To begin with, let's figure out what is written in the law about the extension of leave in connection with sick leave, and what happens in practice.

As you know, annual paid leave is granted for a certain number of days. The schedule is formed in advance, taking into account not only the wishes of the employees, but also the production processes. Therefore, it is not allowed to randomly and spontaneously change the time of leaving or returning. But there are exceptions. For example, extending sick leave leave.

By virtue of Art. 124 of the Labor Code of the Russian Federation, the rest of the sick employee is extended or postponed by the employer for the number of days of illness. Although there is an exception: if the illness coincided with the holidays, then the rest will last for the number of days minus the holidays. To do this, the employee must provide a certificate of incapacity for work to confirm the fact of illness and to calculate the number of days by which the vacation will increase. The option is selected by agreement of both parties. It should be borne in mind that the employee himself must get sick, and not his child or relative.

In practice, sick leave on vacation (extension of vacation - 2019) is a common situation. More often than not, workers prefer to extend their rest days. Some even specially issue a certificate of incapacity for work, feigning illness in order to rest longer.

Registration and payment

Usually, a sick employee notifies the administration of the illness. A certificate of incapacity for work is provided to the employer upon its closure. According to Art. 59 of the Federal Law "On the Fundamentals of Health Protection of Citizens in the Russian Federation", the attending physician issues a leaflet up to 15 calendar days. But there are times when the extension of the sick leave is inevitable.

For example, if we are talking about a woman, then there is often a situation when it is necessary to extend the sick leave for pregnancy and childbirth. The standard "generic" lasts 140 calendar days. But with complicated childbirth, its duration increases.

Other cases are determined by a medical commission. In this case, a person may be sick for more than 15 days, being on outpatient treatment, but it may be necessary to extend the sick leave after a hospital stay.

With an increase in the duration of rest, payment for days of incapacity for work is made in accordance with the Federal Law-255 "On compulsory social insurance in case of temporary incapacity for work." The name of the payment is temporary disability benefit. Such a guarantee is provided for in Art. 183 of the Labor Code of the Russian Federation. Already received "vacation pay" remains with the employee, no recalculations or refunds are made.

What to do if the illness occurred when the person was on vacation with subsequent dismissal? The sick leave is paid, the continuation of the vacation period does not occur.

Sample application for extension of vacation

Transfer

Article 124 of the Labor Code of the Russian Federation clearly indicates the employer's right to postpone rest due to the employee's illness, including for the next year. But in order to shift to such a distant period, the administration must have arguments proving that it is impossible to provide rest days earlier, as this will negatively affect the normal course of work.

The normal course of work is certainly very vague wording. The employer may be overlaid with papers that will convincingly tell that it is without this employee that the production processes this year, if they do not stop, will be slowed down.

What kind of papers could it be? Work plans showing the enormous production volumes in the current period. The procurement schedule for which the employee is responsible. Only purchased equipment that can only be operated by one person. At the same time, the enterprise should not have persons who are able to replace an employee who wants to rest longer.

We will analyze how an employer can arrange sick leave on vacation, compensate for unused days and issue benefits.

Ksenia O. worked as a pharmacist in a pharmacy. Six months later, she took 2 weeks off, but got sick and went on sick leave. Ksenia called at work and reported her illness. A colleague answered the phone and said that she would give it to the director.

When, two months later, the girl went to work, it turned out that the management knew nothing about the illness and fired her for absenteeism. The employee she spoke to on the phone quit. The director refused to reinstate her, and Ksenia filed a lawsuit against the company.

The court sided with the employee. Confirmation of her innocence was a closed sick leave. The employer had to return Ksenia to work and pay temporary disability benefits.

How is it paid

According to the Labor Code, the employer insures his employees against illness in the Social Insurance Fund. To do this, he pays monthly contributions to the FSS for each employee. If an employee is sick, then for the days of illness he does not receive a salary, but a temporary disability benefit. To receive benefits, an employee needs to go to the clinic and open a sick leave.

For the first three days, the employer pays the temporary disability benefit, and from the fourth day the costs are covered by the FSS.

The amount of the allowance depends on the employee's insurance record.

An employee can use days unchecked due to illness for a year after illness.

