February 2020 – 31 December 2020. Completed regular Amount of working time reduction working days in days off in hours at least 20 1 8 at least 40 2 16 at least 60 3 24 at least 80 4 32 at least 100 5 40 at least 120 6 48 at least 140 7 56 at least 160 8 64 at least 180 9 72 at least 200 10 80 at least 212 10.5 84 1 January 2021 – 31 December 2021 Completed regular Amount of working time reduction working days in days off in hours at least 18 1 8 at least 36 2 16 at least 54 3 24 at least 72 4 32 at least 90 5 40 at least 108 6 48 at least 126 7 56 at least 144 8 64 at least 162 9 72 at least 180 10 80 at least 198 11 88 at least 212 11.5 92 From 1 January 2022 onward Completed regular Amount of working time reduction working days in days off in hours at least 17 1 8 at least 34 2 16 at least 51 3 24 at least 68 4 32 at least 85 5 40 at least 102 6 48 at least 119 7 56 at least 136 8 64 at least 153 9 72 at least 170 10 80 at least 194 11 88 at least 212 12.5 100 The form in which the holiday is given is locally agreed. In local negotiations, both the needs of the company and the personnel are considered. Unless otherwise locally agreed, the employer notifies the employee of the timing for the holiday at least a week in advance. The holiday is given by the end of April of the year following the year during which the holiday has accumulated at the latest. If the working time reduction is applied by shortening the daily or weekly working time, the employee’s pay is calculated according to a 8-hour shift. It can be agreed with the employee that working time reduction holidays will not be taken. In this case, the employer pays the employee a separate compensation that is calculated from the average hourly wage as follows: - 4.6 % as of 1 February 2020 - 5.0 % as of 1 January 2021 - 5.5 % as of 1 January 2022 This compensation is not taken into account when calculating the average hourly wage or compensations for overtime, Sunday work or emergency overwork. Application guide:
