Annual leave and holiday entitlements as a statutory benefit to employees

4 min readAug 10, 2021

Summer is the most popular and demanded vacation season worldwide.

From some perspectives it can be considered as a kind of employee benefit providing an opportunity to get rest and recover on a statutory basis.

Find out how vacation policies vary from country by country and what any employer should take into account about mandatory time off in the target country of expansion.



All employees in France are entitled to paid leave once they have worked at least one month during the reference period (which runs from June 01 of the previous year to May 31 of the ongoing year). Therefore, employees are entitled to 2,5 working days of leave per month worked, i.e. 5 weeks of paid leave per year worked.

So, only the periods actually spent working are taken into account when calculating the entitlement of paid leave. Periods of absence from work are not counted. However, certain periods are considered as periods actually worked (annual leave of the previous year, maternity leave, training leave, or sick leave) if the collective agreement specifies this.


In Ukraine Employees are entitled to a minimum of 24 calendar days of paid annual leave after six consecutive months of employment with the employer. After the expiration of this six-month period, employees can take paid annual leave.

The leave can be divided into parts in a way that at least one part is no shorter than 14 calendar days. The legislation allows the employee to divide the second half of his or her yearly vacation into various length holidays (if needed, even one day at a time can be taken).
However, if the worker needs to have all 28 days of the paid leave at once, the employer is obliged to provide it in full and has no right to demand the division of the time off.


Russia has one of the longest paid annual leave entitlements in the world — 28 calendar days of paid holidays annually. Some categories are entitled to even longer vacations paid by the employer.

if the 2-week period of a paid vacation includes one public holiday, the worker comes back to work not on Monday, but on Tuesday in 2 weeks and 1 day.


The standard length of basic leave in Hungary is 20 working days. Interesting fact is that employees are entitled to supplementary leave depending on their age. Employees are entitled to longer supplementary leave in the year in which they reach a specific age. Length of supplementary leave:

– 1 working day from the age of 25
– 2 working days from the age of 28
– 3 working days from the age of 31
– 1 additional working day every 2 years up to the age of 45
– 10 working days from the age of 45

In addition to the above, employees are entitled to additional supplementary leave in certain cases. The Labour Code specifies the following types of supplementary leave: for young workers, workers bringing up a child under 16 years of age, workers working underground on a permanent basis, workers spending at least three hours a day in a workplace exposed to ionising radiation, fathers for the birth of a child, disabled workers, people entitled to disability benefits or benefits for the blind.
If employment starts after the beginning or ends before the end of a year, the leave days due are calculated on a pro rata basis, except for the five days of supplementary leave granted to fathers for the birth of their child, which can be used in its entirety, irrespective of the start or end date of employment.


Greece is famous for its peculiarities in annual leave policy. From the date employees start working in a business and until they have completed 12 months of continuous employment, employees are entitled to a percentage of the normal annual paid leave which is proportional to the time they have spent in the business. The percentage is calculated on the basis of annual leave of 24 working days or, if the business operates a 5-day working week system, of 20 working days without including in the calculation those days of the week on which the person does not work because of the system applied. The employer is obliged to grant the above-mentioned proportion of annual leave by the end of the calendar year in which the employee was recruited.

In the second calendar year, employees are entitled to normal annual paid leave in proportion to the length of their employment in the business. The leave is increased by one working day for each year of employment in addition to the first year, up to 26 working days, or up to 22 working days if the business operates a 5-day week. Exceptionally, leave may be divided into two periods during the calendar year if there is a particularly serious or urgent need on the part of the business or holding.

In each following calendar year, employees are entitled to receive their normal annual paid leave from 1 January of each year, as well as their leave allowance (an additional half salary for private sector employees).

Contact Acvian today and our specialist will guide you on annual leave regulation and holidays management in your target destination.