How is work on a day off paid? Payment for holidays and weekends according to the Labor Code of the Russian Federation - legislative regulation, procedure. Are holidays and non-working days paid?

All employees must be provided with uninterrupted weekly rest. It's about about weekends. Depending on the working hours, there are two days off (if there is a five-day working week) or one (if there is a six-day working week) (Part 1 of Article 111 of the Labor Code of the Russian Federation).

The general day off is Sunday. And the second day off in a five-day working week is established by a collective agreement or internal labor regulations. As a rule, both days off are provided in a row. Usually the second day off is Saturday (Part 2 of Article 111 of the Labor Code of the Russian Federation).

The Labor Code of the Russian Federation also distinguishes the concept of “non-working holidays" These include (Article 112 of the Labor Code of the Russian Federation):

• January 1, 2, 3, 4, 5, 6 and 8 — New Year holidays;
• January 7—Christmas Day;
• February 23 - Defender of the Fatherland Day;
• March 8—International Women's Day;
• May 1 - Spring and Labor Day;
• May 9 - Victory Day;
• June 12—Russia Day;
• November 4 is National Unity Day.

IN general case work on weekends and non-working holidays is prohibited (Part 1 of Article 113 of the Labor Code of the Russian Federation). However, exceptions are possible. We will remind you about them, as well as the procedure for paying for work on weekends and holidays, in our consultation.

When can I be hired to work on weekends and holidays?

By general rule in case of unforeseen work, the urgent execution of which depends on the normal operation of the organization or its structural divisions, as well as in other cases, taking into account the opinion of the elected body of the primary trade union organization, an employee may be required to work on a weekend or holiday. But this will require the written consent of the employee (Part 2 of Article 113 of the Labor Code of the Russian Federation).

You can do without the employee’s consent to work on holidays or weekends if the employee is involved in work to prevent a disaster, industrial accident, natural disaster or their consequences and in other similar force majeure circumstances (Part 3 of Article 113 of the Labor Code of the Russian Federation).

We remind you that disabled people and women with children under 3 years of age can be recruited to work on weekends and non-working holidays only if this is not prohibited for them due to health reasons in accordance with a medical certificate. In addition, such persons will need to be informed, against signature, of their right to refuse to work on weekends or holidays (Part 7 of Article 113 of the Labor Code of the Russian Federation).

If there are circumstances that allow the employer to involve employees in work on weekends or holidays, the employer must issue an appropriate notice.

Payment for work on a day off: Labor Code

For “holiday” work or work on weekends, payment according to the Labor Code of the Russian Federation provides for the use of at least double tariffs. The above means that such work is paid (Part 1 of Article 153 of the Labor Code of the Russian Federation):

• for piece workers - no less than double piece rates;
• employees whose work is paid at daily and hourly tariff rates - in the amount of at least double the daily or hourly tariff rate;
• for employees receiving a salary - in the amount of no less than a single daily or hourly rate (part of the salary for a day or hour of work) in addition to the salary, if work on a weekend or holiday was carried out within the monthly working time norm, and in an amount of not less than double the daily or hourly rate (part of the salary per day or hour of work) in addition to the salary, if the work was performed in excess of the monthly working time standard.

Let's show this with an example. The employee's salary is 50,000 rubles. The number of working days in a month is 23. In fact, the employee worked 21 working days, and also worked 1 day on a day off. At the same time, the employee was not provided with another day of rest for working on a day off.

An employee’s salary for a month (including work on a day off, which “fits” into the standard working hours) is 47,826.09 rubles. (50,000 / 23 * (21 + 1)). The additional payment for working on a day off will be RUB 2,173.91. (50,000 / 23 * 1). The total monthly salary will be 50,000 rubles (47,826.09 + 2,173.91).

Please note that specific wages on weekends or holidays may be higher than those indicated above. The procedure applied must be established by a collective agreement or a local regulatory act of the employer (Part 2 of Article 153 of the Labor Code of the Russian Federation).

If a day off or holiday is not fully worked

Increased payment is made to the employee for hours actually worked on a weekend or holiday. Therefore, if an employee worked on a day off or a holiday for more than a whole day or shift, then the increased payment will also be made not for the whole day, but in proportion to the time actually worked (Part 3 of Article 153 of the Labor Code of the Russian Federation).

