Currently, there are regular annual paid holidays, additional paid holidays, unpaid leave. All employees have the right to grant the first type of leave, other leaves are granted and used only under certain conditions.
Holidays are the main type of rest time, they are regulated in Chapter 19 of the Labor Code of the Russian Federation. There are only three main types of leave, and not all of them apply to all employees. So, it is necessary to allocate annual paid vacations, vacations at own expense, additional vacations. The general view for all employees is only annual traditional leave, the duration of which is set at the level of twenty-eight calendar days. They must be provided annually in accordance with the schedule approved by the organization, they can be divided into parts if there is an appropriate agreement with the employer.
Who is eligible for additional vacations?
Additional paid leave is also used annually, but only a few employees are eligible for it. As a rule, this type of leave is intended to compensate for the unfavorable conditions in which certain work is carried out. So, those who work in harmful, dangerous conditions are entitled to this leave. The minimum duration of such leave for the named persons will be seven days. In addition, the possibility of using additional paid leave is legally provided to persons for whom irregular working hours are established, residents of some regions of the Far North, employees with a special nature of work. The employer can also independently determine additional categories of workers who will be provided with this type of leave.
Who is eligible for unpaid leave?
The third type of leave is the unpaid rest periods that the employee receives with good reason and the consent of the employer. The organization is not obliged to provide employees with these vacations, therefore, their duration is not established by law, the resolution of this issue is carried out on the basis of the agreement of the parties. But there are some categories of workers (for example, working retirees or disabled people), as well as life situations (for example, marriage registration, death of a relative), in the presence of which the employer is obliged to provide this leave. In this case, the labor law determines its maximum duration, but employees should take into account that no payment is charged for using this time of rest.
