Labor Code, N 197-FZ | Art. 124 Labor Code of the Russian Federation

Article 124 of the Labor Code of the Russian Federation. Extension or transfer of annual paid leave (current version)

Annual paid leave must be extended or postponed to another period determined by the employer taking into account the wishes of the employee in the following cases:

temporary disability of the employee;

the employee performs state duties during his annual paid leave, if the labor legislation provides for exemption from work for this purpose;

in other cases provided for by labor legislation and local regulations.

If the employee was not paid in a timely manner for the period of annual paid leave or the employee was warned about the start time of this leave later than two weeks before its start, then the employer, upon a written application from the employee, is obliged to postpone the annual paid leave to another date agreed with the employee.

In exceptional cases, when the provision of leave to an employee in the current working year may adversely affect the normal course of work of an organization or individual entrepreneur, it is allowed, with the consent of the employee, to transfer the leave to the next working year. In this case, the leave must be used no later than 12 months after the end of the working year for which it is granted.

It is prohibited to fail to provide annual paid leave for two years in a row, as well as to not provide annual paid leave to employees under the age of eighteen and employees engaged in work with harmful and (or) dangerous working conditions.

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Commentary to Art. 124 Labor Code of the Russian Federation

Judicial practice under Article 124 of the Labor Code of the Russian Federation:

• Supreme Court decision: Determination No. APL13-18, Board of Appeal, appeal

  By the decision of the Supreme Court of the Russian Federation of December 3, 2012, the application was denied. In the appeal, Olikhver V.A. asks to change the court's decision by excluding from the reasoning part the interpretation of Article 124 of the Labor Code of the Russian Federation given in it. The Appeals Board of the Supreme Court of the Russian Federation, having checked the case materials and discussed the arguments of the appeal, finds no grounds for changing or canceling the court decision...

• Supreme Court decision: Resolution No. 18-AD17-15, Judicial Collegium for Administrative Cases, supervision

  Extension or transfer of annual paid leave is permissible in the cases listed in Article 124 of the Labor Code of the Russian Federation, the presence of which in relation to the circumstances under consideration is absent...

• Supreme Court decision: Decision N AKPI12-1459, Judicial Collegium for Civil Cases, first instance

  According to the applicant, the Procedure in the contested part contradicts Articles 21, 124 of the Labor Code of the Russian Federation, violates the employee’s right to rest and extension of annual paid leave...

Annual paid leave must be extended or postponed to another period determined by the employer taking into account the wishes of the employee in the following cases:

temporary disability of the employee;

the employee performs state duties during his annual paid leave, if the labor legislation provides for exemption from work for this purpose;

in other cases provided for by labor legislation and local regulations.

If the employee was not paid in a timely manner for the period of annual paid leave or the employee was warned about the start time of this leave later than two weeks before its start, then the employer, upon a written application from the employee, is obliged to postpone the annual paid leave to another date agreed with the employee.

In exceptional cases, when the provision of leave to an employee in the current working year may adversely affect the normal course of work of an organization or individual entrepreneur, it is allowed, with the consent of the employee, to transfer the leave to the next working year. In this case, the leave must be used no later than 12 months after the end of the working year for which it is granted.

It is prohibited to fail to provide annual paid leave for two years in a row, as well as to not provide annual paid leave to employees under the age of eighteen and employees engaged in work with harmful and (or) dangerous working conditions.

Commentary to Art. 124 Labor Code of the Russian Federation

Judicial practice under Article 124 of the Labor Code of the Russian Federation

Decision of the Supreme Court of the Russian Federation dated September 24, 2012 in case No. AKPI12-1107

Taking into account the above, the arguments of Blinov A.N. that the decision of the qualification board of judges could not have taken place before the end of the period of his labor leave, subject to extension by the number of days during which the applicant was incapacitated, as provided for in the article of the Labor Code of the Russian Federation in relation to employees, are not based on the law.

In accordance with Art. Labor Code of the Russian Federation, annual paid leave must be extended or postponed to another period determined by the employer taking into account the wishes of the employee, in the event of temporary disability of the employee.

In refusing to satisfy the claims, the court proceeded from the fact that Suleymanova A.S. did not warn the employer about illness during the vacation period, and therefore committed a violation of labor discipline, since, as follows from clause 4.8 of the internal labor regulations of Social Facilities Management LLC, the main responsibilities of the employee include, among other things, timely notification to management about the reasons for absenteeism. The court considered that by not submitting sick leave to the employer, the plaintiff abused her right to extend leave, therefore her dismissal for absenteeism without good reason is legal.

In accordance with Art. Labor Code of the Russian Federation, annual paid leave must be extended or postponed to another period determined by the employer taking into account the wishes of the employee, in the event of temporary disability of the employee.

Refusing to satisfy the claims, the court proceeded from the fact that S. did not warn the employer about illness during the vacation period, and therefore committed a violation of labor discipline, since, as follows from the internal labor regulations of the organization, the main responsibilities of the employee included including timely notification to management about the reasons for absenteeism. The court found that, by failing to provide the employer with a certificate of incapacity for work, the plaintiff abused her right to extend leave, therefore her dismissal for absenteeism without good reason is legal.

part two of article of the Labor Code of the Russian Federation, according to which the employer, upon a written application from the employee, is obliged to postpone the annual paid leave to another period agreed with the employee, if the employee was not paid in a timely manner for the period of the annual paid leave or the employee was warned about the start time of this vacation later than two weeks before it starts;

part four of article of the Labor Code of the Russian Federation, according to which it is prohibited, among other things, the failure to provide annual paid leave for two years in a row;

Part one of Article 127 of the said Code, which stipulates that upon dismissal, the employee is paid monetary compensation for all unused vacations;

In violation of an article of the Labor Code of the Russian Federation, the employee Petrikov N.Yu. annual paid leave for two consecutive years.

These violations of labor legislation served as the basis for bringing the company to administrative liability by decision of an official under Part 1 of Article 5.27 of the Code of the Russian Federation on Administrative Offenses.

FIRST ARTICLE OF THE LABOR CODE OF THE RUSSIAN FEDERATION

The Constitutional Court of the Russian Federation, composed of Chairman V.D. Zorkin, judges K.V. Aranovsky, A.I. Boytsova, G.A. Gadzhieva, Yu.M. Danilova, L.M. Zharkova, S.D. Knyazeva, A.N. Kokotova, L.O. Krasavchikova, S.P. Mavrina, N.V. Melnikova, O.S. Khokhryakova, V.G. Yaroslavtseva,

ARTICLES OF THE LABOR CODE OF THE RUSSIAN FEDERATION

The Constitutional Court of the Russian Federation, composed of Chairman V.D. Zorkin, judges K.V. Aranovsky, A.I. Boytsova, N.S. Bondar, G.A. Gadzhieva, Yu.M. Danilova, L.M. Zharkova, S.M. Kazantseva, S.D. Knyazeva, A.N. Kokotova, L.O. Krasavchikova, N.V. Melnikova, Yu.D. Rudkina, O.S. Khokhryakova, V.G. Yaroslavtseva,

Arguments of Blinov A.N. that the decision of the qualification board of judges... is illegal due to a violation of the requirements of articles of the Labor Code of the Russian Federation, were correctly recognized by the court of first instance as unfounded, since these norms are not subject to application when deciding the issue of termination of the powers of a judge on such grounds as entry into force of a conviction against a judge.

An article of the Labor Code of the Russian Federation provides for cases of extending or postponing annual paid leave to another period determined by the employer taking into account the wishes of the employee.

As correctly noted in the appealed decision, paragraph 15.12 of the Instructions provides for the provision of regular annual leave on the basis of an employee’s report, which indicates his will to choose the type of leave (main and (or) additional); duration of vacation; the place of vacation, on which the increase in the duration of vacation depends on compensation for days spent on travel to the place of vacation, and also lists family members who need to be paid monetary compensation for sanatorium treatment and recreational recreation, in order to ensure the rights of employees, provided for in Articles 45, 46 of the Regulations.

Labor Code of the Russian Federation:

Article 124 of the Labor Code of the Russian Federation. Extension or transfer of annual paid leave

In accordance with Art. 124 of the Labor Code of the Russian Federation, annual paid leave must be extended or transferred to another period determined by the employer taking into account the wishes of the employee, in the event of temporary disability of the employee.

The employer's obligation to extend leave in the event of temporary disability of the employee is enshrined in Art. 124 of the Labor Code of the Russian Federation, within the meaning of which the employee must confirm the fact of temporary incapacity for work with the appropriate document (certificate of temporary incapacity for work), which gives the right to extend leave.

The untimely submission by the employee to the employer of documents confirming the fact of being in a state of temporary disability, in this case, occurred due to S.’s stay during the specified period of time on vacation in another region, far from the place of work and residence, and therefore cannot be considered a guilty violation by the employee of labor standards legislation.

Thus, the court’s conclusions about the plaintiff’s abuse of his right to extend leave due to temporary disability were recognized as incorrect (Clause 6 of the Review of Judicial Practice of the Supreme Court of the Russian Federation for the third quarter of 2013, approved by the Presidium of the Supreme Court of the Russian Federation on 02/05/2014).

Position of the Constitutional Court of the Russian Federation

Part 4 art. 124 of the Labor Code of the Russian Federation on the prohibition of non-provision of leave for 2 years in a row does not contradict the Constitution

The mechanism for implementing the constitutional right to rest, including the conditions and procedure for providing paid annual leave, is enshrined in the Labor Code of the Russian Federation.

At the same time, part four of Article 124 of the said Code establishes a ban on failure to provide annual paid leave for two years in a row. Such a rule acts as an additional guarantee for the implementation of the said constitutional right and cannot be considered as violating the constitutional rights and freedoms of citizens.

The special procedure for exercising the right to leave upon dismissal of an employee is enshrined in part one of Article 127 of the Labor Code of the Russian Federation. This provision is a special guarantee that ensures the implementation of the constitutional right to rest for those employees who terminate their employment at their own request or on the initiative of the employer and for various reasons at the time of dismissal did not timely exercise their right to annual paid leave, in its literal meaning it implies payment of monetary compensation for all unused vacations and also cannot be considered as violating the constitutional rights of citizens (determination of the Constitutional Court of the Russian Federation dated May 29, 2014 N 1030-O).

Postponement of vacation in cases where payment was not made on time or the employee was notified of the start time of vacation later than two weeks in advance assumes that a vacation time is set other than that provided for in the vacation schedule. Although the vacation schedule is approved by the employer taking into account the opinion of the elected body of the primary trade union organization, the transfer of vacation is carried out by agreement of the parties without the participation of the trade union body. 4. The law does not disclose the concept of exceptional cases that allow the employer, with the consent of the employee, to postpone vacation to the next working year. Part 3 Art. 124 of the Labor Code of the Russian Federation contains only a general criterion that the employer must follow: granting an employee leave in the current working year may adversely affect the normal course of work.

Article 124 of the Labor Code of the Russian Federation. extension or postponement of annual paid leave

He warned the employer of his desire to extend his vacation for the specified period (postponing the vacation was not part of his plans).
In this situation, the employee has the right, after the official end of the vacation indicated in the vacation schedule, to legally rest for another week.
Study the nuances of payments for sick leave with materials from our website: When under Art.
124 According to the Labor Code, can the vacation period be postponed? The company administration is obliged to create the necessary conditions for all members of the workforce to rest in accordance with the approved schedule.

If the employer has not completed all mandatory actions in relation to the potential vacationer, the rest period provided for by the schedule will have to be postponed.

IMPORTANT! The employer’s obligation to reschedule the employee’s vacation arises if he did not notify the employee in time about the start date of the vacation and (or) did not pay vacation pay on time.

Article 124. Extension or postponement of annual paid leave.
Labor Code of the Russian Federation

• Labor protection according to the Labor Code of the Russian Federation
• Unemployed status
• Work migration
• Conclusion of an employment contract
• Transfer to another job
• Termination of an employment contract
• Accounting and standard working time
• Time relax
• Remuneration according to the Labor Code of the Russian Federation
• Labor disputes
• Seniority
• Employee's disability
• Pensions and benefits
• Labor discipline
• Labor rights of workers

Popular laws

• Order of the Ministry of Labor of Russia dated July 24, 2013 N 328n (ed.
  from 02/19/2016)

  On approval of the Labor Safety Rules during the operation of electrical installations

• Law of the Russian Federation of April 19, 1991 N 1032-1 (ed.

  from 03/09/2016, as amended.

Art. 124 Labor Code of the Russian Federation: questions and answers

If the employee was not paid in a timely manner for the period of annual paid leave or the employee was warned about the start time of this leave later than two weeks before its start, then the employer, upon a written application from the employee, is obliged to postpone the annual paid leave to another date agreed with the employee.

In exceptional cases, when the provision of leave to an employee in the current working year may adversely affect the normal course of work of an organization or individual entrepreneur, it is allowed, with the consent of the employee, to transfer the leave to the next working year.

In this case, the leave must be used no later than 12 months after the end of the working year for which it is granted.

Article 124. extension or postponement of annual paid leave

Does Article 124 of the Labor Code of the Russian Federation allow the transfer of vacation to the next year? This situation is permitted by labor legislation only in exceptional cases.

Attention

At the same time, legislators provided for only one situation as such an exclusive situation - if an employee going on vacation could negatively affect the work of the company.

Info

In this case, the employer will have to perform the following mandatory actions:

• obtain the employee’s consent to postpone his legal rest;
• provide deferred vacation days no later than 12 months after the end of the year in which the employee was deprived of rest.

If the employer carries out these actions, the legal requirements will not be violated.

What prohibitive measures does Art. 124 Labor Code of the Russian Federation? Art.

The Labor Code of the Russian Federation imposes restrictions on periods of non-provision of annual paid vacation.

If, due to the specified circumstances, instead of extending the vacation, the employee would like to transfer it to another period, he must agree on this with the employer.

Part 2 of Article 124 of the Labor Code of the Russian Federation provides for cases when the employer is obliged, at the written request of the employee, to postpone the annual paid leave to another date.

In accordance with it, the employer is obliged to transfer annual paid leave to another date if it is untimely (i.e.
later than 3 days before the start of the vacation) payment of vacation pay, as well as if the employer is on time, i.e. no later than 2 weeks in advance, did not notify the employee about the start time of the vacation. In this case, the employer must agree on the period for which the vacation is postponed with the employee.
4.

Commentary on Article 124 of the Labor Code of the Russian Federation

For these “vacation” actions of the employer, labor legislation established specific calendar periods:

• The employer is obliged to inform the employee about the duration of the vacation 2 weeks before its start (Art.
• The amounts due to the vacationer must be paid no later than 3 days before the start of the vacation period (Art.

If one or both of these conditions have not been met, the employer does not have the right to refuse the employee to transfer the long-awaited vacation to another date.

In this case it is necessary:

• the employee must inform the employer in writing of his desire to postpone his vacation;
• the employer - to provide leave within the terms agreed with the employee.

Favorable interaction between the employee and the employer in this matter will help avoid unnecessary proceedings and conflicts.

It is prohibited to fail to provide annual paid leave for two years in a row, as well as to not provide annual paid leave to employees under the age of eighteen and employees engaged in work with harmful and (or) dangerous working conditions.

