Interrupting Annual Leave in 2026: Legal Limits and Employer Consent

Employees cannot unilaterally cut their vacation short or return to work on a whim, as the Labor Code strictly defines the conditions under which annual leave may be interrupted.

The Myth of Unilateral Leave Interruption

Most employees are unaware that they cannot simply end a vacation once it has begun. Even if personal plans change, a return to work is not always possible. The Labor Code does not provide for a unilateral reduction of leave simply because an employee wishes to resume their duties.

An earlier return to work is possible, but it requires the explicit consent of the employer. The mere fact that an employee has changed their mind, has urgent matters to attend to, or wishes to waive a portion of their leave does not automatically terminate the vacation.

Sickness and Medical Leave Interruptions

One of the most frequent situations causing an interruption is the employee’s illness. If an employee becomes incapable of working during their leave and receives a medical certificate (L4), the leave is interrupted.

Days covered by the medical certificate are not treated as used vacation leave. After the leave ends, the employee may return to work or agree with the employer on a new date for using the remaining days. Even a single day of incapacity confirmed by a doctor triggers this interruption.

Employer-Initiated Recalls

An employer may interrupt an employee’s leave, but only if their presence is necessary and the circumstances were unforeseeable at the time the leave began. In such cases, the employer must cover the costs incurred by the employee due to the recall, such as unused holiday bookings or travel tickets.

Children’s Illness and Life Events

A child’s illness during an employee’s vacation does not interrupt the leave; the days are not returned, and childcare benefits are not paid because the employee is already receiving vacation pay. However, if the child is ill before the leave begins, the leave does not start as planned, and the employer is required to postpone it.

Other significant life events, such as the marriage of the employee or a family funeral, do not cause an automatic interruption of annual leave. Such leave entitlements are intended for when an employee would otherwise be scheduled to work.

Managing Unused Leave Days

Interruption does not mean an employee automatically extends their vacation by the unused days. Once the cause for the interruption ceases, a new date for the remaining leave must be established through mutual agreement between the employee and the employer.