Guatemala Vacation Pay Calculator: Complete Legal Guide 2026

Labor vacation pay is a fundamental right of workers in Guatemala under the Labor Code. This calculator estimates 15 working days of paid leave, your daily rate, an optional company 30% vacation bonus, and the legal framework you need to check paystubs.

Reference table (same engine rounding)

Also useful in the same labor cluster: aguinaldo, Bono 14, finiquito / severance, and indemnización.

Legal Framework for Vacations in Guatemala

Constitutional and Legal Foundation

Political Constitution of the Republic:

• Article 102, subsection l): Right to paid vacations

Labor Code:

• Articles 130 to 137: Complete regulation of vacation regime
• Decree Number 1441 of the Congress of the Republic

Complementary Regulations:

• Government Agreement 1441-78 (Labor Code Regulation)
• Constitutional Court jurisprudence
• General Labor Inspection criteria

How Does the Vacation System Work?

In Guatemala, every worker has the right to 15 working days of paid vacation after each year of continuous work. This right is inalienable and non-waivable, meaning it cannot be waived by the worker or denied by the employer.

Computation Period

The work year is computed:

• From: The start date of the employment relationship
• Until: The same day of the following year
• Continuity: Uninterrupted work is not required, but employment relationship validity is

Working Days vs. Calendar Days

Working days in Guatemala: Monday to Friday (excludes Saturdays, Sundays and holidays)

Therefore, the 15 working days of vacation are equivalent to approximately 21 calendar days (3 weeks), considering the intermediate weekends.

Vacation Pay Calculation

Basic Formula

Vacation pay calculation is based on ordinary salary:

Daily salary = Monthly salary ÷ 30 days
Vacation pay = Daily salary × 15 days

Salary Components for Vacations

YES, included:

• Monthly base salary
• Decree 37-2001 bonus (Q250)
• Fixed commissions
• Permanent overtime

NO, not included:

• Overtime hours
• Extraordinary bonuses
• Per diem
• Benefits in kind
• Variable commissions

Practical calculation examples

The live calculator above uses monthly salary ÷ 30 × 15. If your payroll base includes Decree 37-2001 bonus or fixed commissions, enter that higher base as the monthly salary.

Special Cases in Vacation Calculation

1. Variable Salary Workers

For workers with variable income (commissioned, piece-rate):

Daily average = (Total earned in last 6 months) ÷ 180 days
Vacation pay = Daily average × 15 days

2. Part-Time Workers

Part-time workers have the right to proportional vacations:

If working 4 hours daily out of 8 normal hours:
Vacations = (4 ÷ 8) × 15 days = 7.5 working days

3. Hourly Workers

Monthly hour average = Total hours worked in year ÷ 12
Average monthly salary = Hour average × Hourly rate
Vacation pay = (Average monthly salary ÷ 30) × 15

4. Seasonal Workers

Seasonal workers (agriculture, tourism) have proportional rights:

Proportional vacations = (Days worked ÷ 365) × 15 days

Proportional Vacations

When They Apply

Proportional vacations are calculated when:

• Employment relationship ends before completing the year
• Worker resigns
• Is dismissed (justified or unjustified)
• Dies (paid to beneficiaries)

Calculation Formula

Proportional vacations = (Days worked ÷ 365) × 15 days × Daily salary

Proportional Vacation Example

Worker who labors 8 months (240 days) with Q3,500 salary:

• Proportional days: (240 ÷ 365) × 15 = 9.86 days ≈ 10 days
• Daily salary: Q3,500 ÷ 30 = Q116.67
• Proportional payment: Q116.67 × 10 = Q1,167

Vacation Rules and Restrictions

1. Non-Accumulation

Vacations are NOT accumulative. They must be taken within 60 days following completion of the work year. If the employer doesn't allow the worker to take vacations within this period, they must pay them double.

2. Fractionation

Vacations can be fractionated into periods no less than one week, always with agreement between employer and worker.

3. Time of Enjoyment

Worker preference: The employee has preference to choose the time, but the employer can object due to service needs.

Agreement procedure:

1. Worker requests in writing 30 days in advance
2. Employer responds within 8 days
3. If no response, request is understood as approved
4. In case of disagreement, Labor Inspection decides

4. Prohibitions During Vacations

During vacation enjoyment, the worker CANNOT:

• Perform paid work for third parties
• Work for the same employer
• Perform activities that prevent rest

Vacation Bonus: Additional Benefit

Although not regulated by law, many companies in Guatemala grant a vacation bonus as an additional benefit.

Vacation Bonus Characteristics

Common percentages:

• 30% additional on vacation pay (most common)
• 50% in some generous companies
• 100% in some exceptional collective agreements

Vacation Bonus Example

Employee with Q2,500 vacation pay:

• 30% bonus: Q2,500 × 30% = Q750
• Total to receive: Q2,500 + Q750 = Q3,250

Is Vacation Bonus Mandatory?