How to get sick leave while on vacation

Step 1. Obtain a sick leave at the local polyclinic for a sick leave. Only on the basis of this document can the accounting department calculate compensation for unused vacation days and pay benefits. If there is no sick leave, then absence after vacation will be considered absenteeism.

Step 2. Report to work. The employee must notify the employer about the disease by any means. If an employee does not show up for work on time, management may regard this as absenteeism.

Step 3. Decide what to do with unused vacation days. By law, an employee can:

  • postpone vacation. Then the employee leaves on time, and will take the unused days later, at a convenient time for him;
  • extend vacation. In this case, the employee does not leave vacation, but continues to be on sick leave.

The main thing for the employee is to coordinate his choice with the employer so that he finds a replacement and draws up the documents.

Step 4. Provide a closed sick leave for payment to the accounting department. You can bring sick leave within 6 months, and receive benefits on the next day of advance payment or salary. Recalculation of vacation pay due to sick leave entails a lot of difficulties. If you are not sure that you will cope with this task on your own, consider outsourcing the company's financial issues to the specialists of the Glavbuh Assistant service. So you will save your time and financial costs for the payroll.

Step 5. Write an application for the extension or postponement of the vacation. The application is written in free form, but the data of the employee and employer, information on the certificate of incapacity for work and the date of illness must be indicated. It is advisable to immediately indicate what to do with non-holiday vacation days - to postpone or extend and enter the dates.

General Director of LLC "Argamak K"

V.V. Matrosov

from the seller-cashier E.M. Nikitenko

Vacation postponement application

Me, Elena Mikhailovna Nikitenko, was given another two-week paid vacation from September 16 to September 30, 2019. During my vacation, I was ill from 18 to 24 September. This is confirmed by the sick leave: No. XXX XXX XXX XXX dated 09/30/2019

I ask to transfer 7 (seven) calendar days to another period. Namely: from 07 to 13 October 2019.

Grounds: Sick leave certificate issued by the CDC of the Aviastroitelny district of Kazan No. XXX XXX XXX XXX dated 09/30/2019

EAT. Nikitenko

Step 6. Based on the application, the employer issues an order to change the vacation due to sick leave, draws up a temporary disability benefit and submits documents with the FSS.

When sick leave is not paid during vacation

Not in all cases can you reschedule or extend your vacation and receive benefits. Sick leave is not paid if:

  • Study leave;
  • Unpaid leave;
  • If there is a record of violation of the regime in the certificate of incapacity for work;
  • If an employee took sick leave while on vacation to care for family members, including a child;
  • During the period of dismissal of an employee;
  • If 6 months have passed after the illness, and the employee has not transferred the closed sick leave to the accounting department.

If the sick leave while on vacation fell on a holiday

Usually the vacation is extended for the number of days indicated on the sick leave. If an employee falls ill on a weekend, this day is also included in vacation days. However, if the sick days fall on public holidays, the vacation cannot be extended.

Cashier I. I. Muravyova took a vacation for 14 days: from 11 to 24 February 2019. From 20 to 26 February, she opened a sick leave. Although the employee was ill for seven days, the accounting department extended the vacation by 6 days. February 23 is a public holiday and does not include vacation days. If it was just a day off, the vacation would increase by 7 days.

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The procedure for extending leave in connection with sick leave has its own characteristics, and therefore raises many questions: is it necessary to issue an order to extend the vacation, is the vacation subject to be extended at its own expense, whether it is necessary to recalculate vacation pay. In the article we will tell you how to extend sick leave, we will analyze the main mistakes made by accountants and personnel officers when extending an employee's sick leave.

Sick leave on vacation: how to apply

Extension or postponement of vacation

What should an employer do if an employee gets sick while on vacation? First of all, one should act in accordance with the norms of the Labor Code (Article 124). According to this regulatory document, sick leave increases the period of rest for the period of illness. In other words, if the “vacationer” falls ill for 5 days, then the period of his vacation is increased by 5 days. TC provides for the following ways to extend the period of annual leave:

  1. If an employee falls ill during the vacation, but recovers at the end of it, then he can go to work, and take the rest of the vacation in another period.
  2. At the request of the employee, the vacation can be extended for the period of illness. That is, at the end of the rest, the employee does not go to the duty station, but takes days of illness.

