You can take a vacation in connection with a wedding by submitting an application to the head of the organization for a certain number of days of rest. The application should indicate the reason for the vacation, as well as fix the estimated start and end dates for this vacation.
Upon marriage, the employer is obliged to provide any employee with unpaid leave. This norm is enshrined in the current labor legislation, so the company cannot refuse an employee a specified time of rest. In this case, the duration of unpaid leave can be up to five calendar days. Some companies develop internal regulations, enter into collective agreements that increase the level of guarantees for their employees and pay for the rest time provided in connection with the conclusion of a marriage. But the employer does not have such a duty, so most of the organizations are guided by legislative norms and provide unpaid leave.
What is the procedure for an employee to take a vacation?
Marriage leave is not automatically granted, the initiative must come from the employee himself, which is also enshrined in the Labor Code of the Russian Federation. This initiative is expressed in an application that is submitted to the name of the head of the organization. The application should record the request for unpaid leave, be sure to indicate the reason for this request and the estimated start and end dates of the vacation (subject to the limit of five calendar days). The manager puts his own visa on this application, after which it goes to the personnel department, whose specialists draw up an order to send the employee on vacation. The employee is usually introduced to this order against signature, after which the registration of the leave in connection with the marriage is completed.
What to do if the employer refuses to grant leave?
Some managers have a negative attitude towards the employee's desire to exercise his own right to additional time off in connection with the marriage. If the employer refuses to provide leave without pay, then the employee can, after submitting the application, use this time of rest on his own. The main condition for such use is the preservation of a copy of the application for granting leave, submitted to the employer, on which a mark is put on its acceptance. There is a judicial practice, according to which the dismissal of an employee in such a situation is recognized as unlawful, and the employee is reinstated at work with all accompanying compensations.