Vacation once granted is a legally binding entitlement.

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e. by 31 March at the latest. forfeiture of vacation If the holiday is not taken by 31 March of the following year, it will automatically expire unless there are still legitimate reasons for it to be carried over again. In such cases, a written agreement should be made between the employer indonesia phone data and the employee. rulings of the Federal Labor Court Recent rulings by the Federal Labor Court stipulate that employers must play an active role in informing their employees about their vacation entitlements and expiry dates. You should therefore ask and remind your team to take their vacation in good time. If you fail to provide this information, the vacation may not simply expire. No vacation due to staff shortages Canceling an already approved vacation at short notice due to an acute shortage of staff is tricky in both legal and practical terms. In principle, an employee is entitled to the vacation that has already been approved. Unilateral withdrawal of vacation approval by the employer is normally not permitted and can only take place under certain conditions and with significant justification. Legal framework Legal right to vacation :

This means that employees can rely on the leave. Exceptional situations : An exception to this rule may apply if an unforeseen, urgent operational emergency occurs that significantly endangers operations. Such emergencies could include, for example, unexpected waves of illness or absences of key personnel that cannot be compensated for in any other way. Even in such cases, the employer must weigh the interests of the employees against the operational requirements. Duty to inform and consider : The employer must inform the employee as early as possible and set a reasonable deadline before cancelling the holiday. You must also consider all reasonable alternatives before cancelling the holiday. What can you do? Seek dialogue : As an employer, you should seek dialogue with the employee concerned. Explain the situation and the need for the measure. It is often helpful to look for solutions together, e.g. by postponing the vacation rather than canceling it completely. Offer compensation : To mitigate the impact on the employee's vacation planning, you can offer compensation, such as additional vacation days or financial compensation. Seek legal advice : In cases of doubt or conflict, it is advisable to seek legal advice.