• By law: NO, it's not mandatory
• By contract: YES, if in contract, it's mandatory
• By collective agreement: YES, if agreed upon, it's mandatory
• By company custom: May create expectation of right

Differences by Economic Sector

Formal Private Sector

• Vacations: 15 working days after one year
• Flexibility: Date negotiation
• Vacation bonus: Optional, according to company

Public Sector

• Vacations: 20 working days (more generous than private sector)
• Fixed periods: Generally on established dates
• Vacation bonus: Common in some departments

Domestic Work

• Same rights: 15 working days
• Calculation: On minimum wage + valued benefits
• Flexibility: Direct negotiation with employer

Agricultural Sector

• Permanent workers: Complete 15 working days
• Temporary workers: Proportional to time worked
• Time: Coordinated with agricultural cycles

Tax Aspects of Vacations

ISR on Vacation Pay

Vacation pay is subject to Income Tax:

• No special exemption: Taxed as ordinary salary
• Withholding: Employer must withhold ISR according to current table
• Accumulative: For worker's annual return purposes

IGSS on Vacations

Labor and employer contributions:

• They contribute: Paid vacations generate IGSS contributions
• Calculation base: On total amount paid
• Reporting period: In payroll corresponding to payment month

Penalties for Non-Compliance

Employer Fines

According to Labor Code and Ministry of Labor:

Worker Rights in Case of Non-Compliance

1. Claim double pay: If not granted on time
2. Labor complaint: Before Labor Inspection
3. Labor lawsuit: In Labor Courts
4. Justified termination: For serious employer non-compliance

Vacations and Other Benefits

Relationship with Aguinaldo

Vacations do NOT affect aguinaldo calculation. Vacation days are considered time effectively worked.

Relationship with Bonus 14

Similar to aguinaldo, vacations don't interfere with Bonus 14 rights.

Relationship with Severance

Unpaid vacations at dismissal are included in final labor settlement, but don't form part of the base to calculate severance.

Vacation Control and Registry

Employer Obligations

1. Keep records: Of vacation enjoyment dates for each worker
2. Plan: To avoid service disruptions
3. Notify: Worker in advance about approved dates
4. Pay: Before vacation period start

Worker Rights

1. Request in writing: With reasonable advance notice
2. Know company policy: About vacations
3. Receive complete payment: Before vacation start
4. Choose dates: When possible according to service needs

Company Vacation Planning

For Small Companies

Recommended strategies:

1. Annual calendar: Plan vacations for all personnel
2. Rotation: Avoid key personnel being absent simultaneously
3. Coverage: Train personnel to cover absences
4. Provisions: Separate vacation cost monthly

Monthly Provision Calculation

Monthly provision = (Monthly salary ÷ 30) × 15 ÷ 12
Monthly provision = Monthly salary × 0.0417 (4.17%)

For Medium and Large Companies

1. Specialized software: For vacation management
2. Clear policies: Procedure manuals
3. Approvals: Multi-level authorization systems
4. Backup: Trained backup personnel

Frequently Asked Questions about Vacations

Can I work for another company during my vacations?

NO. The Labor Code prohibits performing paid work during the vacation period. The objective is effective rest.

What happens if I get sick during my vacations?

If illness is proven with medical certificate from IGSS, sick days don't count against vacations. You must reschedule the rest.

Can I sell my vacations to the employer?

NO. Vacations cannot be compensated with money, except when employment relationship ends. Their purpose is effective rest.

What happens if I don't take vacations for two years?

The employer must pay you double the vacations from the first year not enjoyed and allow normal enjoyment of the second year. They don't accumulate.

Do official holidays count within my vacations?

NO. If during your vacations there's an official holiday, that day doesn't count as part of the 15 vacation days.

Can I take vacations by hours or individual days?

Vacations can be fractionated into periods no less than one week (5 working days). They cannot be taken by hours or individual days.

What happens with vacations if I work weekends?

If your work schedule includes Saturdays, then your vacations also include Saturdays. The concept is "working days" according to your specific schedule.

Can the employer force me to take vacations on specific dates?

The employer can suggest dates due to service needs, but must reach agreement with you. If there's no agreement, Labor Inspection intervenes.

Important Jurisprudential Cases

Constitutional Court

Case 280-2005: Confirmed that vacations are non-waivable constitutional right.

Case 1565-2012: Established that double payment for vacations not enjoyed doesn't substitute the right to effective rest.

Supreme Court of Justice

Labor criterion: Vacations are earned day by day during the work year, not at the end of the period.

International Aspects

ILO Conventions Ratified by Guatemala

• Convention 52: On paid vacations (ratified)
• Convention 132: On paid vacations revised (not ratified)
• Minimum standards: Guatemala meets basic international standards

Regional Comparison

Related calculators:

• Guatemala Aguinaldo Calculator
• Guatemala Bono 14 Calculator
• Guatemala ISR Calculator
• Guatemala Finiquito / Severance Calculator
• Indemnización (severance pay)

Legal references:

• Guatemala Labor Code (Decree 1441), Arts. 130–137
• Political Constitution of the Republic (Art. 102)
• General Labor Inspection criteria

Disclaimer: Educational estimate only. Not legal advice. Rules and company policies can differ; verify with your employer or a qualified advisor.

Last update: July 2026