< 1. Случаи, когда ежегодный оплачиваемый отпуск может быть продлен или перенесен на другой срок, определяются комментируемой статьей и другими нормативными актами.

Moreover, the article states that it is prohibited to fail to provide annual paid leave to employees under the age of 18 and to employees engaged in work with harmful and (or) dangerous working conditions.

Failure to provide leave for 2 consecutive years is prohibited.

3. Annual leave is provided to the employee for rest, and if circumstances arise that prevent the use of leave in accordance with its intended purpose, it is transferred to another period.

Labor Code Article 124 comments

When transferring annual paid leave in these cases to another period, the employer must take into account the wishes of the employee. A different procedure has been established for the transfer of annual paid leave if the employee was not paid in a timely manner for the duration of the vacation or the employee was notified about the start time of the vacation later than two weeks before it began.

In this case, the employer, upon a written application from the employee, is obliged to postpone the annual paid leave to another period agreed with the employee.

According to Part 3 of the commented article, in exceptional cases, in order to avoid adverse consequences for the employer, annual paid leave may be transferred with the consent of the employee to the next working year.

Labor Code Art. 124 with comments

Labor Code of the Russian Federation); b) transfer of annual paid leave to another period due to the employer’s violation of the rules for warning the employee about the start time of the leave or payment for the leave period (Part 2 of Article 124 of the Labor Code of the Russian Federation); c) transfer of annual paid leave to the next working year, if the provision of leave in the current year may adversely affect the normal course of work of an organization or individual entrepreneur (parts 3, 4 of Article 124 of the Labor Code of the Russian Federation). 2. In the cases specified in Part 1 of Art. 124 of the Labor Code, annual paid leave is extended by the number of calendar days during which the circumstances that served as the basis for the extension existed, or is postponed to another period.
If the employee was not paid in a timely manner for the period of annual paid leave or the employee was warned about the start time of this leave later than two weeks before its start, then the employer, upon a written application from the employee, is obliged to postpone the annual paid leave to another date agreed with the employee.

In exceptional cases, when the provision of leave to an employee in the current working year may adversely affect the normal course of work of an organization or individual entrepreneur, it is allowed, with the consent of the employee, to transfer the leave to the next working year.

Labor Code Article 124 with comments

Article 124 of the Labor Code of the Russian Federation determines in what cases and in what order annual paid leave can be extended or transferred to another period.

They are based on circumstances that prevent the employee from using vacation in accordance with its purpose, i.e.

for relax. 2.

Part 1 of the commented article stipulates in which cases it is permissible to extend or transfer leave to another period.

At the same time, it is clarified that the period for which the vacation is postponed is determined by the employer, taking into account the wishes of the employee.

09/29/2018 - Irina Sorokina

at work they refused to let 25 of us work for the second half of the vacation 14 days there is no one to work for next year they can’t stand it you will quit you will be laid off

07/27/2018 - Nikolay Voropaev

I got a job on October 31, 2017, asked for leave from July 18, 2018, they only let me go for one week, I’m a single mother, Then in general they said that you should have vacation in April and October of this year, which turns out that I will be on vacation in these months? Isn’t it allowed in the summer? I’m not employed yet, and I go out at my own expense

09/01/2016 - Oleg Devyatkin

I was on sick leave while on regular vacation, the employer refuses to postpone the vacation to the dates I specified, is he right?

08/28/2016 - Natalia Osipova

The employee fell ill during his regular paid leave. His actions in accordance with the law in relation to the employer (notification, request for transfer, etc.)

03/23/2016 - Georgy Khazanov

Hello, I went on vacation on the 3rd of this month, my vacation pay was transferred on the 9th. Can I extend my vacation or get compensation? Thank you.

The question was answered over the phone.

