Will Seniority-Based Leave Arrive in 2027? Up to 40 Days of Vacation for Long Service

The debate over seniority-based vacation leave—offering up to 40 days off for long-term workers—gains momentum, raising questions about potential implementation by 2027 and broader labor law reforms.

The Concept of Seniority Leave

Seniority-based leave is a concept of additional or increased vacation time depending on the number of years worked. Although not yet written into the Labor Code, it is gaining support through petitions, union demands, and public debate. The core premise is that the right to rest can be adapted to changing labor market realities.

Currently, employees with a shorter work record of up to 10 years are entitled to 20 days of leave, while those reaching a 10-year record receive 26 days. Proposed changes would significantly expand this model to reward long-term professional activity.

Proposed Models and Duration

Under one of the discussed concepts, an employee would gain 30 days of vacation after 10 years of work, 35 days after 15 years, and 40 days after 20 years. Each of these leave periods would remain fully paid, just as they are currently.

This model is intended to cover all employees regardless of industry or type of work, with supporters emphasizing that universal application would be its greatest asset.

Health Benefits and EU Law Compatibility

The right to rest is a constitutional employee right aimed at protecting health, preventing exhaustion, and improving psychological well-being. Article 14 of the Labor Code and EU Directive 2003/88/EC both prioritize worker health and safety, treating rest periods as essential safeguards.

EU regulations establish only a minimum level of protection of at least four weeks of paid annual leave, while allowing member states to grant more favorable conditions. Therefore, seniority leave does not conflict with EU law and serves as a permissible extension of worker protection.

Inequality in the Current System

A primary argument for seniority leave is existing inequality, as many professional groups already enjoy additional leave or more favorable calculation rules under special regulations. These groups include academic teachers, civil servants, judges, prosecutors, uniformed services, firefighters, police officers, and Supreme Audit Office controllers.

While labor law permits differentiating professional groups based on specific regulations, growing pressure exists to determine whether these distinctions remain justified. Expanding similar rules to all employees would address current disparities across the workforce.

Impact on the Private Sector and Future Reforms

Concerns remain regarding whether seniority leave might widen the gap between the public and private sectors, though a statutory implementation would make the rules universal for private employers as well. Such universal applicability would minimize disputes regarding unequal treatment.

The discussion on seniority leave coincides with broader expectations for labor reform, including more flexible working hours and a four-year work week. While supporters advocate for better health protection and work-life balance, no concrete legislation or definitive implementation date has been finalized, leaving 2027 as a potential timeline if the legislative process advances.