{"id":3629,"date":"2019-03-27T09:10:16","date_gmt":"2019-03-27T07:10:16","guid":{"rendered":"https:\/\/honert.de\/no-expiration-of-leave-entitlements-without-correct-prior-instruction-by-the-employer-federal-labor-court-implements-guidelines-by-the-european-court-of-justice-into-german-holiday-law\/"},"modified":"2019-09-04T12:38:32","modified_gmt":"2019-09-04T10:38:32","slug":"no-expiration-of-leave-entitlements-without-correct-prior-instruction-by-the-employer-federal-labor-court-implements-guidelines-by-the-european-court-of-justice-into-german-holiday-law","status":"publish","type":"post","link":"https:\/\/honert.de\/en\/no-expiration-of-leave-entitlements-without-correct-prior-instruction-by-the-employer-federal-labor-court-implements-guidelines-by-the-european-court-of-justice-into-german-holiday-law\/","title":{"rendered":"NO EXPIRATION OF LEAVE ENTITLEMENTS WITHOUT CORRECT PRIOR INSTRUCTION BY THE EMPLOYER \u2013 FEDERAL LABOR COURT IMPLEMENTS GUIDELINES BY THE EUROPEAN COURT OF JUSTICE INTO GERMAN HOLIDAY LAW"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-1t6ee1-7e2d3256d6b1ed2aa8f79b1e1b791fce\">\n.avia-section.av-1t6ee1-7e2d3256d6b1ed2aa8f79b1e1b791fce{\nbackground-repeat:no-repeat;\nbackground-image:url(https:\/\/honert.de\/wp-content\/uploads\/3629.jpg);\nbackground-position:0% 0%;\nbackground-attachment:scroll;\n}\n<\/style>\n<div id='av_section_1'  class='avia-section av-1t6ee1-7e2d3256d6b1ed2aa8f79b1e1b791fce main_color avia-section-default avia-no-shadow  avia-builder-el-0  el_before_av_section  avia-builder-el-first  hide_on_print avia-full-stretch avia-bg-style-scroll av-minimum-height av-minimum-height-40 av-height-40  container_wrap sidebar_right'  data-section-bg-repeat='stretch' data-av_minimum_height_pc='40' data-av_min_height_opt='40'><div class='container av-section-cont-open' ><main  role=\"main\" itemprop=\"mainContentOfPage\"  class='template-page content  av-content-small alpha units'><div class='post-entry post-entry-type-page post-entry-3629'><div class='entry-content-wrapper clearfix'>\n<\/div><\/div><\/main><!-- close content main element --><\/div><\/div><div id='av_section_2'  class='avia-section av-g76szd-f19eca31e7267f38c5a4c8632bcd4202 main_color avia-section-default avia-no-shadow  avia-builder-el-1  el_after_av_section  avia-builder-el-last  avia-bg-style-scroll container_wrap sidebar_right'  ><div class='container av-section-cont-open' ><div class='template-page content  av-content-small alpha units'><div class='post-entry post-entry-type-page post-entry-3629'><div class='entry-content-wrapper clearfix'>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-et23uh-50813feacec36038aa71c0c89c87a36f\">\n.flex_column.av-et23uh-50813feacec36038aa71c0c89c87a36f{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-et23uh-50813feacec36038aa71c0c89c87a36f av_two_third  avia-builder-el-2  el_before_av_two_third  avia-builder-el-first  first flex_column_div av-zero-column-padding  '     ><style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-aj8hl-b5cd85697414408c0a29e476fcca97cb\">\n#top .av-special-heading.av-aj8hl-b5cd85697414408c0a29e476fcca97cb{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-aj8hl-b5cd85697414408c0a29e476fcca97cb .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-aj8hl-b5cd85697414408c0a29e476fcca97cb .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-aj8hl-b5cd85697414408c0a29e476fcca97cb av-special-heading-h1 blockquote modern-quote  avia-builder-el-3  avia-builder-el-no-sibling '><div class='av-subheading av-subheading_above'>27. March 2019\n<\/div><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >NO EXPIRATION OF LEAVE ENTITLEMENTS WITHOUT CORRECT PRIOR INSTRUCTION BY THE EMPLOYER \u2013 FEDERAL LABOR COURT IMPLEMENTS GUIDELINES BY THE EUROPEAN COURT OF JUSTICE INTO GERMAN HOLIDAY LAW<\/h1><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-cbf309-dae650c431690c76c8a2dec187bdc5a7\">\n.flex_column.av-cbf309-dae650c431690c76c8a2dec187bdc5a7{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-cbf309-dae650c431690c76c8a2dec187bdc5a7 av_two_third  avia-builder-el-4  el_after_av_two_third  el_before_av_two_third  first flex_column_div av-zero-column-padding  column-top-margin'     ><section  class='av_textblock_section av-k052kvqr-ab680a3965357551f51710d6b7a2b3ce '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><strong>In its judgment of 19 February 2019 (file no. 9 AZR 541\/15) the Federal Labor Court [<em>Bundesarbeitsgericht \u2013 BAG<\/em>] ruled that an employee\u2019s entitlement to paid annual leave shall as a rule only expire at the end of a calender year if the employer did not previously instruct the employer about the concrete leave entitlement and time limits and if the employee did not take the leave voluntarily nonetheless. With this judgment, the BAG implemented the jurisdiction of the European Court of Justice which means that the expiration regulation under section 7 para. 3 Federal Holiday Benefits Act in its current form no longer applies.