Once a strike warning has been issued, annual holidays cannot be scheduled for the strike period. A holiday cannot be scheduled to start during a strike that has already begun.
If your annual holiday began before the strike, it will continue in spite of the strike, i.e. you will be on an annual holiday and not on strike. The employer has to pay the salary as usual for the duration of the holiday.
If the strike continues after your holiday ends, you will have to notify the employer that you are returning from the holiday and going on strike – otherwise your absence may be interpreted as a so-called unauthorised absence. It is best to submit the notice in writing.
Annual holidays taken during the strike are equated with workdays when future annual holidays are calculated, i.e. annual holidays are accrued during this time.
If the strike begins before a confirmed annual holiday begins, the annual holiday will be automatically cancelled. The employer is obligated to grant the cancelled annual holiday at a later time. If the annual holiday continues after the strike ends, the employee will stay on the annual holiday.
Whether an employee is on strike or holiday does not depend on when the holiday was confirmed. The industrial action notice does not determine this either. What is decisive is which one actually begins first: the strike or the holiday. This is called a chronological priority principle.
The annual holiday of a public officer/office-holder may be postponed or, if the holiday has already begun, interrupted, in case postponing or interrupting it is necessary for cogent reasons related to the use of public authority, or if it is necessary in order to carry out work tasks related to health or safety. A strike does not meet the definition of a cogent reason for postponing one’s annual holiday. However, a need for protection work arising from the strike may meet this definition.