Example # 1. Senior economist of JSC "Mechanizer" Stepanenko K.L. went on vacation 08/12/17. According to the statement, Stepanenko's vacation ends on 22.08.17.

  • 08/18/17 Stepanenko fell ill (sick leave 18-21.08.17, 4 days).
  • 08/22/17 Stepanenko went to work. Part of the unused vacation due to illness (4 days) Stepanenko postponed to September 2017, about which he issued a corresponding application.

Example No. 2. Turner of the 2nd category of JSC "StroyBaza" Pelikanov V.R. went on vacation for 12 days (03-14.04.17). Due to illness, Pelikanov issued a sick leave for 6 days (04-09.04.17). Pelikanov went to work not on 04/14/17 (the day the vacation ended), but 6 days later (04/20/17), since the vacation was extended due to sick leave.

Extending vacation due to illness

The employee has the right to extend the current vacation for days of illness, and not postpone it to another period. According to the norms of the Labor Code, this procedure is carried out automatically on the basis of a sick leave, without issuing an additional order. Read also the article: → "". Below is a step-by-step guide to extending sick leave:

  1. Employer notification of illness. Let's imagine that an employee is on vacation, issued on the basis of an application and an order. During the rest, the employee fell ill, went to the medical service and opened a sick leave. He is obliged to notify you as an employer about his illness. He can do this by phone or email. Also, the employee informs about the desire to extend the vacation (and not transfer it to another period).
  2. Providing an employee with a sick leave. After the closure of the hospital, the employee gives you a document (sheet of temporary incapacity for work), which indicates the dates of the illness. An employee can provide a sick leave immediately upon its closure or submit a document upon leaving for work. If the employee has recovered (that is, the sick leave is closed), but his vacation continues, then he can provide an electronic version of the sick leave (scanned copy) or report the period of illness by phone. In any case, when leaving for work, he is obliged to provide the original document.
  3. Employee exit to work. An employee who was sick on vacation leaves for work after the end of the vacation. The period of his rest is extended by the number of days of illness. If the employee has expressed a desire to extend the vacation (and not postpone it), then neither the employee nor you as an employer need to draw up additional documents. The Labor Code states: the extension of rest due to illness occurs automatically; the employee can notify his desire to increase the days of vacation both in writing and orally. That is, there is no direct requirement in the regulatory document to issue an application for an extension. As for the renewal order, it is also not necessary to issue it.
  4. Correction of timesheet and vacation schedule. Based on the certificate of incapacity for work, you must correct the data in the report card. The period in which the employee was sick, mark with the designation "B" (instead of "OD" or "OT"). Additional days of rest arising from the extension, mark the holidays ("OD" / "OT"). Also make changes to your vacation schedule. Increase the number of days of rest for the employee by the days of illness, in the column "Ground for changes" indicate the number and date of the sick leave.

How to recalculate sick leave pay

One of the most common questions among accountants calculating vacation pay is whether it is necessary to recalculate vacation pay in connection with its extension due to illness. The unequivocal answer is no, it is not necessary. If an employee falls ill on vacation, and therefore decided to extend the days of rest, then he is entitled to the following payments:

  1. Vacation. Upon the issuance of a vacation order, you are obliged to pay the employee vacation pay, calculated based on his average earnings and the number of days of rest
  2. Payment due to temporary incapacity for work. On the basis of the sick leave provided by the employee, you make payments, taking into account the employee's length of service. Read also the article: → "".
  3. Salary. At the end of the month, you need to pay the employee wages for the days actually worked, minus days of illness and vacation.

In this case, the calculation of vacation and hospital payments is not related to each other. At the initial registration of leave, you pay the employee vacation pay, upon the provision of a certificate of incapacity for work, pay sick leave.

There is no need to recalculate vacation pay: the employee's vacation has been extended, that is, in fact, the employee spent all the days of vacation.

Example No. 3. According to the collective agreement of JSC "Progress", the adjuster of shop No. 5 Semenov K.V. an annual leave of 32 days is laid (28 days of the main vacation + 4 days additionally for harmful working conditions). In the vacation schedule for 2017, Semenov planned vacation in parts:

  • from 6 to 19 February 2017 - 14 days;
  • from 10 to 18 August 2017 - 8 days;
  • from 4 to 13 December 2017 - 10 days.

