Calculator by Ritzl & Gietz
How many holiday days am I owed? Part-time and part-year, in seconds.
Enter the holiday days in your contract, the days you work a week and the months employed. The calculator shows your entitlement, compares it with the statutory minimum and gives the holiday supplement if you are paid by the hour.
Your details
Per contract or collective agreement. At least 20 by law.
80 % on four days: 4. 80 % on five shorter days: 5.
12 for a full year; on joining or leaving, the full months.
Your holiday entitlement
25.0 days
That is 5.0 weeks at 5.0 working days, for 12 of 12 months.
All figures gross, before taxes, social contributions, health insurance premiums and living costs. The calculator works only with your entries, stores nothing and is not legal or tax advice. Questions: hello@ritzl-gietz.ch.
How it is calculated
Every figure has a rule.
- Entitlement
- days at full workload × working days per week ÷ 5 × months employed ÷ 12
- Statutory minimum
- 4 weeks (5 weeks until age 20) × working days per week, pro rata by months (OR 329a)
- Holiday supplement on hourly pay
- holiday weeks ÷ (52 − holiday weeks): 4 weeks = 8.33 %, 5 weeks = 10.64 %, 6 weeks = 13.04 %
Frequently asked
What the law says about it.
At least four weeks per year of service, five weeks for employees up to their twentieth birthday (OR Art. 329a). On a five-day week that is 20 or 25 days. Many collective agreements in healthcare grant five weeks, and six from a certain age.
The holiday weeks stay the same; the days follow the days worked per week. Someone working three days out of five has 15 holiday days against a full-time entitlement of 25. Someone spreading the workload over five shorter days keeps 25 days, each covering a shorter working day.
Pro rata to the length of the employment in the year of service (OR Art. 329a para. 3): one twelfth of the annual entitlement per full month. On leaving, holiday taken in excess is usually offset and untaken days are paid out (OR Art. 329d).
Not during the employment: holiday is for rest and may not be replaced by money (OR Art. 329d para. 2). Only on termination are untaken days compensated. On an hourly wage the holiday share is shown as a supplement; the holiday itself is then unpaid.
Days on which you are unfit for work do not count as holiday and may be taken later if rest was not possible. Report to the employer at once and provide a medical certificate.
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