The employee may carry over part of his or her annual leave to be taken later. The employee and the employer may agree to carry over the part of the annual leave exceeding 18 days. If an agreement on carrying over the leave is not reached, the employee has the right to carry over any annual leave exceeding 24 leave days to be taken later, provided that this does not seriously harm the manufacturing and service operations of the workplace.

Thus the employer cannot forbid the carrying over of leave without reasonable grounds. In practice, this means that the employee may usually carry over a maximum of 6 days of the full annual leave of 30 days at his or her request, and a maximum of 12 days in agreement with the employer. However, if the employee has better holiday benefits than those provided by the Annual Holidays Act, the number of leave days to be carried over may be higher.

The total number of carried over annual leave days is not limited, so you can carry over your leave even every year, if you so wish. In addition to annual leave days, the employer and the employee may also agree that the compensation of additional work and overtime is given in days off, added to the carried-over leave. The employee may use the carried-over leave to any purpose of his or her choice.

When to agree?

The employee and the employer must agree on the carrying over of leave and the number of carried-over days when they discuss the timing of the leave at the latest. The employer may not forbid the employee to carry over the six-day period at his or her request without reasonable grounds. If no agreement is reached, the employee must be granted the carried-over leave at the time of his or her request, however, at the earliest during the next summer holiday season. In this case, the timing of the leave must be notified at least 4 months prior to it. Normal holiday pay is paid to the employee during the carried-over leave, determined by the employee’s pay at the beginning of the carried-over leave.