Colleagues working full-time are entitled to a contractual annual leave of 30 days.

The annual vacation (calendar year) must be planned and taken in the current year.

The leave is applied for in the Vacation Tool and then approved by the leader. Cancellation of vacation days can also be made via the system and also requires confirmation by the leader. Vacation can be taken during the probationary period. 

Please check here for a short HOW TO video.

For part-time work, the vacation is calculated proportionally as follows:

• for 4 working days 30/5 x 4 = 24 days
• for 3 working days 30/5 x 3 = 18 days
• for 2 working days 30/5 x 2 = 12 days

Company vacations:

In the period from December 24 to 31, the company is generally closed in Germany. This is automatically stored in the Vacation Tool and therefore does not have to be requested separately. 

To ensure urgent operational processes, emergency staffing will be present in certain areas, which will be determined by the leader together with the respective employee. Should you be in the office for this reason between Christmas and New Year's Day, you can cancel the leave again via the Vacation Tool.

The regulations for WSPD can be found here.

The afternoon of Shrove Tuesday is a working day like any other. If you want to celebrate on this afternoon, please take half a day off for it.

Takeover of remaining vacation:

Vacation days not taken expire at the end of the year. There is an exception to being able to take leave over the turn of the year if it follows on from the previous year without any gaps and is applied for and approved in the following form:

1. Cancellation of the company vacations in vacation tool (24.12. to 31.12.)
2. Cancellation approval of supervisor
3. Application for the new vacation in the current year from 24.12. to the end of the vacation in the new year
4. Applications are only possible for full days, remaining half days of vacation must always be booked individually in the current year

If, as an exception, remaining vacation days are to be carried over into next year (until March 31), there must be either urgent operational reasons, e.g. work on the annual financial statements, etc., or personal requirements, e.g. illness. These exceptions must be approved by the responsible division leader/ Managing director. Basically the (exceptionally) transferred vacation days should already be planned bindingly by the end of March. The approved remaining vacation days will be stored accordingly in our vacation tool."

Special leave:

Special leave is only granted on the following occasions:

•     Marriage (civil marriage): 1 day
•     birth of a child (for fathers for the birth of their own child): 1 day
•     Death partner, children, parents, siblings: 2 days
•     death of grandparents and parents-in-law (from spouse): 1 day

No special leave is granted in case of relocation.

Vacation Tool:

For other approved free time compensations like e.g. support hours (only with support contract), won vacation day, approved vacation purchase, 1 Social Day per year the field "special vacation" may be used for documentation.

The field "Special leave" may not be used for regular vacations, trade fair visits, conferences, lectures, doctor's visits, parental leave absences or sabbaticals.

You can find instructions for the Vacation Tool here: LP_Vacation_Tool_ENGLISH.pdf

Please address all inquiries regarding the Vacation Tool to Michael Osei-Antoh or Ursula Schmidtbauer from HR.

You have the possibility to buy up to 5 additional days of vacation per calendar year if your vacation entitlement has been used / taken (excluding company vacations). In principle, the vacation can be "bought" for the following month / months. The last application can be made in November for December.

Example: Submitting and approving the application in September for unpaid leave in October or later, but no later than December of the same year.

Purchased vacation can be spread over a total of up to 2 months.

Example: Submitting an application in September for 2 days in October. Application in November, for 3 days in December.

Purchased vacation days can only be added to the end of the planned vacation period. If necessary, previously applied for and approved vacation must be cancelled accordingly, so that the purchased vacation days are added to the end as special vacation.

Example: 2 weeks vacation in November are already planned, the complete annual vacation is already planned and you want to buy 3 additional days in September. After successful purchase, you cancel the 2 weeks in November. Then you apply for the 3 days in September and the first 1.5 weeks for November over your regular vacation entitlement. The 3 days you purchased are then entered into the Vacation Tool as "special vacation".

Approval:

To approve the purchase of additional vacation days, you must consult with your supervisor and fill out the Vacation Purchase Request Form. Your supervisor will sign the application and send it to HR Operations (payroll@PAYBACK.GROUP) You will then receive the final approval by e-mail. On the one hand, the payroll will show the unpaid vacation days to the day, and on the other hand, the gross deduction will be shown in €.

Payment:

The additional days of vacation will be paid from the current monthly salary and will be calculated as follows: Base Salary (salary of the month in which unpaid vacation days are taken) / days of the month * number of days requested.

Example: In November 4 days should be unpaid: 3,000 Euro / 30 * 4 = 400 Euro (gross deduction in the November salary statement)

If you got married and changed your name, this must be proven by presenting the marriage certificate to HR Operations Michael Osei-Antoh or Ursula Schmidbauer. The name change will then be adjusted on the pay slip, the e-mail address and in the user name (Windows account).

If your income tax class has changed in the course of this process, we will automatically be informed of this change by retrieving the so-called ELStAM data.

Visit the Welcome Day for new colleagues

At the beginning of the month, you will receive the first important information about working at the Loyalty Partner Group (e.g. introduction of the HR department, Office IT, GCO (Legal), security, information about the TURNHALLE, etc.)

The welcome round includes two mornings. On the first day you will of course receive your laptop and your access card, which can also be activated for the Dining ROOM and the TURNHALLE.

At the moment the Welcome Day takes place exclusively virtually. The first day is always at the beginning of the month and the second day in the middle of the month.

In principle, the contractually agreed weekly working hours apply (40 hours for full-time employees), which can be divided up in consultation with the manager and the team. It must be ensured that the teams can be reached between 9 a.m. and 6 p.m.

As a rule, the working time starts at 9 a.m. at the latest.

We have a trust-based working time model, which means there is no official time recording and no need to document working times (except project times, which must be recorded in time-plus!)

After 6 hours of uninterrupted work you have to take a break of at least 30 minutes. After 9 hours of uninterrupted work you must take a break of at least 45 minutes.

Breaks, visits to our gym, foosball, doctor's visits, etc. can be arranged individually, but are not considered working hours.

The user helpdesk is available from 9 a.m. to 6 p.m. (Monday-Thursday) and from 9 a.m. to 5 p.m. on Fridays. The VIP support for the managing directors from 7 a.m. to 10 p.m.

In principle, the permission for mobile working is limited to the domestic market. In order to be able to work from abroad, an exceptional approval is required. In justified cases - and with prior approval by the division management - this WORKING FROM ANYWHERE can also be from abroad on up to 15 working days. As a rule, these should be continuous weeks that do not serve to extend vacation in the sun, but rather support colleagues who have a special connection to foreign countries, for example, if the family lives abroad. We are also already working on formalizing the approval process we need for tax, social security and labor law reasons. The policy and procedure for requesting exceptions can be found here. A review of these guidelines will be done periodically.

WFA is generally not possible for students and interns, see FAQs.