Semenov used the first part of his vacation (February 2017) in full. During vacation in August 2017, Semenov fell ill and received a sick leave (14-17.08.17, 4 days). Semenov reported the fact of registration of the sick leave to the personnel department of JSC "Progress" by phone. Also over the phone, Semenov announced that he wanted to extend the vacation due to the days of illness.

Semenov went to work on 08/22/17 (4 days later than the end of the vacation). To the personnel department, Semenov provided the original certificate of incapacity for work, on the basis of which he was paid sick leave. The recalculation of the amount of vacation pay paid to Semenov earlier was not made.

Semenov's report card for August 2017 reflects the following:

  • working days from 1 to 9 August 2017 - "I";
  • calendar days from 10 to 13 August 2017 - "FROM";
  • calendar days from 14 to 17 August 2017 - "B";
  • calendar days from 18 to 21 August 2017 - "FROM".

Based on the sick leave, in the vacation schedule for 2017, changes were made to Semyonov's vacation for August 2017. The first (February 2017) and third (December 2017) parts of Semyonov’s vacation were reflected in the schedule without changes.

Basic calculation errors

According to the legislation, only annual and additional paid leave is subject to extension due to illness. Personnel officers and accountants who are little familiar with the provisions of the Labor Code often make mistakes when extending sick leave. Below we will consider the main of these errors.

Mistake # 1. Vacation sickness at your own expense

An employee of OA Fakel Stepantsova took a vacation at her own expense for the period from 13 to 20 March 2017 (8 days). On March 13, Stepantsova fell ill. The sick leave is open on March 13 and closed on March 17 (5 days of illness). The leave at her own expense Stepantsova was extended due to sick leave for 8 days, the employee went to work on 03/27/17

The management of Fakel JSC did not have the right to extend the vacation of Stepentsova, as this contradicts the norms of the Labor Code. Since Stepantsova took leave without pay, and her illness fell on the vacation period, the period of her rest in this case is not extended, and the sick leave is not paid. Corrections in the report card in this case do not need to be done: the entire rest period of Stepantsova (including the days of illness should be marked with "OD".

Mistake # 2. Taking care of a sick relative while on vacation

An employee of LLC "Vena" Kivalova issued a part of the annual leave (11-26.09.17, 16 days). 09/25/17 Kivalova opened a hospital for childcare, the hospital was closed 09/27/17 (3 days of illness). On the basis of the sick leave, Kivalova's vacation was extended by 3 days, the employee went to work on 09/30/17. Kivalova's vacation pay was not recalculated, the sick leave was paid in full (for 3 days).

In this case, there is a common mistake associated with the transfer of sick leave of relatives. According to the law, sick leave for caring for relatives does not extend the period of annual leave. That is, Kivalova had to go to work no later than the end of the sick leave (09/27/17). As for the payments, a mistake was also made when calculating them. Kivalova's sick leave was to be paid only for those days that do not fall on vacation days, that is, for 1 day (09/27/17).

Mistake number 3. Sick leave on maternity leave

Employee of JSC "Makhaon" Terenteva V.D. is on unpaid parental leave to care for a child under 1.5 years of age. In March 2017, Terentyeva issued a sick leave for 5 days and provided it to the personnel department of Makhaon. Sick leave Terentyeva was not paid, but she was credited with additional days of paid leave.

According to the Labor Code, sick leave is not paid during maternity leave, and sick days do not extend annual leave. This rule applies both to cases of illness of an employee on maternity leave and cases of caring for a child during illness. In this situation, Terentyeva could not apply for a sick leave and did not submit it to the place of work.

Heading "Question - Answer"

Question number 1. An employee of LLC Snegovik, Kruglov, issued a vacation at his own expense for 3 days (16-18.01.17). 01/17/17 Kruglov fell ill. The hospital is open on 01/17/17 and closed on 01/19/17 (3 days). Can Kruglov expect to extend sick leave?

Since Kruglov fell ill during the vacation at his own expense, the days of rest will not be compensated to him. Kruglov must go to work on 01/19/17 (later than the end of the vacation, but not later than the end of the sick leave). On the basis of the certificate of incapacity for work, "Snowman" is obliged to pay Kruglov sick leave for 1 day (01/19/17), which does not fall on the vacation period. Sick leave costs must be reflected against the company's profits.

