This question is asked very frequently and many companies do not proceed correctly here. That's why we are looking into this question and clarifying it.
It is definitely important to think about holidays even in marginal employment. However, some companies do not grant holiday to their mini-jobbers, which is definitely the wrong approach. Although the idea of compensating holiday with higher pay is understandable, it does not make sense due to the lack of a recreational purpose.
The Federal Labour Court has therefore ruled that leave must be taken as actual time off, as even a (partial) payout thwarts the purpose of recreation. In practice, this means that additional remuneration does not prevent holiday being granted, even if a written agreement has been made in advance.
If the hours worked are irregular, an average must be calculated and determined for the holiday entitlement. The rule here is that the person should receive at least as many days' holiday to be able to take four weeks off in a row.
It is important to take into account the agreed working hours and, if necessary, adjust the number of holiday days over the course of the year in the event of changes. It is advisable to start with fewer working days and increase the number of holiday days if necessary, rather than giving a higher figure and then having to adjust it downwards. This definitely leads to conflicts.
The minimum wage must also be taken into account here, as irregular remuneration can lead to fines.