before or after the holiday. The amount of the premium is based on collective bargaining agreements and your gross wage.