Instead of double pay - a day off

If an employee who worked on a weekend or holiday wishes, he may be given another day of rest in exchange for a working day off (holiday). In this case, work on a weekend or holiday is paid at a single rate, but a day of rest is not paid (Part 4 of Article 153 of the Labor Code of the Russian Federation).

Work on weekends or holidays with a shift schedule

When an employee works on a shift schedule and his shift coincides with a day off, such a day is paid as a regular working day, that is, in a single amount.

But if it turns out to be a holiday, payment should also be made at an increased rate (at least double). Moreover, when work on a holiday was carried out within the normal working hours of the employee for the corresponding period, it is impossible to replace this day with the consent of the employee with a single payment and a day of rest (Recommendations of the Federal Service for Labor and Employment of 06/02/2014).

What if work was done at night on holidays? We talked about the features of paying for night hours on holidays.

Constitutional Court on pay for work on a day off

When an employer pays an employee for work on a day off or a holiday and for such work the employee was not given another day of rest, payment for a working day off should be calculated not only based on salary, but also taking into account compensation and incentive payments, regional coefficients, and percentage bonuses. I came to this conclusion constitutional Court in his

Let's consider situations when an employer can involve employees in work on weekends and holidays, the amount of additional payments for these days depending on the remuneration system used at the enterprise, the specifics of payment for a day off or holiday for a posted employee and creative workers.

WORK AND REST MODE

The employer has the right to independently establish a work and rest schedule and a wage system in accordance with labor legislation, taking into account the specifics of the organization’s activities and its needs for labor resources.

The general day off is Sunday. The second day off in a five-day work week is established by a collective agreement or internal labor regulations. Both days off are usually provided in a row.

At enterprises with a continuous cycle of work, where suspension of work on weekends is impossible due to production, technical and organizational conditions, days off are provided on different days of the calendar week in turn to each group of employees in accordance with the internal labor regulations. In this case, most often they keep total records of working hours.

In addition to weekends, employees are provided with holidays. In accordance with Art. 112 Labor Code of the Russian Federation non-working holidays in Russian Federation are:

FOR YOUR INFORMATION

If a day off coincides with a non-working holiday, the day off is transferred to the next working day after the holiday.

In accordance with Part 5 of Art. 112 of the Labor Code of the Russian Federation for the purposes of rational use for employees on weekends and non-working holidays, weekends may be transferred to other days in the next calendar year regulatory legal act of the Government of the Russian Federation. Information about their transfer is subject to official publication no later than a month before the start of the corresponding calendar year.

CONDITIONS OF EMPLOYMENT TO WORK ON WEEKENDS AND HOLIDAYS

According to the general rule enshrined in Art. 113 of the Labor Code of the Russian Federation, work on weekends and holidays is prohibited. The exception is certain situations provided for by law.

An employer may involve employees to work on weekends and holidays only with the written consent of the employee in the following cases:

• production technological cycle in the organization is not interrupted;
• the organization’s specialists perform work caused by the need for constant continuous service to the population;
• there was a need for urgent loading and unloading operations.

Sometimes obtaining the employee's consent to perform work duties on weekends is not required. This is possible if the following conditions are met, specified in Part 3 of Art. 113 Labor Code of the Russian Federation:

• to prevent or eliminate the consequences of an industrial accident, natural disaster, catastrophe;
• to prevent accidents, destruction and damage to enterprise property;
• to perform work the need for which arose in connection with an emergency situation, including caused by a natural disaster or martial law.

An exception is made for pregnant women. They cannot be involved in work on weekends and holidays (Article 259 of the Labor Code of the Russian Federation). It is prohibited to use minors on weekends and labor, with the exception of creative workers (Article 268 of the Labor Code of the Russian Federation). Creative workers under 18 years of age may be employed to work at night, on weekends and holidays.

FOR YOUR INFORMATION

Night time is considered to be from 22:00 to 6:00.

Work on weekends by disabled people or women who have children under three years of age is possible with their written consent and in the absence of medical contraindications to working overtime.

Work on weekends and non-working holidays must be documented accordingly. Necessary:

• obtain the employee’s written consent to go to work during holidays or weekends;
• familiarize the employee, against signature, with the conditions of severance, including the right to refuse work in his free personal time;
• notify the trade union body (if there is one);
• issue an order to perform overtime work. The order must indicate the date and reason for overtime work, the duration of work, and the list of persons involved.

