Flexi-amendment - Part Two
Flexi-amendment Part Two: key changes in work leave. Last time we covered parental leave, notices, and wage confidentiality. This week we focus on work leave in critical life situations.
Here too, the amendment brings greater support and flexibility.
I. Attending a funeral
It will no longer be necessary to prove that the employee spent only the 'strictly necessary time' at the funeral. Leave will be provided in full days. Upon the death of a child, spouse, partner, parent, or other close family member, the option to take up to two paid days of leave remains.
❗ In addition, a new option is introduced to take up to five days of additional unpaid leave. This change is intended to give employees sufficient time to cope with the loss and handle necessary arrangements.
Of course, it is also necessary to keep the required paperwork in mind. The employee must bring a death certificate or other official document confirming the relationship. The employer can also request a formal leave request.
II. Job seeking
Until now, it was possible to take work leave for a maximum of one half-day per week during the notice period, with wage compensation provided only in cases of dismissal or agreement for statutory reasons according to § 52 letters a) to e).
Starting June 1, 2025, employees will be entitled to up to ❗4 days of paid leave for job seeking if their employment was terminated due to redundancy, restructuring, medical reasons, or agreement for the same reasons.
In addition, they will be entitled to an additional ❗2 unpaid days to visit the labor office.
If the employment was terminated due to a breach of work duties, employees will be entitled to 2 days of unpaid leave plus 1 day to visit the labor office (also unpaid). By the way, the shortening of the notice period is also related to this, but more on that another time.
III. Leave for weddings and medical visits
The flexi-amendment clarifies that paid leave for a wedding ceremony is provided for the day of the ceremony. Previously, it was not clearly defined whether it applied only to the ceremony itself or to the entire day.
Furthermore, the Labor Code concretizes the rules for accompanying a close person to a medical facility. It is now clearly stated that the leave includes not only the accompaniment to the facility, but also back to the educational institution if it is a child.
This is not a complete list of obstacles on the employee's side, but if you are not sure about your other leave options, we know them. We will be happy to advise you and help you find a solution.
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