10/22/2015 - Nadezhda Shestakova

I want to go on vacation in August 2016, the employer refuses to provide it this month. They said that they would break the vacation into parts, which does not suit me. Do I have the right to refuse vacation in 2016 and transfer it to 2017?

The question was answered over the phone.

09/21/2015 - Fedor Semanov

vacation in October. Is it possible to postpone vacation to March 2016 with the consent of the employee

The question was answered over the phone.

06/30/2015 - Roman Pimashin

Hello! I didn’t take 14 days off for the period 07.10.12-06.10.13. I was supposed to go on vacation in December 2013, but I was on sick leave. Now I’m going on another vacation and would like to take off the unused days. What should I do? Thank you

The question was answered over the phone.

06/19/2015 - Ekaterina Polyakova

I have 2 weeks of vacation left for 2014, can I use them in this 2015, and then another 2 weeks in the same 2015 for 2015? THANK YOU

05/11/2015 - Ilya Tolstozhirov

Hello, iya! Is sick leave during vacation extended by the corresponding number of working or calendar days? Thank you!

The question was answered over the phone.

03/02/2015 - Dmitry Mukhin

Good afternoon I have been on unpaid leave for a whole month, and now my next annual leave is coming up, can I refuse or reschedule this leave?

The question was answered over the phone.

06/19/2014 - Anton

Please, tell me, the situation is as follows, I work in an LLC from 04/04/12 to 04/04/13 and did not go on vacation. I decided to go on vacation from 07/03/14 to 07/19/14 and from 11/01/14 to 11/15/14, breaking the vacation into 2 weeks. How will vacation pay be calculated and have I lost my 2013 vacation?

The question was answered over the phone.

08/07/2013 - Pivas

And at one time I graduated from a Moscow university while drinking cocktails in Sochi. I bought a finished thesis on the website http://diplompopravy.ru/ I sent it to the teacher and went for a swim. Everything was OK. This is how it would be now with reports at my work - I wouldn’t get out of Ty...

The question was answered over the phone.

06/05/2013 - Galina

I work in a kindergarten. I went on vacation on June 3, and it soon became clear that from June 24 to July 7 I needed to take advanced training courses. Will this period be considered working days, is recall from vacation necessary, and is it possible to extend legal vacation by two weeks?

The question was answered over the phone.

05/18/2013 - Natalia

Please tell me how to get compensation for unused vacation. The situation is as follows: on 02/28/2013 I was fired from an individual entrepreneur at my own request, from 03/1/2013 I was employed by an LLC, they did not pay me compensation for unused vacation for 28 days, citing that my vacation would be transferred to the summer period, and now they are refusing to provide me with vacation, explaining this is because it is already a different organization. Can I demand compensation for unused vacation if the individual entrepreneur is closed? Where to go if 3 months have passed since the dismissal?

05/13/2013 - Irina

I work in the police, in 5 years I was on leave 2 times. I went on maternity leave. During maternity leave, the police were renamed to the police. I wanted to take unpaid leave after maternity leave. The bosses said that the leave not taken off by the police was burned after the renaming. What should I do?

The question was answered over the phone.

03/02/2013 - Ilnur

Hello. I am a final year student, the pre-graduation session begins on September 2 and will last 5 months. It so happens that I have a vacation in September. Should I postpone this vacation? Thank you! Should I reschedule this vacation? Thank you

The question was answered over the phone.

02/09/2013 - Sergey

Hello! Please tell me I have been on vacation since 02/25/2013 and I have a session from the same date, do I have the right to transfer the main vacation for the period of the session?

01/14/2013 - Evgeniy

Hello! I went on vacation and fell ill. How long should I provide sick leave and should I write an application to extend my vacation? thanks in advance

11/12/2012 - Ksenia

GOOD AFTERNOON! PLEASE TELL ME, I HAVE BEEN ESTABLISHED FROM 08/09/11, THE HOLIDAY IS DIVIDED INTO 2 PARTS, THE SECOND PART SHOULD HAVE GOED IN SEPTEMBER, BUT. I DIDN'T GO, NOW I'M ASKING FOR LEAVE, THEY WILL NOT ALLOW ME, FOR UNCLEAR REASONS....DO I HAVE THE RIGHT TO REFUSE?

