In your first job the question quickly comes up how you can continue your training and whether your employer has to release you for it. Educational leave (Bildungsurlaub) is not a federal right. It is regulated by the German federal states (Länder). This guide uses Lower Saxony as an example to explain which entitlements apply, which deadlines count and what to check for training during your first job.
Short answer: Educational leave exists only where the federal state has its own law. In Lower Saxony, the text available to us provides five working days per calendar year, at the earliest after six months of employment, with a written application at least four weeks in advance. The law is being reshaped, so check the current status before you apply. Last updated: October 2026.
The key points
- Educational leave is a matter for the federal states. Whether it exists and how it works depends on where you work.
- In Lower Saxony, the entitlement under the law as we found it is five working days per calendar year.
- The waiting period is six months of employment before you can first claim the entitlement.
- You need a recognised course, and the application should be made in writing at least four weeks in advance.
- Your employer keeps paying your salary. The law does not regulate course fees.
Why educational leave depends on the federal state
The federal law on holidays (Bundesurlaubsgesetz) covers only paid annual leave. Federal law does not contain a general right to release for training. The federal states have therefore passed their own laws, some with clearly different rules, and some states have no general entitlement at all. Whether you can claim educational leave depends on the state law that applies to your workplace.
Paid annual leave is governed by the federal holiday law, where the full entitlement arises after six months of employment under section 4 of the Federal Holiday Act (BUrlG). This figure is often confused with educational leave, but it is a separate rule.
The rules in Lower Saxony at a glance
The table summarises the central points of the Lower Saxony Educational Leave Act (NBildUG), as shown in the text published by the Ostfalia University of Applied Sciences. It is a guide, not a substitute for the official wording.
| Point | Rule under the text we checked | Provision |
|---|---|---|
| Scope | Five working days per calendar year, adjusted for a different number of working days per week | section 2 para. 4 |
| Waiting period | First claim possible after six months of employment | section 2 para. 3 |
| Carry-over | Unused days from the previous year can be taken in the current year | section 2 para. 6 |
| Application | In writing and as early as possible, usually at least four weeks in advance | section 8 para. 1 |
| Refusal | Only for compelling operational reasons, in writing by two weeks before the start | section 8 paras. 2 and 4 |
| Pay | Salary continues to be paid | section 5 |
| Course | Must be a recognised educational event | section 10 |
The interplay between application and refusal matters. If your employer does not refuse in writing at least two weeks before the start, the leave counts as approved. This protects you, but only if you applied on time and can prove it.
Worked example: when can you book the first leave?
Assumption: your employment starts on 1 March 2027 and you work five days a week. The six-month waiting period ends at the beginning of September 2027. The first educational leave can therefore be taken from early September at the earliest.
- Start of employment: 1 March 2027.
- End of the waiting period: early September 2027, from about 1 September.
- Latest application for a course starting on 1 September: four weeks before, so by 4 August 2027.
- Latest refusal by the employer: two weeks before, so by 18 August 2027.
- Without a refusal by then, the release counts as approved.
The example shows why you should coordinate your calendar early. A course in October can still be announced with an application in September.
Training in your first job: what to clarify with the employer
Independently of educational leave you can agree on training with your employer. This often concerns course costs, working time and obligations after completion. Clarifying these early avoids conflict.
- Is the course relevant to the job, and does the employer bear costs or time?
- Does the contract contain a repayment clause for training costs? Have the amount, the binding period and the consequences of resignation explained.
- How is the training time counted, and is salary paid during it?
- Is there a training budget, and how is it applied for?
Whether training costs are tax-deductible depends on the individual case. The responsible tax office or a tax adviser answers that question, not a general guide.
Probation and educational leave
The probation period may last at most six months, and the waiting period for Lower Saxony educational leave is also six months. During probation you usually cannot yet claim the entitlement. Plan training for the time after probation, unless your employer agrees to an earlier release. The rules on probation and its deadlines are explained in the German guide Probezeit: Kündigung, Urlaub und Krankenversicherung (in German).
Checking the current status of the law
The text that is publicly available comes from an older version. Other sources note that the current rule expires at the end of 2026 and that a successor rule is planned. We cannot confirm this in full. Before you apply, check the current status with the responsible state authority and in the official state law.
Frequently asked questions
Does educational leave also apply to mini-jobs or part-time work?
The scope depends on your regular working days. If you work on fewer or more days per week, the law adjusts the entitlement accordingly. Whether mini-job workers are entitled depends on the state law and on the groups it names explicitly.
Must my employer always approve educational leave?
Under the text we checked, the employer may refuse only for compelling operational reasons, and the refusal must be in writing. General staff shortages are not enough under the wording. Ask for the reasons if in doubt.
Does the employer pay the course fees?
The Educational Leave Act regulates pay during the leave but not the course fees. Whether the employer covers them depends on your contract or an internal agreement.
What happens to unused days?
Under the previous law you can still take unused days from the previous year in the current calendar year. Note your entitlement at the start of the year and plan early.
How to proceed now
- Find out which state law applies to your place of work and whether it provides educational leave.
- Note the day your waiting period ends and your entitlement for the calendar year.
- Submit the application in writing at least four weeks before the course starts.
- Clarify course fees and repayment clauses in writing before you register.
Related guides
- Further Education After Graduation: Options and Funding
- Further Training During Studies: Is It Worth It?
- Starting Salaries After Graduation: What Really Counts
- Berufseinstieg nach dem Studium (in German)
Sources:
- Lower Saxony Educational Leave Act (NBildUG), text published by Ostfalia University of Applied Sciences, accessed October 2026 (in German)
- Federal Holiday Act, section 4, accessed October 2026 (in German)
Last updated: October 2026. This guide is general information, not individual advice.
