Additional leave for irregular working hours - which is spelled out in the legislation. Irregular working hours: procedure and conditions for granting additional leave

We talked about such working hours as irregular working hours in ours and noted that the employer who established this working mode is obliged to provide employees with additional leave. And what is the duration of add. leave for irregular working hours?

Who is entitled to vacation for irregular working hours?

The Labor Code of the Russian Federation provides that annual additional paid vacations for irregular working hours are due to employees who have established such a special mode of work (part 1 of article 116 of the Labor Code of the Russian Federation).

Therefore, if the position of the employee is included in the list of positions for which, in accordance with the collective agreement, agreement or local normative act, irregular working hours are established, and employment contract the condition of an irregular working regime is fixed, such an employee must be granted a leave of absence.

Duration of additional leave and the procedure for granting it

The minimum duration of additional paid leave for employees with irregular working hours is 3 calendar days. However, the collective agreement or internal rules work schedule the employer may be provided with additional leave for a longer duration (part 1 of article 119 of the Labor Code of the Russian Federation).

In this case, the time of actual work in the conditions of irregular working hours does not matter. It is impossible to calculate additional leave in proportion to the time of actual work in conditions of irregular working hours (Letter of Rostrud dated 05.24.2012 No. PG / 3841-6-1). Therefore, even if the employer establishes in its local normative act the condition that the duration of the leave for irregular working hours is calculated in proportion to the hours worked, it will be illegal (clause 3 of the Letter of the Ministry of Labor dated August 18, 2017 No. 14-2 / ​​B-761).

We remind you that the order of calculating the mean wages for calculating additional leave is similar to the procedure provided for "regular" leave (Articles 114, 139 of the Labor Code of the Russian Federation, Government Decree No. 922 of 24.12.2007).

Leave for irregular working days is summed up with the annual basic paid leave and is provided with it, unless the employee and the employer have agreed on other terms (

Many companies resort to setting irregular working hours for employees, and in most cases this practice is justified. The establishment of such a regime has several advantages. It allows you to involve an employee in the performance of tasks assigned to him outside the main working hours without additional agreements with him, while the employee does not have the right to express disagreement. In addition, it allows the employer to save funds from the wage fund, since work in excess of the norm does not in any way affect the size of the employee's salary, additional payments are not charged for this, but in exchange for them he is entitled to leave for an irregular working day.

The Labor Code imposes certain restrictions on overtime work (no more than 4 hours within 2 consecutive days and no more than 120 hours per year). Legislative regulation of irregular working hours is reduced to one word - "episodic". Although this does not allow employers to systematically exploit workers, in the face of tight deadlines and burning deadlines, it makes it possible to use employees to the maximum.

Granting leave for irregular working hours

The number of vacation days for an irregular working day is determined by the organization independently and is fixed by internal documents, which include, for example, a collective agreement, internal labor regulations. V mandatory this information is indicated in the employees to whom it applies this mode.

The number of vacation days for an irregular working day is determined by the organization independently and is fixed by internal documents.

In most companies, as a rule, the duration of such leave is set at the minimum level determined by Article 119 of the Labor Code of the Russian Federation, and is 3 calendar days.

There are no legal deadlines, but to determine the fair length of vacation for irregular working hours, the management of the company should take into account the actual hours of work of each employee. The source of such information is in the prescribed form.

In some organizations, the time sheet includes only the main time of work, in fact, recording only the turnout and presence at the workplace “from eight to five”. Then it is advisable to keep a separate accounting log in parallel, in which to record the true hours of work, including coming to work early, delays after the working day or work during lunchtime.

If in total for a year the duration of "overtime" significantly exceeds 3 days, in order to increase employee satisfaction with work and, as a consequence, increase loyalty, a decision may be made to increase the number of additional vacation days per irregular working day, which entails changes in local acts and the conclusion additional agreements to labor contracts with employees.

At the same time, the duration of such leave is set as a fixed period and does not depend on how much the employee has worked in excess of the normal working time. The days of such additional leave are added to the main leave and add up to annual paid leave.

The provision of additional leave is carried out on the basis of the vacation schedule approved in accordance with Art. 123 of the Labor Code of the Russian Federation, or on the basis of a written application from an employee addressed to the head of the organization. In a number of cases, indicated in Art. 124 of the Labor Code of the Russian Federation, vacation can be extended or postponed, for example, in case of temporary disability of an employee.

The provision of additional leave is carried out on the basis of the vacation schedule or a written application of the employee addressed to the head of the organization.

