Germans want more vacation: majority willing to sacrifice money for it!

Germans want more vacation: majority willing to sacrifice money for it!

A current study by the travel portal HolidayCheck shows that many Germans are willing to forego part of their salary for additional vacation days. According to the results published on January 30, 2026, 56 percent of employees surveyed in Germany are generally open to this exchange. The representative survey involved around 1,000 professionals and revealed that 11 percent of those surveyed immediately agreed. Another 27 percent would agree depending on the amount of salary sacrifice, while 18 percent were open to the idea.

Despite being entitled to 26 to 30 days of vacation per year, many employees feel that their recovery time is insufficient. Only 59 percent actually feel well or very well recovered after their vacation. The results of the study show that 77 percent of those surveyed would use additional vacation days primarily for travel. At the same time, many people try to gain more relaxation time through bridging days or short vacations.

Use of flexible vacation days

The ability to exchange vacation days for money could become more important in the future. Employers are increasingly responding to this idea in order to meet the needs of their employees. Employers can, at the request of employees, adjust the number of vacation days. A written additional agreement between employer and employee is required for this. The statutory minimum vacation must be observed, which in Germany is at least 20 days for full-time employees.

An example illustrates this practice: a full-time employee with a gross salary of 3,200 euros and 28 days of vacation can ask for five additional vacation days, which results in large financial losses of 738.46 euros per year. The calculation is made using a method that adjusts the wage accordingly. However, there is no legally required calculation method; the rules for holiday pay can be applied. Employers bound by collective bargaining agreements must also follow specific regulations that only allow deviating regulations for the benefit of employees.

The trend towards individual work design

The HolidayCheck study also shows that in many European countries employees have extensive vacation entitlements, but work intensity and mental stress are also increasing. Given these challenges, models such as additional vacation in exchange for salary sacrifice or more flexible time off could become more important in the future. When implementing this, employers should ensure that there is a clear separation between statutory vacation entitlement and contractually agreed additional vacation.

Exchanging vacation days for money could violate collective bargaining regulations, which is why the works council has co-determination rights with regard to general vacation principles. However, he is left out of individual agreements. Employers should also offset vacation days in the month in which they are taken.

Amid this discussion about flexible work modules, the reality shows that many employees have different needs and, depending on their life situation, need more money or more free time. The desire for a better work-life balance is clear, and initiatives that support this concern could become more relevant in the future.