Holiday request as a form to fill in
One sheet for the request, cover arrangements, the holiday account and the decision, with the references from the Federal Holiday Act that count in case of doubt.
- Fields for the person, the period and the number of working days
- Tick boxes for annual leave, special leave, unpaid leave and time off in lieu
- A cover section with a handover date
- Holiday account: entitlement, taken, remaining before and after the request
What is in the template?
Ready to use, with formulas, sample data and a legend.
- Fields for the person, the period and the number of working days
- Tick boxes for annual leave, special leave, unpaid leave and time off in lieu
- A cover section with a handover date
- Holiday account: entitlement, taken, remaining before and after the request
- A decision field with signatures from both sides
When does the template fit?
Ideal as an interim solution or for small teams, with clear limits.
- Businesses without digital absence management
- An interim solution while software is being introduced
- Casual and external staff without system access
A piece of paper does not know how many days anyone has left.
A paper request works as long as somebody keeps the overview. As soon as two requests come in for the same week, the view of the team calendar is missing. In MetronHR the employee makes the request themselves and sees their own remaining holiday, the manager sees overlaps immediately, and the entitlement carries forward.
In comparison
Excel template
Manual upkeep • no workflows • no reminders • copy anew for every employee
MetronHR
Automatic calculations • approval workflow • reminders • one central source for the whole team
Frequently asked questions
Answers on usage and legal aspects.
Under section 3 of the Federal Holiday Act at least 24 working days a year on a six-day week. On a five-day week that corresponds to 20 working days. A collective agreement or employment contract can provide more.
Yes, but not arbitrarily. Under section 7 (1) BUrlG an employee's wishes must be taken into account unless urgent operational needs or the holiday wishes of other employees who take priority on social grounds stand in the way. A refusal should be reasoned.
In principle at the end of the calendar year (section 7 (3) BUrlG). Carrying it over until 31 March of the following year requires urgent operational or personal reasons. Under the case law of the Federal Labour Court, however, leave lapses only if the employer has previously informed employees of the impending lapse and asked them to take it.
The law prescribes no form. Written or digital is customary, though, because both sides then have evidence of when what was requested and decided.
Question not answered here? Every step is explained in the help centre.
Templates are a start. MetronHR is the answer.
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