The document confirming the granting of leave to the employee for an irregular working day is an order (order) on granting leave to the employee in unified form No. T-6.

In the time sheet, the days of additional leave are indicated by the letter code "OD".

How vacations are paid

Additional leave for irregular working hours is paid in accordance with the generally established procedure, based on the amount of average earnings. Such payment will also be taxed in accordance with the general procedure. The deductions are subject to personal income tax, as well as contributions to compulsory social insurance and insurance against accidents.

In some cases, instead of vacation for irregular working hours, the employee is provided with monetary compensation:

1. Upon dismissal - if at the time of dismissal the employee has unused days of such leave (Article 127 of the Labor Code of the Russian Federation).
2. At the written request of the employee, in accordance with Art. 126 of the Labor Code of the Russian Federation, a part of the annual paid leave exceeding 28 calendar days can be replaced with monetary compensation (with the exception of a number of persons in relation to whom such replacement is not allowed, for example, pregnant women and employees under the age of 18). The number of days to be replaced is determined by the employee independently.

The procedure is not fully approved by law, there are legally controversial issues. There is an opinion that the replacement of leave for irregular working hours with monetary compensation is not provided for by the Labor Code (resolution of the Federal Antimonopoly Service of the Central District), and therefore the payment of such compensation cannot be attributed to labor costs, and, consequently, to costs that reduce taxable profit in order to Chapter 25 of the Tax Code of the Russian Federation. Therefore, with such a replacement, questions may arise from the side of the state labor inspectorate.

Calculation of vacation pay and compensation

In order to determine the amount of vacation pay and compensation for unused vacation days, you first need to calculate the average daily earnings for the previous 12 months (preceding the month of dismissal or the start of vacation). Local acts can also define a different calculation period, if this does not curtail the employee's rights. The methodology for calculating average earnings with all the nuances is contained in the Government Decree No. 922.

Average daily earnings are defined as the ratio of the amount of payments for the billing period to the number of calendar days for the given period. When calculating the amount of payments for a specific period, payments should be excluded when calculating the average daily earnings (vacation pay, sick leave).

The number of days for the billing period is determined by the formula:

(Number of calendar days of the month - Days not included in the calculation) x 29.3 / Number of calendar days of the month.

The days not included in the calculation are the days when the employee did not actually perform his labor activity such as periods of temporary disability or vacation. If the month has been fully worked out, then the average number of calendar days is taken - 29.3.

Then the amount of vacation pay or compensation will be calculated as the product of the average daily earnings by the number of vacation days or unused vacation.

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Thus, the rules for granting leave for the conditions of irregular working hours, as well as the implementation of mutual settlements between employees and the organization are not an empty formality. Compliance with them allows you to avoid disputes with supervisory authorities and litigation with personnel - therefore it is important to follow the letter of the law and approach the formation of internal documents with full responsibility.

Each employee working in special conditions is entitled to additional leave for irregular working hours. It is provided on the basis of labor law.

The Labor Code of the Russian Federation reflects not only the employee's right to rest in excess of the norm, but also the features of the use of vacation, the formalization of relations between the parties. Also, the law provides the procedure for calculating compensation payments and calculating payment in a given period.

Violation of the employee's right to additional leave is excluded. Therefore, the employer must carefully draw up documentation to exclude controversial points.

Features of this mode of operation

Irregular working hours provide for the provision of additional leave to the main one. Some employees whose positions are reflected in the right to it have. The procedure for granting rest for work in excess of the norm is spelled out in the Labor Code of the Russian Federation (changes from 01.02.2002).

Granting leave should be carried out on the basis of the norms established in the Decree of the Government of the Russian Federation No. 884 of 11.12.2002. The document contains the main provisions and rules according to which budget and commercial organizations should send the employee on additional leave.

An important point is understanding the concept of "irregular working hours". Article 101 of the Labor Code of the Russian Federation states that this is a special regime of labor activity, during which employees can be involved in work outside the workday. For this, the employer must create a corresponding order.

The Code provides a clear understanding of the episodic nature of such work. After all, an employee cannot work on a permanent basis in such a mode. At the same time, it is worth remembering that he must fulfill only his own obligations in accordance with.

If you attract a person to a more complex or high-paying job, then this can be regarded as a violation of his rights.

An important feature of this work regime is the lack of payment to employees for extra time. Even lump sum payments for such work should not be made. Compensation for the time spent is expressed in the provision of additional leave, which will be legally paid.

There are no specific positions in the Labor Code for which irregular working hours can be established.