NOTE

In the event of emergency situations, going to work on weekends and holidays can also occur by verbal order of management (before the order is issued).

All additional conditions for going to work on weekends and holidays can be specified in the internal regulations on remuneration.

The form of the document confirming the receipt of the employee’s consent to work extra time is not approved by law. Each enterprise has the right to develop it independently. Let's imagine an example of this form:

Notification

dated 05/19/2017 No. 5

The need to work on days off

Dear Oleg Ivanovich!

Due to production needs (unloading perishable goods), we ask you to come to work on the day off May 20, 2017 (from 9:00 to 13:00).

Work on a day off will be paid double in accordance with Art. 153 of the Labor Code of the Russian Federation.

At your request, you can get another day of rest without additional payment.

Please make a note indicating your consent or refusal to go to work.

Director of LLC "Rhythm" Klimanov V. M. Klimanov

Reverse side of the notice

I have read the notification.

I agree to go to work " 20 » May 2017

Exit conditions: Double pay for work on days off .

Medical contraindications for work: I do not have .

Storekeeper Ivanov O.I. Ivanov 05/19/2017

PAYMENT ON WEEKENDS AND NON-WORKING HOLIDAYS

Payment for work on weekends and holidays is carried out in accordance with Art. 153 Labor Code of the Russian Federation. The amount and terms of payment are presented in table. 1.

Labor legislation establishes minimum wage guarantees on non-working holidays, which the employer can increase through contractual or local regulation. The employer has the right to establish specific amounts of remuneration for work on a weekend or holiday and stipulate them in the collective agreement, internal local regulations, employment contract. This is explicitly stated in Art. 153 Labor Code of the Russian Federation.

IT IS IMPORTANT

The amount of payment for work on a day off or a non-working holiday, prescribed in the collective agreement, local regulations of the company and the employment contract, cannot be lower than those provided for by labor legislation and other regulatory legal acts containing standards labor law(Article 149 of the Labor Code of the Russian Federation).

At the request of an employee who worked on a day off or a non-working holiday, he may be given another day of rest. If the employee requests to provide time off, he must write a corresponding statement. In this case, work on a weekend or holiday is paid in a single amount, and a day of rest is not subject to payment.

If the amount of wages on a non-working holiday is smaller size wages established by labor legislation, then the employee has the right to apply to the State Labor Inspectorate. Based on the results of the inspection, the employer may be subject to administrative responsibility for violation of labor laws. Officials face a fine of 1,000 to 5,000 rubles, legal entities - from 30,000 to 50,000 rubles. or administrative suspension of activities for up to 90 days (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

For partial non-payment of wages for more than three months, criminal liability is provided (Article 145.1 of the Criminal Code of the Russian Federation). However, according to statistics, workers rarely turn to the State Labor Inspectorate with such complaints.

Payment for work on weekends and holidays for a salaried employee

For employees who have a fixed salary, wages in excess of the monthly norm are calculated based on the daily or hourly rate (in excess of the salary).

Daily rate is determined by dividing the employee’s salary by the number of working days in the month according to the production calendar for which the salary is calculated.

For calculation hourly rate two options can be used.

Option 1: the employee’s salary is divided by the number of working hours in a month according to the production calendar for which wages are calculated:

Hourly rate = Salary / Monthly standard according to the production calendar.

Option 2: the employee’s salary (monthly tariff rate) is divided by the average monthly number of working hours:

Hourly rate = Salary / (Average annual standard / 12).

Average monthly working hours is the result of dividing the annual time standard by 12.

The official salary of engineer Surikov O.B. is 60,000 rubles. He has a 40-hour work week, with days off on Saturday and Sunday.

In fact, Surikov O.B. worked 15 days in May, including one holiday: due to production needs, he worked on May 9. The standard working time in May 2017 is 20 days. Let's calculate Surikov O.B.'s payment for May 2017.

1. Let's determine the daily rate. To do this, divide the employee’s salary by the number of working days in May 2017 according to the production calendar:

60,000 rub. / 20 days = 3000 rub.