Question number 2. In October 2017, S.P. Martynov, an employee of Capital LLC. issued a part of the annual leave (16-18.10.17, 3 days). On the first day of vacation Martynov fell ill, the duration of the illness was 3 days (16-18.10.17). Due to illness, Martynov decided to extend his vacation and went to work on 10/23/17. Martynov submitted a sick leave to the personnel department of Capital, and Martynov also filed an application for an extension of leave due to illness. Is an application necessary in this case?

There is no direct requirement in the Labor Code regarding the compulsory drawing up of an application when extending vacation due to illness. However, if the organization (Capital LLC) considers it necessary to draw up an application in such cases, then it has the right to consolidate this requirement in internal regulatory documents (for example, in the Regulation on Vacations). Drawing up an application in this case does not contradict the law.

The employee went on another leave for 56 days and, after walking for 10 days, brought a sick leave for pregnancy and childbirth. What about the remaining 46 days of vacation?

Annual paid vacation can be extended or postponed for another period, taking into account the wishes of the employee (Art. Labor Code of the Russian Federation). It is best to postpone your annual paid vacation by issuing two documents:

  • an employee's statement to postpone the remainder of the vacation (in this situation, 46 days) to another period;
  • an order of the employer in any form on the transfer of the remainder of the vacation.

The period for which the vacation is postponed can be specified specifically: to name the dates or to indicate that the vacation will begin after the end of the maternity leave. And we can say that the dates will be indicated in an additional statement. With the order to postpone the vacation, the employee must be familiarized with receipt within three days from the date of execution of the order.

Additionally, you will have to enter information on the employee's personal card in the T-2 form and in the vacation schedule. In the personal card, you need to change the end date of the vacation (justify it with an order to postpone the vacation). And in the vacation schedule, adjust the number of vacation days used and in the notes indicate the number and date of the order and the number of transferred days.

Vacation and sick leave care

An employee on vacation opened a sick leave to care for a disabled child. Is the vacation extended?

Annual paid leave is extended or postponed if the employee himself leaves for sick leave (part 1 of article of the Labor Code of the Russian Federation). The Code does not say that the vacation can be postponed due to illness of other family members, in particular children.

Rostrud himself adheres to this position. So, in a Letter from the department's specialists, they note that a child's illness cannot serve as an automatic basis for extending the leave - despite the fact that the employee has a sick leave.

Sick leave and vacation pay

According to the schedule, the employee was supposed to go on vacation in June, but went on sick leave. On sick leave, she wrote a statement to postpone the leave to a specific date, suggesting that she would have time to close the certificate of incapacity for work. How to be on vacation? On the one hand, they must be listed 3 days before the start of the vacation. On the other hand, the sick leave can be extended.

The employer will have to postpone the employee's vacation if during the vacation he was on sick leave and wrote an application for the postponement (part 1 of the Labor Code of the Russian Federation). For how long to postpone the vacation, the employer decides for himself, but taking into account the wishes of the employee.

If, at the same time, the vacation period has already been paid, then it is impossible to withhold the amount of vacation pay from the employee's salary: this situation does not apply to cases of possible withholding (Article of the Labor Code of the Russian Federation). How to act in such a situation is not specified in the regulatory documents. One of the possible options is to ask the employee to write an application for offsetting vacation pay against salary. It may say:

"In connection with the postponement of a vacation of __ days from" ___ "___________ 2019 to another period, I ask you to set off the amount of vacation pay paid to me in the amount of _________ rubles against the salary for the ___________ month of 2019".

Issue an order based on this statement. Then the paid amount of vacation pay can be offset against the salary for the corresponding month.

Cancellation of vacation pay

The employee did not report that during the vacation he was on sick leave. He brought the vacation pay listed to him to the cashier of the organization. Please tell me the wiring.

Apparently, vacation pay was accrued and paid on the basis of the vacation order. If the employee falls ill on the eve of the vacation, then this order should be canceled by another - to cancel the vacation due to illness.

Based on this order and the certificate of incapacity for work, in settlements with the employee, reflect the reversal entries for vacation amounts and accrual of disability benefits. In the postings, it will look like this:

Dt 96 "Reserve for vacation pay"
CT 70, 69

Upon receiving a disability during the period of legal leave, which is paid from social insurance, each officially employed employee has the right to issue a sick leave.