The list must be approved:

• collective agreement;
• labor agreement;
• internal labor regulations.

This rule is reflected in article 101 of the Labor Code of the Russian Federation. In the absence of a position of an employee involved in work in excess of the norm on the list, overtime work must be paid. On the basis of article 152 of the Labor Code of the Russian Federation, in the first two hours, the employee receives a one and a half rate, and the subsequent time - double.

If the employee expresses a desire, then the payment can be replaced by additional leave for irregular working hours. The number of days added to the main rest must not be less than the time the employee has worked overtime.

On the basis of Article 119 of the Labor Code of the Russian Federation, the employer must independently determine the time, which is an additional vacation. The term is prescribed in the collective agreement or local regulations. Moreover, it should not be less than 3 days.

For civil servants

The positions that should be reflected in the internal documentation of budgetary organizations are developed by law. Granting leave to civil servants (Ministry of Internal Affairs, Ministry of Defense, Ministry of Emergencies, state structures) is regulated by the Decree of the Government of the Russian Federation.

On the basis of its norms, irregular working hours can be established:

• the head of the institution;
• personnel engaged in business activities;
• technical specialists;
• employees whose work activities are not subject to accurate accounting;
• employees who independently plan their working hours;
• employees who divide the working day into parts with different lengths.

Legislatively reflects only the nature of the work of persons who may be included in the list. Specific positions are established by the employer himself in accordance with various legal sources.

You can focus on qualification handbook posts or professional standards... There is no need to take into account the position itself. If an employee meets certain criteria, he can expect to receive additional leave for irregular working hours.

The above rules should be adhered to not only by employees of state budgetary organizations, but also by commercial enterprises, despite the fact that the Resolution does not apply to them. They should create a list of positions in accordance with the division criteria to eliminate the likelihood of controversy.

Who is entitled to

In accordance with article 119 of the Labor Code of the Russian Federation, employees who work in conditions of irregular working hours have the right to receive additional leave in excess of the norm. Irregular day is defined as a regime in which an employer can engage an employee to work outside of his workday.

The rule applies not only to employees who work eight hours a day. Even labor Relations lie within the framework of an incomplete or shortened day, work in excess of the norm will be considered irregular.

The law does not reflect restrictions on the application of such a regime. Therefore, all categories of workers can be involved in labor, including pregnant women and minor citizens.

Work outside the normal range will not be considered overtime or night work. This feature should be taken into account when calculating payments and granting additional leave.

An employee’s permission to engage him in an irregular regime is not required. Also, the Trade Union Committee does not give consent.

It is important to keep track of hours worked in order to validate work outside of normal work. The rule is mandatory, since it is included in article 91 of the Labor Code of the Russian Federation.

Keeping track of hours worked is important to avoid employee overtime. Their number does not affect wages. Despite this, it is important to keep in the enterprise not only, but also a journal for entering the unpaid hours that a person worked.

Even with occasional recruitment of an employee to work after the end of the day, compensation is required. In this case, the employee's annual paid leave is extended by several additional days of rest.

How is working time taken into account

When establishing irregular working hours in the organization, the employer must take care of recording the working hours of such employees. This is important to avoid overwork that may occur under such conditions.

V practical activities special timesheets or journals are used to keep records. Most often employers resort to using unified forms documents.

Computer programs can be used for effective tracking. They have special forms and sections that allow you to quickly organize information.

If, during the course of the accounting, an employee's overwork is revealed, then it is the employer's responsibility to compensate for such labor costs. Therefore, additional leave was legislatively introduced in conditions of irregularity of the day.

Duration

In accordance with labor legislation, additional leave is given for irregular days. Its duration is determined by the director and introduces the rules and deadlines for submission to the internal documentation. It is important to remember that it should not be less than three calendar days.

When determining the duration, it is important to consider:

• amount of additional work;
• the degree of the employee's workload;
• the nature of the activity performed;
• other conditions.

In addition to the Labor Code of the Russian Federation, the period of additional leave is noted in other legislative documents:

• for employees working in the central office of the Ministry of Finance, additional rest is possible for 8-12 days (based on the Order of the Ministry of Finance No. 54);
• employees of the archival service have the right to leave for 8-14 days (Order of Rosarkhiv No. 138IS);
• also, special conditions are provided to representatives of justice in accordance with the Order of the Ministry of Justice No. 33.

Additional leave for state employees is provided in accordance with certain criteria. Its duration cannot exceed 14 calendar days. Commercial enterprises are not limited by this regulation. Therefore, they can provide any number of days for employees for additional rest.

