There’s more to learn in life than what’s in the training curriculum or exam regulations. A great opportunity: educational leave—paid time off from vocational training or dual study programs for professional or political continuing education. This option is available in almost all federal states. Exceptions are Bavaria and Saxony—where corresponding regulations are currently lacking.
Here’s how much educational leave you’re entitled to
The federal states that offer educational leave have specified how many days trainees can take off. Often, five workdays per calendar year or training year are provided for. Berlin even grants apprentices and young employees under the age of 25 the opportunity to take ten workdays per year for educational leave. When the time comes, you should seek advice. Youth and apprentice representatives, the works council, and the local IG Metall union are happy to assist you.
How to Apply for Educational Leave
You must apply for time off for educational leave in advance. The rules regarding application deadlines vary by federal state: In most cases, apprentices should plan for a period of between four and eight weeks. However, it’s advisable to discuss the time off with your employer well in advance of the deadlines set by law.
The costs of continuing education are shared between the apprentice and the employer: The employer continues to pay the apprentice’s wages during the training program, while the apprentice covers the costs of the seminar or course, lodging, and travel. Expenses for job-related continuing education and training are tax-deductible for income or payroll tax purposes. In addition to course fees, the tax office also recognizes the costs of travel, lodging, and meal allowances.
Educational Leave for IG Metall Seminars
When applying for time off, you must also specify the planned educational event, which must be recognized under the Continuing Education Act. The organizers usually have the relevant documentation and forms. Many IG Metall seminars are recognized as educational leave in the individual federal states under the respective educational leave laws. Non-members may also participate in the seminars. We then cover seminar fees and travel expenses for our members.
In principle, an employer can only reject an application for educational leave if the trainee did not apply for the leave of absence in a timely manner, if urgent operational requirements preclude it, or if more than one-third of the employees have already exercised their right to educational leave in the current calendar year. If the application is rejected, the right to paid leave of absence does not lapse.
You can find more information about educational leave here.
More information about our youth education program is available here.