<\/strong><!--more--><\/p>\n<\/div><\/section><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-ay8oft-419f623bb4a2c7c7580e17e447c3e7ec\">\n.flex_column.av-ay8oft-419f623bb4a2c7c7580e17e447c3e7ec{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-ay8oft-419f623bb4a2c7c7580e17e447c3e7ec av_two_third  avia-builder-el-6  el_after_av_two_third  el_before_av_one_third  first flex_column_div av-zero-column-padding  column-top-margin'     ><section  class='av_textblock_section av-k052q2kj-2c51ae2ab406985a2e15b8ecebc8d836 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><h2>I. Previous legal situation pursuant to section 7 Federal Holiday Benefits Act<\/h2>\n<p>The employer satisfies the leave entitlements of the employee by exempting the employee from its duty to perform work and by granting the employee leave. The granting of leave by the employer initially requires the employee\u2019s application for leave.<br \/>\nSection 7 Federal Holiday Benefict Act [Bundesurlaubsgesetz BUrlG] regulates the time, transferability and compensation of the leave under German law. The regulation under section 7 para. 3 sentence 1 BUrlG stipulates that the leave entitlement is limited in time to the calendar year concerned. The regulations under sentences 2 and 3 under section 7 para. 3 BUrlG determine that the transferability of the leave to the next calendar year is only justified in urgent operational reasons and by a good cause inherent in the person of the employee and that in such an event, the leave entitlement expires as of 31 March of the following year.<br \/>\nThe BUrlG, however, is superimposed by the leave provisions under Union law under article 7 para. 1 of Directive 2003\/88\/EG of the European Parliament and of the Council of 4 November 2003 (\u201cEU Leave Directive\u201d). In addition, the European Court of Justice (\u201cECJ\u201d) classified in consistent case-law that granting leave entitlement is a basic right for every EU citizen pursuant to article 31 para. 2 of the Charter of Fundamental Rights of the EU (\u201cEU Charter of Fundamental Rights\u201d).<br \/>\nIn specific cases in the past years ECJ had already identified the incompatibility of the expiration regulation under section 7 para. 3 BUrlG with European legal standards in special cases (e.g. in the case of an employee with a long-term illness). However, the expiration without replacement of leave entitlements pursuant to section 7 para. 3 BUrlG, which the employee did not take in due time, was now critically assessed.<\/p>\n<h2>II. BAG judgment of 19 February 2019 on the basis of the ECJ\u2019s preliminary judgment<\/h2>\n<p>In its judgment of 19 February 2019 the Federal Labor Court [<em>Bundesarbeitsgericht \u2013 BAG<\/em>] ruled that an employee\u2019s entitlement to paid annual leave shall as a rule only expire at the end of a calendar year if the employer did not previously instruct the employee about the concrete leave entitlement and time limits and if the employee did not take the leave voluntarily. This judgment implements the requirements of the ECJ on the compatibility of section 7 BUrlG with the EU Leave Directive and the EU Charter of Fundamental Rights, which the BAG had previously requested from the ECJ in this matter in the course of a preliminary ruling.<\/p>\n<h5>1. Facts of the case<\/h5>\n<p>In the case decided by the BAG the accused employer, the company Max-Planck-Gesellschaft zur F\u00f6rderung der Wissenschaft eV, employed the suing employee, Mr. Tetsuji Shimizu, as a scientist in the time period 1 August 2001 to 31 December 2013. By letter dated 23 October 2013 the employer asked the employee to take his leave before termination of his employment. However, the employer did not oblige the employee to take the leave by a date fixed by the employer. Subsequently, the employee took two days off. After termination of the employment, the employee demanded to be compensated for the leave not taken of 51 working days from 2012 and 2013 by being paid a gross salary amount totaling to around EUR 12,000.00. He had not applied for such leave during his employment. The Labor Court as well as the Regional Labor Court ruled in favor of the employee.<\/p>\n<h5>2. Reasons for the judgment<\/h5>\n<p>Currently, there is only the press release of the BAG concerning the judgment of 19 February 2019, while the publication of the judgment is yet to be submitted. As a reason for the judgment the press release indicates that the senate developed its jurisprudence with this decision and implemented the requirements by the ECJ within the framework of the preliminary judgment in this case which the BAG itself gathered (ECJ, judgment of 6 November 2018, file no. C-684\/16).