2. We calculate payment on a holiday.

Surikov O.B. worked on a holiday. At the same time, he did not exceed the standard working time (20 days) established for May 2017. This means that his payment on the holiday of May 9 will be equal to the daily rate - 3,000 rubles.

3. We will calculate payment for the remaining time actually worked in May. We multiply the daily rate by the number of working days worked:

3000 rub. × 14 days = 42,000 rub.

4. Let's do the calculation wages for May. O.B. Surikov’s salary for May 2017 will be:

42,000 rub. + 3000 rub. = 45,000 rub.

E. V. Akimova, auditor

The material is published partially. You can read it in full in the magazine

Work on a weekend or a non-working holiday is paid at least double the rate: for piece workers - at least at double piece rates; employees whose work is paid at daily and hourly tariff rates - in the amount of at least double the daily or hourly tariff rate; for employees receiving a salary (official salary) - in the amount of at least a single daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if work on a day off or a non-working holiday was carried out within monthly standard working time, and in an amount of no less than double the daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly standard working time. Specific amounts of payment for work on a day off or a non-working holiday may be established by a collective agreement, a local regulatory act adopted taking into account the opinion of the representative body of employees, or an employment contract. At the request of an employee who worked on a day off or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment. Remuneration for work on weekends and non-working holidays for creative workers mass media, cinematography organizations, television and video film crews, theaters, theatrical and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with the lists of works, professions, positions of these workers, approved by the Government of the Russian Federation Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations, can be determined on the basis of a collective agreement, local normative act, employment contract.

Legal advice under Art. 153 Labor Code of the Russian Federation

Anastasia Nikolaeva

Good evening! For work on Sunday you are entitled to double pay or single pay plus a day off. I can’t understand why this day off will not be paid?

Yakov Fedkin

Good evening! The question is this. On Saturday you go to work on a day off, is it possible to pay in a single amount and take one day off, paid?

• Question answered over the phone

Oleg Volosevich

I work at a state of emergency. Dairy plant. Can my employer not pay for shifts on holidays?? And can he, without warning in advance, reduce the premium?

• Question answered over the phone

Maria Andreeva

Hello! I work 12 hour shifts (y/n). Should New Year's holiday weekends be paid double?

• Question answered over the phone

Vera Timofeeva

Worked 4 hours on weekends. How time off is provided, 4 hours or 8 hours. Write the article number in the labor code.

• Lawyer's answer:

  According to Art. 153 of the Labor Code of the Russian Federation, at the request of an employee who worked on a day off or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment. The above article does not establish that the duration additional rest must correspond to the duration of work on a weekend. Therefore, even if an employee worked only 1-3 hours on a day off, he should be given a full day of rest.

Petra Pavlova

quote Article 153 of the Labor Code...Please...

• Lawyer's answer:
  • Lawyer's answer:

    You are somewhat lost in the text of the article. 154 Housing Code of the Russian Federation, although these texts are also quite clumsy... Payment for the USE of residential premises is provided only for the tenant of the premises. premises. And he lived for the owner. premises, a fee is provided for the maintenance and repair of residential premises, INCLUDING fees for services and work on the management of apartment buildings, maintenance and Maintenance common property in the apartment building. This word “INCLUDING” is not very good, because... the contents of the vein itself. premises owned by the owner occupant are actually NOT included. This follows from the text of paragraph 29 of the “Rules for the maintenance of common property in apartment buildings...” (approved by Decree of the Government of the Russian Federation of August 13, 2006 N 491), which clearly states that “COSTS FOR MAINTENANCE AND REPAIR OF RESIDENTIAL PREMISES are determined in the AMOUNT ENSURING THE CONTENT OF COMMON PROPERTY..." And nothing more... Therefore, the maintenance and repair of EVERYTHING in the apartment (except risers) are the expenses of the owner only. But if your payment documents (in addition to the maintenance and repair of common property) also include (in a separate line and ADDITIONALLY) “payment for residential premises,” then this is a clear violation of the legislation of the Russian Federation. You have a direct route to the State Housing Inspectorate (or maybe to the prosecutor’s office, and even to the court) Good luck.

Payment for work on a day off - Labor Code regulates this issue in Art. 153 Labor Code of the Russian Federation. Work on these days is prohibited by law and is possible only in exceptional situations. A special payment procedure is an additional guarantee of workers’ right to rest.