The minimum value is determined at the level of 3 days. The personnel services that make the calculation are guided by the work schedule. Employees who have worked large quantity days, longer leave is granted.

The procedure for granting additional leave for irregular working hours

As a minimum, an employee working in an irregular mode has the right to count on three additional days. But when drawing up a collective agreement in an institution, more than long term... The employer has the right to determine the duration of additional leave for each of the positions.

There are no comments on this issue in the Labor Code. The supervisory authorities noted that additional leave is already actually given to workers who work in excess of the norm. But the counting of days in accordance with the worked should not be carried out.

Based on this, employees whose labor contract provides for an irregular regime can expect to receive such leave. It does not take into account whether the employee left at the end of the working day to work or not.

For the director

In the course of work, the manager also spends additional time on organizing the activities of the enterprise. Therefore, the director is automatically assigned irregular working hours.

In some cases, the working regime is prescribed in the employment contract. This is provided in the absence of a list of positions of employees working in a special regime.

When a clause is included in an employment contract on irregular working days, the manager is entitled to compensation. It is expressed in the form of additional leave of at least three days.

Payment calculation

Payment for additional leave is similar to the main one. The calculation calculates the average daily wage of an employee. The value is multiplied by the number of days the employee will be on vacation.

If the employee wishes, then unused vacation can be financially compensated. But such a norm is not noted in the Labor Code of the Russian Federation. Therefore, the employer has the right to refuse a cash payment and send the employee on vacation.

Financial compensation

Often employees ask for cash benefits instead of vacation. Some enterprises, in order to eliminate controversial issues, introduce into local regulations a clause on compensation for additional leave with money instead of direct rest.

The Labor Code does not prohibit such actions. But in accordance with Article 128 of the Labor Code of the Russian Federation, replacing part of the annual paid leave with benefits is possible only at the request of the employee. Additional leave is also considered annual. Therefore, when compensating him with money, you must receive a statement.

If an organization decides to introduce rules on the replacement of vacation with monetary compensation in the internal documentation, then it can be brought to administrative responsibility. After all, the employee is given rest to recuperate.

If he cannot go into it because of the prescribed order, then we can note the deterioration of his position. For this, punishment is provided on the basis of Article 5.27 of the Administrative Code of the Russian Federation.

Does the employer have the right to cancel

In accordance with labor legislation, the employee is entitled to both the main and additional. Therefore, the cancellation of one of them at the initiative of the employer is excluded.

At the beginning of the year, a vacation schedule must be approved. On its basis, all employees go to rest in certain time... Changes to it are not made at the request of the management.

Possible only for production needs. But the manager must obtain written consent from the employee.

Thus, every employee whose position is included in the list in internal documents has the right to grant additional leave for irregular working hours. The institution cannot refuse to provide it or forcibly postpone the term, shorten the duration.

In accordance with the Labor Code in 2019, each overtime is compensated by additional days off. Both employers and employees who agree to work after hours must be aware of this condition. The rule is governed by the one hundred and first article of the Labor Code of the Russian Federation. An important aspect is that even if the employee has never done processing, but such an opportunity is spelled out in his contract, vacation is provided.

Irregular employment regime

It is permissible to establish a non-standardized schedule for all types of employment, regardless of professions, positions and other factors.

Key features such employment are:

• periodic, irregular involvement in work until late;
• processing by order of the management of the enterprise;
• availability of appropriate entries in the employment contract with the employee and the company's regulations.

• pregnant women;
• minors;
• undergoing internship from the university.

Written consent is required for a number of other populations. For example, for single parents, disabled people, guardians and caregivers.

If the labor agreement does not stipulate the possibility of an irregular regime, and the employer insists on this, then this is a violation of not only labor, but also administrative legislation.

According to the law, if the company has established the possibility of processing, that is, the working day or week is not regulated either in the statutory documents or in the labor agreements of employees, then all employees are given additional leave in the form of several days of rest.

Despite the fact that the law does not spell out the exact list of specialties that are permissible to be involved in this kind of work, the authorities oblige managers to draw up lists of people with such working conditions.

The approval of the participating employees takes place through the adoption of one of the following documents:

• collective agreement;
• internal regulatory document- order, decree or resolution.

Also, this information is recorded in each labor agreement concluded between the employer and the employee.

Irregular work hours are occasional attraction to work, that is, when it is necessary to perform a set of tasks that cannot be done within a standard period of work. It is unacceptable to be constantly involved in activities outside school hours, even if it is required by the enterprise.