<br \/>\nIn the course of the preliminary judgment the ECJ decided on the question submitted by the BAG in this case on the interpretation of European law that the expiration regulation pursuant to section 7 para. 3 BUrlG was incompatible with article 7 of the EU Leave Guideline and with article 31 para. 2 EU Charter of Fundamental Rights and that it can consequently not be applied in the present case.<br \/>\nReferring to its present case law, the ECJ found that the right to paid annual leave was affected in its very substance if acquired rights to paid annual leave of an employee or compensation for leave not taken correlating with the termination of the employment expired, without granting the employee the possibility to exercise such right. Without first examining if the employee was in fact put in the position to benefit from his right, the automatic expiration intended under section 7 para. 3 BUrlG of the right to paid annual leave ignored limitations under European law substantiated by ECJ case-law which have to be complied with by the member states when setting the terms for exercising the right to annual leave. As the weaker party of the employment contract, the employee must be protected from the restriction of his rights by the employer, according to the ECJ&#8217;s opinion. Even the creation of an incentive to refrain from taking a leave is incompatible with the objectives of the EU Leave Directive.<br \/>\nAgainst this background, according to the ECJ, a situation should be avoided in which the employee alone is responsible for ensuring that his entitlement to paid annual leave is actually exercised, while the employer is given the opportunity to escape its obligation to grant leave simply by invoking the employee&#8217;s failure to apply for leave.<br \/>\nThe ECJ is convinced that the employer&#8217;s obligation to ensure that the employee is actually in a position to take his or her paid annual leave in a concrete and completely transparent manner follows from this. For this purpose, the employer should request the employee \u2013 if necessary formally \u2013 to apply for leave and inform the employee in a clear and timely manner that the leave would otherwise expire at the end of the period considered or at the end of a permitted extension period.<br \/>\nThe ECJ adds restrictively that the employer would not have to force the employee to actually exercise his right to paid annual leave.<br \/>\nThe burden of demonstration and proof that the respective employee had been informed in the manner required by the ECJ shall solely be borne by the employer. However, if the employer was not able to provide such evidence, an expiration of the right to annual leave would infringe the EU Leave Directive. But if the employer was able to provide the evidence for which it carries the burden of proof and if this resulted in the employee waiving his or her right to take leave voluntarily and fully aware of the resulting consequences, the EU Leave Guideline would not conflict with the application of section 7 para. 3 BUrlG.<\/p>\n<h5>3. Referral back from the BAG to the Regional Labor Court<\/h5>\n<p>Whether the employer complied with the duties set by the ECJ to sufficiently request its employee to take his annual leave and at the same time pointed out the consequences which would otherwise occur, is a factual issue which still has to be determined. This can only take place at the level of the last instance of facts (in this case the Regional Labor Court), so that the BAG referred back the case with the request that the Regional Labor Court should clarify if the employer did comply with its obligations.<\/p>\n<h2>III. Consequences for the practice<\/h2>\n<p>There are extensive consequences for the practice. According to the decision of the BAG, an expiry of leave pursuant to section 7 para. 3 BUrlG can only be considered as such if the employer has actually put the employee in a position to take his or her paid annual leave and informs the employee clearly and in good time that the leave, if it were not taken, would expire at the end of a reference period or a permitted extension period. This obligation of the employer does not extend to the point that the employer must force its employees to take leave, but it places high demands on the employers. In view of the burden on the employer, in the event of a dispute, to prove that the employer has complied with its obligation to inform each of its employees in sufficient form and in good time, it is essential that employees are formally informed.