In what situations is it possible to work on weekends and non-working holidays?

Art. 113 of the Labor Code of the Russian Federation prohibits calling citizens to work on weekends and holidays. This is the framework that employers should build upon. The purpose of this legislative provision is proper rest for workers and care for the health of citizens. Exceptions are allowed if the following conditions are simultaneously met:

• availability of employee consent;
• taking into account the opinion of the trade union (if any);
• the occurrence of urgent work, the implementation of which depends further activities companies.

In some situations, the law allows employees to be called to work on their days off without their consent. In particular, work on weekends aimed at preventing accidents is allowed. It is also possible to call employees to prevent dangerous situations and loss of property. In a situation of emergency or martial law, a threat to the entire population of Russia or part of it, the employer can also attract employees on weekends without their consent. Exceptions to this rule include disabled people, pregnant women and employees with young children. The legislation gives them the right to refuse such work and puts additional condition involvement on weekends and holidays: a medical certificate does not prohibit the employee from being involved in work on these days.

When inviting employees to work on weekends, you need to understand How is a day off paid according to the Labor Code?. This is necessary for fair calculation of salaries for employees called to work on weekends.

How is work on a day off paid according to the Labor Code of the Russian Federation?

Let's consider a question like payment for work on a holiday - Labor Code of the Russian Federation requires the employer to pay double (Article 153 of the Labor Code of the Russian Federation) or provide the employee with additional unpaid rest at another time. The employee can independently choose the appropriate compensation option.

Double pay on weekends— monetary compensation for lack of proper rest. Features of the calculation depend on the system adopted in the organization and the amount of time worked . Payment on holidays according to the Labor Code(Part 1 of Article 153) is carried out as follows:

• with a piece-rate system, an employee can qualify for payments at double rates;
• in organizations where salaries are calculated according to tariff rates, payment on weekends according to the Labor Code produced at double tariffs;
• employees who receive a monthly salary and have worked weekend hours within the normal range for the month can count on a single rate per day or hour as a supplement to their salary;
• those who performed their labor functions on weekends more than the norm for the month can count on a double rate on top of their salary.

Payment on days off is double in accordance with the internal regulations of the organization

The employer can set the rules independently. In doing so, he must be guided by Art. 8 of the Labor Code of the Russian Federation, which prohibits worsening the situation of employees by local acts legal entity compared to federal legislation. Pay for work on days off in such a situation, it can only be changed upward, for example, the employer has the right to set payment in triple the amount or more.

In what cases is an additional day of rest granted for working on weekends?

Additional rest is another option for compensation for the provisions provided for in Part 3 of Art. 153 Labor Code of the Russian Federation. The conditions for its provision are as follows:

As Rostrud notes in the letter “On granting time off to an employee...” dated October 31, 2008 No. 5917-T3, the duration of additional rest does not depend on the time that the employee actually worked on his day off. For example, an employee worked on January 2 for 3 hours. In this case, he has the right to a full day off. An employee can apply for time off in any month. The main thing is to write an application in advance requesting additional rest instead of double payment for work on weekends and holidays.

After receiving an application from an employee to replace double pay with an additional day of rest, a corresponding order is issued. It indicates the details of the parties, the grounds for granting time off and the date. The employer can also formalize the provision of time off in the form of a resolution on the application.

We arrange work on weekends and holidays

Part 8 art. 113 of the Labor Code of the Russian Federation requires that employees be required to work on weekends in writing. The decision is made by the employer based on the needs of the company and the characteristics of the labor process in the organization.

IN large organizations It is advisable for department heads to draw up a memo addressed to the manager, consisting of names and positions, indicating the reasons for attracting employees to additional work. Subsequently, based on the reports, the boss decides on the advisability of calling employees to work on a day off.

The employer's decision is formalized in the form of an order. Not provided for by law unified form order, therefore it is drawn up in accordance with the rules and regulations adopted by the company personnel records management. But in any case, the document must indicate:

• goals labor activity on weekends;
• dates of additional labor;
• ways to compensate for working on weekends.

Employees should be familiarized with the document in advance and signed.

Additional holiday pay according to the Labor Code 2015-2016 and strict rules for engaging in work on these days are important guarantees for employees, protecting them from abuse by management and providing them with adequate rest. It is important to remember that unless otherwise provided by local acts of the organization, double holiday pay simultaneously with time off not allowed.

