Here are some important points that you should consider

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This will help you keep your people for as long as possible - this is especially important in times of staff shortages . In addition to fair working hours, there are a few other ways to present yourself as an attractive company . This way, you can try to deal with the difficult personnel situation as best as possible. In the catering industry, vacation planning plays a crucial role in the well-being of employees and the efficiency of the business. In this article, we will look at brazil phone data the most important legal regulations and practical tips on the subject of vacation. Whether you are a full-time employee, part-time employee or temporary worker - we will explain how vacation days are regulated by law and what this means for you as a restaurateur. Contents Holiday regulations in the catering industry: Legal framework Vacation entitlement according to type of employment When are you entitled to vacation? vacation entitlement and company holidays vacation and illness What happens to holiday entitlement when changing employers? Can vacation in the catering industry also expire? No vacation due to staff shortages Tools for holiday planning in the hospitality industry Conclusion Holiday regulations in the catering industry: Legal framework The holiday entitlement in the catering industry in Germany is regulated by the Federal Holiday Act (BUrlG).

as a restaurateur or restaurant owner: Vacation entitlement according to type of employment Full-time employees: Every employee in Germany has a legal minimum entitlement to 24 working days' holiday per year, based on a 6-day week (Saturdays generally count as a working day). For a 5-day week, this amounts to at least 20 days' annual holiday. However, many collective agreements in the catering industry grant more holiday days, often between 25 and 30 days. working days per week Legal entitlement to vacation days per year (minimum number) 1 4 2 8 3 12 4 16 5 20 6 24 Part-time employees: The holiday entitlement of part-time employees is calculated based on the number of days worked, not on the number of hours actually worked. For example, if someone works half a day but 6 days a week, he or she is entitled to the full holiday. On the other hand, if someone only works 8 hours three days a week, he or she still only receives half the holiday entitlement of a full-time employee. Temporary workers and marginal employees: Temporary workers are also entitled to paid vacation, which is proportional to their work performance.