According to the Labor Code, there is a difference between irregular and overtime work. According to the second concept, there is a limit of one hundred and twenty hours per year, as well as the need to obtain the written consent of the employee to hire. As for the provision of additional leave for irregular working hours and, in general, the work format itself, if this is prescribed in the agreement, then the employee is obliged to obey.

Additional days can be added to the next vacation, or taken separately. Also, the employee has the right to request them one at a time during the year and after it.

In accordance with a regulatory act of the Government, at the beginning of the 2000s, there is a list of specialties for which it is recommended to establish irregular working hours.

These include:

• persons related to management;
• personnel performing support functions;
• workers for whom it is impossible to establish restrictions on the working day;
• people who get paid for the work done, not for the shift.

The Ministry of Internal Affairs has established the following duration and time intervals for additional leave for positions:

• rank-and-file personnel - seven days;
• subdivision management - nine days;
• the highest command staff - ten days.

As for the other categories of citizens, the minimum period is three days, and the maximum limit is not specified in the law, that is, the employer has the right to independently appoint a period of additional rest for his employees.

In cases where, in accordance with the internal documents of the company and the labor agreement with the employee, it is permissible to engage in additional employment, then he has the right to count on several days of rest. The law specifies that the minimum amount of such extraordinary leave is three days, however, during internal materials the company is allowed to increase this period. This is decided by the management. Moreover, it is possible to provide different time intervals for different professions and specialties.

The rules for providing and determining the number of additional days of rest are as follows:

1. For difficult and harmful aspects of the activity - on the days actually worked in dangerous situations that cause potential harm to health.
2. Basic annual leave - according to hours worked (by months).
3. Overtime - in full, as prescribed in the documentation.

It does not matter whether the employee was involved in the work late in the evening or not. If, within the framework of his employment contract, such an option is specified, he has the right to demand from the company a few more days of rest. The duration of additional leave for irregular working hours is determined by the statutory documents of the enterprise.

As well another vacation it is permissible to provide three days of rest for work irregularity in advance. This requires the consent of the employer, even if there are compelling reasons other than work. Unlike unpaid leave, for example, for single mothers, the unused period does not expire after the billing period, that is, the employee can exercise his right after several years.

The procedure for providing is based on the filing of an application by the employees in the name of the head of the company, obtaining consent and issuing an order. All information is entered into the timesheet and the general vacation schedule.

Additional leave for an irregular working day of the Labor Code of the Russian Federation belongs to the category of paid rest, which means that it involves the payment of funds. The amount of vacation pay is determined by the level of the employee's salary.

1. Summarize the salary for the last twelve months.
2. Highlight the number of days that were not fully worked.
3. Determine the employee's average daily income.
4. Multiply the resulting figure by the number of days of rest.
5. Issue an order and enter information.

If a person worked for a company less than a year, then the only difference in the calculations is the adjustment of the average daily income based on the actual hours worked. The calculation of additional leave for irregular working hours is made by authorized representatives of the company.

Vacation pay is transferred to the employee on the day the order is issued on the provision of extraordinary paid leave, or transferred personally to the hands on the last day of work before the rest.

Cash compensation is often more attractive for workers than a few days of paid vacation. On the one hand, at the level of the authorities there is no direct prohibition on such an action, on the other hand, it is impossible to completely replace the day of vacation with finances.

The right to rest with irregular working hours for a person arises as a result of the fact that he is overworked after hours, and he needs time to recover strength and energy. That is, he has no right to refuse him a few days of rest. Along with this, the Labor Code of the Russian Federation clarifies that for vacation days that are provided in excess of the basic twenty-eight and are paid by the company, it is possible to provide monetary compensation in a declarative order. That is, this requires the initiative of the employee himself, and at his request, a corresponding order is issued by the authorized representatives of the company.

Potential consequences for the employer:

• failure to provide leave is administrative responsibility;
• entering into the company's internal documents information about the payment of compensation instead of days of rest - a sanction in the form of a fine.

When choosing monetary compensation in one year, a person has the right to take advantage of the rest days in the next. The right to choose arises in each billing period.

Special categories of employees

Employers and regulatory authorities often have conflicts over the provision of additional rest with a number of categories of employees.

These include:

1. Part-time workers, that is, those who have their main job in another company, and in the second they are employed no more than eighty-eight hours a month.
2. People performing duties on a rotational basis are employed for a certain time interval in a month.

For both categories, there is no provision for additional vacation days for irregular working hours. Since their very employment does not belong to the standard scheme, it is impossible to determine overtime. Their processing counts towards total number the time they devote to being busy.