The question was answered over the phone.

09/13/2012 - Ruslan

Hello. I got a job on 2109.2012. Now another vacation is approaching. But they don’t want to let me go because they say it’s a production necessity. I want to go now, but they tell me you can go later. Will the vacation for the past year be lost?

The question was answered over the phone.

09/13/2012 - Belousova Evgenia

Good day!
I was hired on November 22, 2011, I was not included in the vacation schedule for 2012, and to this day I am not on this schedule. My vacation is 28 main days + 16 additional days, total 44. Please explain from the legal side. Can I be denied leave if I want to take it from October 22, 2012? As far as I understand, vacation is part of the working year and I must take it off (and should be given it) during the working year, and not after its end. The HR department employee said that we must take leave for the current working year during the next working year, and I have no reason to demand that it be provided this year. This question is fundamental, I don’t want to postpone my vacation to the next working year, and I won’t give my consent to this, do they have the right to force me to work this year without vacation? Thank you in advance.
P.S. We have no accidents or production stoppages. I work as a designer, my bosses are taking in a lot of orders that we physically don’t have time to fulfill.

Sincerely,
Evgenia

The question was answered over the phone.

07/17/2012 - Vyacheslav

Hello!
I started working at the company at the end of July last year. I didn't take a vacation. And then in August of this year my father fell ill. Second stroke. Complete paralysis. I can't help him with work. And I want to take 30 days of my annual leave. And August is a seasonal month. And my vacation is in December. What to do? Quit or I can take a vacation. I can't leave my father. Help.

The question was answered over the phone.

07/13/2012 - Natalya Gimmer

Hello!
Please tell me whether a person has the right to annual paid leave if he has been on sick leave for the entire year.

04/26/2012 - Marina

Hello, please tell me according to the schedule, I have a vacation in July and I want to exchange with an employee in June, can the HR department refuse me this?

04/26/2012 - Vladimir

Please, tell me who knows, the situation is the following, I work in a mine - during vacation there is a session for which during working hours they are released and paid, and I am interested, according to the law. Can I count on additional vacation days for the session?))

The question was answered over the phone.

04/24/2012 - hope

Good afternoon I have this situation, I want to go on sick leave on vacation. but at the company where I work, they said that now vacation will not be transferred and sick leave will not be paid! They will demand an explanation for why you went on sick leave while on vacation! Is this possible or did the company come up with this on its own!?

The question was answered over the phone.

04/19/2012 - Anastasia

Good afternoon
I have accumulated vacation for two years and, due to certain circumstances, I would like to use it all at once. Please tell me if I have the right to do this?

The question was answered over the phone.

03/26/2012 - Natalya

Good afternoon I have the following question: In our company, vacation is divided into two parts. The first time I have to go is in July, and the second time in November. I'm also going on maternity leave in July. Can I reschedule my winter vacation to April, especially since one place is freed up in the schedule this month?

The question was answered over the phone.

I have not been on vacation for 14 days in the past working year. Can I legally count on transferring the rest of my vacation to another working year, or will I have to be content with these 14 days?

02/01/2012 - Alexey

I work on the second schedule and was supposed to go on regular annual leave from 12/5/2011, but I was on sick leave from 11/18/2011 to 01/13/2012, now the employer does not allow me to go on vacation and says that a year has passed and I have lost this, right is he? vacation,

01/26/2012 - Victor Sh.

Good afternoon. I went on vacation and was not paid vacation pay - 1. How will they be taken into account in the timesheet if the employer agrees to postpone my vacation to another time?
2. Or what compensation can I demand if I apply for resignation after my vacation?
Thank you in advance.