The issue of paying time off for working on a weekend is extremely relevant, since quite often in Everyday life We are faced with situations when there is a need to work on generally accepted holidays. And for many, such work on a long-awaited day off is not uncommon. Don’t rush and categorically say “no” to your manager. According to the legislation in force in Russia, if the presence of an employee is necessary on a day off or public Public Holiday, compensation is guaranteed.

How can you get a well-deserved rest for working on a day off?

This can be either direct double payment for going to work on weekends, or the subsequent provision of a day of rest in the future, however, then, unfortunately, going to work is paid in a single amount. Which days should be considered holidays and, therefore, non-working days (in addition to the generally accepted holidays specified in the Labor Code of the Russian Federation), what kind of compensation should an employee who worked on holidays expect, what is the procedure for organizing work on holidays, etc. – the company can prescribe all these rules in local regulations.

If in regulatory documents nothing is said about this, then the Labor Code reserves the right to choose one or another compensation in this case to the employee. And quite often, workers choose to take “time off,” in other words, providing additional days of rest for the amount of time they have already worked.

Before allowing the employee to begin labor responsibilities on his (according to the report card) day off or non-working holiday, the employer is required to create an order and familiarize the employee with it “against signature”. As a rule, this order is needed for the employer to specify the date of additional leave, the planned working hours, days or days, and what type of compensation guarantees double pay or subsequent time off for working on a day off.

If the order for compensation for work time nothing was said, the employee himself can make a decision and write an application for an additional (as the Labor Code calls it) day of rest. Such an application for time off as a single sample form is not provided for by law. A sample application for time off can be requested from the company’s HR department. It is quite possible that in your organization the form for writing such a statement is free.

Important! The main thing is that this application for time off contains information that the employee wants to receive rest for previously performed work, which fell on a non-working day (due to holidays), in accordance with Art. 113 Labor Code of the Russian Federation.

The manager is simply obliged to accept such an application requesting leave for work previously done and provide the required rest. And on the report card, the need to work is indicated as “RV”, that is, a working day off, or with the code “03”. Below is the number of hours worked, time off as OV, or designation with code “27”.

Read also Features of applying for time off

How will work on weekends be paid?

If the request for a day of rest is granted, work on a day off or a generally accepted holiday will be paid at a single rate, and the future day of rest itself will not be paid, as stated in Art. 153 part 3 of the Labor Code of the Russian Federation. At the same time, according to the explanations of Rostrud and the Ministry of Labor of Russia, the month in which the employee was given an additional day for rest is paid in full (the monthly salary must be paid in full).

To understand how compensation for time off work for work on days off is calculated and paid, how many working days will be indicated in the monthly report card and what the employee’s full earnings will be in the end, it is necessary to consider two approximate options for the development of events using an example.

The first option is when the employee takes time off in the same month

An employee works for a company for 5 days working week, for eight hours. He has a monthly salary, according to the employment contract. This employee worked all the days of the month prescribed by the production calendar. And when a production need arose, he was brought to work on a holiday for the entire eight-hour working day.

Having written an application for time off, he received a day of additional rest in the same month. When accounting, the timesheet will be marked with the letters “I” (appearance) - these are all his working days (it turns out that the monthly norm for the amount of working time has been fulfilled), “RV” is marked one day on a holiday, indicating the hourly duration, and “OV” is a one-day vacation.

According to the report card, the salary for the month will be calculated in full, and he will also receive payment for the time worked on the holiday. The amount of this surcharge is easy to calculate. To do this, it is necessary to multiply part of his salary per hour by the actual number of hours worked on the holiday. It turns out that, in addition to the salary, the employee is charged a single tariff rate per day, which complies with the requirements of the Labor Code. This is due to the fact that stay at the workplace on holidays is compensated by the provided future date on another day off, and the monthly time limit has not been exceeded.

The second option is that the leave will be taken out next month.

The conditions remain the same. An employee works for an organization with an 8-hour workday, five days a week. The employment contract also stipulates the monthly salary. The employee works the full required working time every month. And it so happens that he is involved in performing work for one day, if a production need arises, on a holiday for the entire shift. Only now he is writing an application for leave next month.