It is important to distinguish between the concepts of combination and combination. In the first case, we are talking about an employee who works in several companies and in one of them - part-time. The second option is based on the fact that a person holds several positions in one firm, then he has the right to rest and to receive a cash payment.

In the event of disputable situations, it is advisable to appeal to third-party departments and, in particular, to the court. If the truth is on the side of the employer, then the employee will not be able to receive additional days and compensation.

The chance to provide at least three days of additional rest arises for employees who are legally recruited by the company to work after hours. Their names and titles are entered in a special internal company regulation. Regardless of the number of days on which the employee was involved in activities until late at night and the period of employment, due days rest are provided in a complete set. Provided for the payment of compensation instead of days off, additional vacation days for irregular working days.

All employees with irregular working hours can apply for additional leave. Read about how it is submitted and how many days it lasts.

Read in our article:

Who is granted additional leave for irregular working hours according to the Labor Code of the Russian Federation

Often in vacancies there are phrases: "the working day is irregular", "the schedule is irregular". In the understanding of an ordinary citizen, these formulations mean work without breaks and days off. But according to Labor Code, this has nothing to do with work "from dawn to dawn."

How to pay for overtime and work on holidays:

In accordance with Art. 101 of the Labor Code of the Russian Federation, according to an irregular schedule, a strictly limited part of the staff works and only occasionally. Article 119 of the Labor Code of the Russian Federation regulates the rules for granting additional leave.

First of all, let's look at when employees can and what is meant by the wording "sporadically". Such an employee may be asked to both stay in the evening, after the end of the main working hours, and to come early. But this does not mean at all that the leader can call a person to work at any time of the day or night and actually turn him into a slave.

The wording is “episodic” and is given in the code (119 of the Labor Code of the Russian Federation) in order to restrict the actions of the employer. Completion of the project, submission of reports, emergency situations - these are the cases when an irregular regime is justified. And the daily delays in the workplace are likely to raise a lot of questions from the GIT.

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The circle of employees for whom such a regime is possible is limited primarily by the internal regulations of the company. Full list posts with irregular schedule displayed in the collective agreement or other LNA of the organization. The use of this mode is also allowed for persons with incomplete working week(but not with).

In practice, as a rule, this regime is established primarily for the management staff of the enterprise, accountant, drivers, etc. The establishment of a schedule is possible both during employment and in the process of work.

Number of vacation days for irregularity

Article 119 of the Labor Code of the Russian Federation regulates vacation only at the lower limit of days. Whereas the upper limit is not limited. This minimum threshold is 3 calendar days.

Most often, employers stop at this, trying to save money. But there are also socially oriented companies that are trying to get additional benefits by providing additional preferences. the best specialists and create a stable professional team.

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Of course, an increase in the number of additional vacation days should not only meet the principles of rationality, but also meet the economic capabilities of the enterprise. After all, the company will have to fulfill its obligations. Subsequently, the manager will not be able to unilaterally rewrite the collective agreement in the direction of reducing the number of days.

Leave for irregular working hours: the procedure for granting

By general rule, all vacations are provided according to the vacation schedule, including additional ones. For federal government agencies the rules for providing such rest are described in the Decree of the Government of the Russian Federation of 11.12.2002 No. 884 "On approval of the Rules for granting annual additional paid leave to employees with irregular working hours."

According to the document, rest days are provided to an employee regardless of length of service. add up and as a result, the personnel officer gets the amount of days assigned to a particular employee for a working year.

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But this statement does not mean that all days are provided at once by a single period. It is possible to break the rest into parts, one of which should not be less than 14 calendar days. The rest of the days can be split in any order. The schedule should indicate which type of vacation refers to which period.

About the beginning of the rest period for the employee 2 weeks in advance. An order is issued in the form of T-6 (T-6a). For 3 calendar days, he is listed due and on the appointed day he may not appear at the workplace.

Is it possible to replace additional vacation days with compensation

Perhaps the main advantage of additional leave for irregular working hours is the ability to replace it in cash(Article 126 of the Labor Code of the Russian Federation).

Please note that only the part that exceeds 28 calendar days, the amount of the standard rest, can be paid.

This rule applies not only to extra days but also to everyone else. The exception is days only for work during harmful conditions and for pregnant women and minors. Not provided for them.

Compensation of a team member is paid in the usual way (at the cash desk or by transfer to a bank card). The calculation of the amount of compensation is made in a manner similar to the calculation of vacation pay.