{"id":4390,"date":"2026-04-13T07:47:10","date_gmt":"2026-04-13T07:47:10","guid":{"rendered":"https:\/\/www.brasser-accounting.de\/?post_type=glossar&p=4390"},"modified":"2026-09-07T11:46:13","modified_gmt":"2026-09-07T11:46:13","slug":"holiday-pay-construction","status":"publish","type":"glossar","link":"https:\/\/www.brasser-accounting.de\/en\/glossar\/urlaubsgeld-bau\/","title":{"rendered":"Holiday pay (construction industry)"},"content":{"rendered":"
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The Holiday pay in the construction industry<\/strong> refers to the collective additional holiday allowance for manual workers in the construction industry's holiday procedure. Together with holiday pay, it forms the holiday remuneration. According to the BRTV (Federal Collective Agreement for the Construction Industry), the additional holiday allowance is 25 % of the holiday pay.<\/p>\n <\/div>\n<\/section>\n\n

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What is the holiday pay in the construction industry?<\/h2>\n\n

For manual workers under the collective holiday scheme of the construction industry, holiday pay consists of two components: holiday remuneration and additional holiday pay.<\/p>\n\n

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In short:<\/strong> Holiday pay + additional holiday allowance = holiday remuneration.<\/p>\n <\/div>\n\n

The additional holiday pay is, according to the BRTV<\/a> 25 % of holiday pay.<\/p>\n<\/section>\n\n

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What is the holiday pay in the construction industry?<\/h2>\n\n

For commercial employees, the collective holiday pay is generally 14.25 % of the relevant gross wage.<\/p>\n\n

It is made up of holiday pay equal to 11.4 % of the gross salary and additional holiday allowance amounting to 25 % of this holiday pay.<\/p>\n\n

For severely disabled employees, increased values apply under the collective bargaining regulations.<\/p>\n<\/section>\n\n

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Connection with the Holiday entitlement<\/h2>\n\n

Additional holiday pay must be distinguished from the number of days of annual leave. The Holiday entitlement in the construction industry<\/a> determines how many days of holiday a blue-collar worker is entitled to under collective wage agreements.<\/p>\n\n

Holiday pay, on the other hand, relates to the remuneration paid for the holiday taken.<\/p>\n<\/section>\n\n

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What role does ULAK play?<\/h2>\n\n

The holiday procedure for manual workers is managed through the ULAK<\/a> carried out. If an employee takes leave and the employer pays the collectively agreed holiday pay, the ULAK can reimburse this in accordance with the social fund procedure.<\/p>\n\n

The additional holiday pay is therefore part of the collective holiday remuneration and is at the same time integrated into the special holiday procedure of the construction industry.<\/p>\n<\/section>\n\n

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Holiday pay and holiday compensation \u2013 what is the difference?<\/h2>\n\n

The additional holiday pay is part of the remuneration for leave actually granted.<\/p>\n\n

The use of Holiday pay<\/a> however, concerns an existing Holiday entitlement which, under statutory or collective bargaining conditions, can no longer be granted as time off in lieu. In the construction industry, separate collective bargaining rules apply to compensation.<\/p>\n<\/section>\n\n

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Related terms<\/h2>\n\n