New framework for annual permits provides for flexible segmentation, a retrospective reporting to ERGANI and the preservation of entitled days off.<\/p>\n
Companies and employees are planning their summer vacations based on the new regulatory framework, which changes the way annual leave<\/strong> is granted, without, however, affecting either the basic provisions or the number of days to which each employee is entitled.<\/p>\n The number of vacation days<\/strong> continues to be determined based on years of service<\/strong>, while regular leave cannot be replaced with monetary compensation<\/strong>, except in the event of termination of employment. At the same time, the employer\u2019s obligation to grant leave to at least 50% of employees<\/strong> during the period from May 1 to September 30<\/strong>, regardless of industry.<\/p>\n The most significant change concerns the possibility of splitting<\/strong> regular leave. It can now be granted in up to four different time periods<\/strong>, following an agreement between the employer<\/strong> and the employee<\/strong>, providing greater flexibility in planning vacations throughout the year.<\/p>\n Thus, an employee entitled to 20 days of leave<\/strong> can allocate them, for example, to 10 days<\/strong> in August, five<\/strong> in the fall, and five<\/strong> during the Christmas season.<\/p>\n However, each portion of the leave must have a minimum duration. In companies with a five-day workweek<\/strong>, at least five consecutive working days<\/strong> are required, while for six-day work weeks<\/strong>, at least six consecutive working days<\/strong> are required. This means that regular leave may not be taken on individual days or in fragmented periods, such as one day each week or individual Fridays.<\/p>\n The total number of vacation days<\/strong> remains unchanged. For those working a five-day workweek<\/strong>, it ranges from 20 to 26 days<\/strong>, while for those working a six-day workweek<\/strong>, they range from 24 to 31 days<\/strong>, depending on years of service.<\/p>\n The time of granting<\/strong> the leave continues to be determined by mutual agreement between the employer<\/strong> and employee<\/strong>, with the schedule taking into account both the company\u2019s operational needs and the personal needs of the staff. In cases of increased demand during the same time period, businesses may allocate the dates differently, while the Labor Inspectorate<\/strong> retains the authority to intervene in cases of disputes.<\/p>\n As of 2026<\/strong>, the requirement to give advance notice<\/strong> of regular leave through the ERGANI<\/strong> information system has been abolished. Companies now submit the relevant declaration retrospectively<\/strong>, after the leave has been granted and no later than the end of the month following its receipt, thereby reducing employers\u2019 administrative burdens.<\/p>\n","protected":false},"excerpt":{"rendered":" A new framework for annual leave provides for flexible allocation, a report to ERGANI, and the retention of entitled rest days.Splitting leave into up to four periods<\/strong><\/h3>\n
ERGANI: What\u2019s changing in leave requests<\/strong><\/h3>\n
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