The question was answered over the phone.

01/10/2012 - Galina

Please tell me: the date of hire is 06/01/2011, I have the right to take vacation only from 12/01/2011. I went on vacation in mid-December, but only for 1 week. Do I have the right to transfer the second week due to me to 2012, while the vacation for 2012 will already be 28 days, that is, in 2012 I have the right to take 28 days off + 7 days from 2011?

The question was answered over the phone.

11/25/2011 - Seryozha

Please tell me, I have a session at the university from December 5 to 29, and my vacation starts on December 20!! Is the employer obliged to postpone the vacation, at least by 9 days, so that both vacation and study are paid!??? just answer urgently

The question was answered over the phone.

11/24/2011 - Ivan73

I'm studying for higher education and working. They don't give vacation for the summer, only for September. Can I reschedule my vacation to August?

The question was answered over the phone.

10/25/2011 - Yana

Hello! Please tell me if I can take another vacation after maternity leave. I don’t have time to take another vacation before maternity leave. Not all vacation has been used for 2009-2010, 2010-2011. and 2011-2012, whether it will disappear and how it will be calculated after parental leave. and can I accept payment in cash?

10/12/2011 - Alice

Hello!
Please tell me, if you don’t have time to take your entire vacation this year, is it possible to postpone it to next year? And how to convince the employer of this? But for now they say that the vacation is simply burned out and that’s all. No money, no transfer.

07/27/2011 - Vladimir

Good afternoon
Please tell me about the current situation, I am a factory worker, last year I was on vacation in August, this year the vacation was scheduled for November. After talking with the boss, he gave the go-ahead to postpone the vacation from November to September, said that he would sign, but in the application it is necessary to provide arguments and a document or certificate that will be the basis. Could you tell me what to include? What certificate? I have been working in production for more than 20 years, I have a hernia and my thyroid gland has been removed, maybe we should focus on these diseases or is there another option? The boss approves everything and signs everything.

The question was answered over the phone.

07/27/2011 - Denis V.

Hello!
In June, I took advantage of exactly half of the legal vacation period - 18 days. The HR department obliges me to use the remaining 18 days as vacation this year, which I do not need, due to the unstable financial situation after the vacation, do I have the right to transfer these 18 days to the next 2012, or refuse them altogether? If so, how can I motivate this? and, if possible, what articles can I refer to!
Thanks in advance!

07/21/2011 - Christina

Good afternoon
The employer forces people to take accumulated vacation days until the end of the year, saying that only 7 calendar days are transferred to the next year, all other days are lost. Is it really?

07/19/2011 - Oksana

I'm supposed to go on vacation in June, but my child got sick and we spent the whole June on sick leave. Do I have the right to go on vacation in August????

The question was answered over the phone.

06/21/2011 - Yuri

Please, I went on vacation and was not paid vacation pay, after the vacation I quit, do I have the right to demand that I be compensated for days of delayed vacation pay in accordance with Article 124?

06/09/2011 - Evgeniy

My employer did not allow me to go on vacation, according to the vacation schedule approved by him, citing the fact that I allegedly performed my duties poorly. He did not determine another deadline and for two weeks now I have been working in ignorance. Tell me what to do or what to do, I really want to go on vacation, because... I haven't had half my vacation yet last year.

04/14/2011 - Svetlana

If I went on vacation from the 11th to the 17th. On the 5th I submitted an application to the personnel service. Vacation pay was supposed to be transferred on the 11th, but this was not done. On the 12th, when I called, it turned out that the HR manager had lost my application. As far as I understand, this is not legal. Tell me if this is true and what punishment an employer or a specific HR manager who has lost my application may suffer

The question was answered over the phone.

Please, tell me who knows, the situation is the following, I work in the police - during vacation there is a session for which during working hours they are released and paid, and I’m interested, according to the law. Can I count on additional vacation days for the session?))