<br \/>\nIt is therefore recommended that, as soon as possible for the calendar year 2019 and at the beginning of each subsequent calendar year, employees should be formally requested to apply for and take their annual leave and any leave carried over from the previous calendar year, and that employees should be expressly informed at the same time that the leave will otherwise expire. If employees fail to comply with this, the employee should be reminded of this fact once again in the course of the calendar year. We can gladly provide you with the corresponding drafts.<\/p>\n<\/div><\/section><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-8sur89-21ad43ac81ab0361b98327bff5520f01\">\n.flex_column.av-8sur89-21ad43ac81ab0361b98327bff5520f01{\nborder-radius:0px 0px 0px 0px;\npadding:7px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-8sur89-21ad43ac81ab0361b98327bff5520f01 av_one_third  avia-builder-el-8  el_after_av_two_third  avia-builder-el-last  sy-only-desktop hide_on_print flex_column_div  column-top-margin'     ><p><div  class='avia-builder-widget-area clearfix  avia-builder-el-9  el_before_av_textblock  avia-builder-el-first '><section id=\"categories-3\" class=\"widget clearfix widget_categories\"><h3 class=\"widgettitle\">Newsletter issues<\/h3>\n\t\t\t<ul>\n\t\t\t\t\t<li class=\"cat-item cat-item-272\"><a href=\"https:\/\/honert.de\/en\/category\/2026-q1\/\">2026 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-267\"><a href=\"https:\/\/honert.de\/en\/category\/2025-q4-en\/\">2025 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-265\"><a href=\"https:\/\/honert.de\/en\/category\/2025-q3-en\/\">2025 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-263\"><a href=\"https:\/\/honert.de\/en\/category\/2025-q2-en\/\">2025 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-261\"><a href=\"https:\/\/honert.de\/en\/category\/2025-q1-en\/\">2025 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-254\"><a href=\"https:\/\/honert.de\/en\/category\/2024-q4-en\/\">2024 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-250\"><a href=\"https:\/\/honert.de\/en\/category\/2024-q3-en\/\">2024 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-242\"><a href=\"https:\/\/honert.de\/en\/category\/2024-q2-en\/\">2024 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-238\"><a href=\"https:\/\/honert.de\/en\/category\/2024-q1-en\/\">2024 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-227\"><a href=\"https:\/\/honert.de\/en\/category\/2023-q4-en\/\">2023 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-208\"><a href=\"https:\/\/honert.de\/en\/category\/2023-q2-en\/\">2023 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-206\"><a href=\"https:\/\/honert.de\/en\/category\/2023-q1-en\/\">2023 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-193\"><a href=\"https:\/\/honert.de\/en\/category\/2022-q4-en\/\">2022 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-184\"><a href=\"https:\/\/honert.de\/en\/category\/2022-q3-en\/\">2022 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-182\"><a href=\"https:\/\/honert.de\/en\/category\/2022-q2-en\/\">2022 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-177\"><a href=\"https:\/\/honert.de\/en\/category\/2022-q1-en\/\">2022 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-175\"><a href=\"https:\/\/honert.de\/en\/category\/2021-q4-en\/\">2021 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-173\"><a href=\"https:\/\/honert.de\/en\/category\/2021-q3-en\/\">2021 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-171\"><a href=\"https:\/\/honert.de\/en\/category\/2021-q2-en\/\">2021 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-169\"><a href=\"https:\/\/honert.de\/en\/category\/2021-q1-en\/\">2021 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-167\"><a href=\"https:\/\/honert.de\/en\/category\/2020-q4-en\/\">2020 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-162\"><a href=\"https:\/\/honert.de\/en\/category\/2020-q3-en\/\">2020 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-160\"><a href=\"https:\/\/honert.de\/en\/category\/2020-q2-en\/\">2020 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-158\"><a href=\"https:\/\/honert.de\/en\/category\/2020-q1-en\/\">2020 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-156\"><a href=\"https:\/\/honert.de\/en\/category\/2019-q4-en\/\">2019 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-150\"><a href=\"https:\/\/honert.de\/en\/category\/2019-q3-en\/\">2019 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-138\"><a href=\"https:\/\/honert.de\/en\/category\/2019-q2-en\/\">2019 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-140\"><a href=\"https:\/\/honert.de\/en\/category\/2019-q1-en\/\">2019 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-144\"><a href=\"https:\/\/honert.de\/en\/category\/2018-q4-en\/\">2018 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-146\"><a href=\"https:\/\/honert.de\/en\/category\/2018-q3-en\/\">2018 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-136\"><a href=\"https:\/\/honert.de\/en\/category\/2018-q2-en\/\">2018 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-128\"><a href=\"https:\/\/honert.de\/en\/category\/2018-q1-en\/\">2018 Q1<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-126\"><a href=\"https:\/\/honert.de\/en\/category\/2017-q4-en\/\">2017 Q4<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-116\"><a href=\"https:\/\/honert.de\/en\/category\/2017-q3-en\/\">2017 Q3<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-114\"><a href=\"https:\/\/honert.de\/en\/category\/2017-q2-en\/\">2017 Q2<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-142\"><a href=\"https:\/\/honert.de\/en\/category\/deals-en\/\">Deal Announcements<\/a>\n<\/li>\n\t<li class=\"cat-item cat-item-58\"><a href=\"https:\/\/honert.de\/en\/category\/uncategorized\/\">Uncategorized<\/a>\n<\/li>\n\t\t\t<\/ul>\n\n\t\t\t<span class=\"seperator extralight-border\"><\/span><\/section><\/div><br \/>\n<section  class='av_textblock_section av-5krfzd-4006cbbf2dea798b519b62f894809b21 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><h2>More information on this topic<\/h2>\n<ul class=\"sy-list-margin\">\n<li><a href=\"https:\/\/honert.de\/en\/taetigkeitsgebiete\/labor-and-employment-law\/\">Labor and Employment Law<\/a><\/li>\n<li><a href=\"https:\/\/honert.de\/en\/taetigkeitsgebiete\/employment-law\/\">Employment Law<\/a><\/li>\n<\/ul>\n<\/div><\/section><br \/>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-3k4k6h-20cd6fe2cb8aa38f05e44b5bfe228c4d\">\n#top .hr.hr-invisible.av-3k4k6h-20cd6fe2cb8aa38f05e44b5bfe228c4d{\nheight:8px;\n}\n<\/style>\n<div  class='hr av-3k4k6h-20cd6fe2cb8aa38f05e44b5bfe228c4d hr-invisible  avia-builder-el-11  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div><br \/>\n<section  class='av_textblock_section av-1xbkrd-e7e0a9c6f0ad8c56d39d278944edab47 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><h2>Downloads<\/h2>\n<p><a href=\"#\" onclick=\"window.print();return false\">Print<\/a><br \/>\n\n\n\n\t<div class=\"dkpdf-button-container\" style=\" text-align:left \">\n\n\t\t<a class=\"dkpdf-button\" href=\"\/en\/wp-json\/wp\/v2\/posts\/3629?pdf=3629\" target=\"_blank\"><span class=\"dkpdf-button-icon\"><i class=\"fa fa-file-pdf-o\"><\/i><\/span> Download (PDF)<\/a>\n\n\t<\/div>\n\n\n\n\n\n<\/p>\n<\/div><\/section><\/p><\/div><\/div><\/div><\/div><!-- close content main div --><\/div><\/div><div id='after_section_2'  class='main_color av_default_container_wrap container_wrap sidebar_right'  ><div class='container av-section-cont-open' ><div class='template-page content  av-content-small alpha units'><div class='post-entry post-entry-type-page post-entry-3629'><div class='entry-content-wrapper clearfix'>\n","protected":false},"excerpt":{"rendered":"<p>In its judgment of 19 February 2019 (file no. 9 AZR 541\/15) the Federal Labor Court [Bundesarbeitsgericht \u2013 BAG] ruled that an employee\u2019s entitlement to paid annual leave shall as a rule only expire at the end of a calender year if the employer did not previously instruct the employer about the concrete leave entitlement and time limits and if the employee did not take the leave voluntarily nonetheless. With this judgment, the BAG implemented the jurisdiction of the European Court of Justice which means that the expiration regulation under section 7 para. 3 Federal Holiday Benefits Act in its current form no longer applies. <\/p>\n","protected":false},"author":26,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"mc4wp_mailchimp_campaign":[],"footnotes":""},"categories":[140,140],"tags":[],"class_list":["post-3629","post","type-post","status-publish","format-standard","hentry","category-2019-q1-en"],"acf":[],"_links":{"self":[{"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/posts\/3629","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/users\/26"}],"replies":[{"embeddable":true,"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/comments?post=3629"}],"version-history":[{"count":7,"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/posts\/3629\/revisions"}],"predecessor-version":[{"id":3744,"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/posts\/3629\/revisions\/3744"}],"wp:attachment":[{"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/media?parent=3629"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/categories?post=3629"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/honert.de\/en\/wp-json\/wp\/v2\/tags?post=3629"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}