If it so happened that an illness or a traumatic situation falls on the days of rest, then when drawing up a disability certificate, the employee can count on compensation according to the document drawn up in the medical institution, but also change the duration of the time off spent on treatment.

The legislative framework

Federal law guarantees twenty-eight days of paid time off for each officially employed employee. In addition, workers of certain professions can arrange an additional day off, paid from budget funds.

All questions regarding the provision of well-deserved vacation pay and their extension due to sick leave, which is regulated by the Labor Code of the Russian Federation.

An employee with temporary disability received during the vacation is entitled to certain benefits. Each employee can fully inform his management about his state of health and receive an opinion from a medical institution, confirming his words.

In this case, sick leave is paid, and the time frame for legal leave is changed.

The legislative document governing these issues is Labor Code of the Russian Federation from.

If an employee wants to carry out the transfer of time off, then the company's accountants undertake to recalculate the vacation pay for the remaining days.

It is important that the sick leave can be extended only if it is issued directly to an employee of the company.


 It is not possible to change the days off due to caring for a sick relative.

How is the period of incapacity for work on vacation paid?

State legislation has not developed a specific time frame nominated for sick leave, which coincided with vacation. However, it is prescribed that the duration of outpatient treatment cannot be more than fifteen days.

If the employee did not manage to recover within the specified period, then the medical commission can rightfully increase the period of disability.

This question clearly defines Order of the Ministry of Health and Social Development of Russia

No normative documents establish a deadline that limits a citizen's illness.

This allows an employee who falls ill while on vacation not to go to work until the sick leave is closed. In this case, sick leave payment is made in full, according to the standard accrual scheme.

The amount of compensation may be affected by:

  • The employee's average daily income for the previous two calendar years;
  • General work experience;
  • The duration of the sick leave.

 It is important to understand that reimbursement of funds on the sheet of temporary disability is carried out only if the sick employee adhered to all the doctor's recommendations and did not violate the course of treatment.

How to extend or reschedule a vacation?

According to the current legislation, it is allowed to postpone the annual paid leave. The date on which the rest will be rescheduled is determined by the employer, taking into account the wishes of the employee himself. In addition, the well-deserved rest can be legally extended.

It is important to understand that an employer cannot make a decision on his own without knowing the opinion of a sick employee.

The employer's algorithms are shown in the table below.

Extension of legal rest

This procedure does not require any statements from the employee to be written. However, the employee undertakes to notify the employer orally.

Some companies provide for writing an application to extend the vacation. This norm is established exclusively in the regulatory documents of individual enterprises.

The employee does not undertake to write an application, since this action is carried out on the basis of a closed sick leave, which is transferred to the accounting department. Personnel officers send a request to the Social Insurance Fund for compensation payments.

The employer will need to fill out their part of the sick leave and transfer it to the FSS. After that, the working time schedule is corrected. This completes the procedure.


 The legislation does not provide for the issuance of any orders from the management, but they can be established by the company's regulations.

Example

Fedun I.I. went on a legal paid vacation from 03/15/2018 to 04/12/2018. After that, he fell ill on the twenty-fifth of March, having issued a sick leave. The duration of the certificate of incapacity for work expired on the 4th of April.

Making simple calculations, it can be determined that Fedun I.I. must return to work duties not on the twelfth of April, but on the twenty-second.

The extension of the leave is carried out for ten days during which the sick leave was valid.

Rest transfer

This opportunity is provided solely on the basis of a written statement from the employee. In addition, the employer issues an order that says that the accounting department will recalculate for previously paid funds and the sick leave is calculated.

The transfer application is filled out by the employee after leaving the sick leave. The dates for which the legal rest is postponed are negotiated by both parties and are set after reaching a general agreement.

The issued order is transferred to the accounting department, along with the sick leave and the written statement of the employee.

The chief accountant transfers the documents to the Social Insurance Fund for calculating disability benefits, and the accountant will have to legally calculate vacation pay.

According to current legislation, if an employee was on sick leave before paid leave, then he must be postponed to other dates. In such a situation, the employer undertakes to change the vacation schedule and recalculate payments.


 Any changes in the dates of the granted leave for employees are made by mutual agreement of both parties.

When can't you extend or reschedule your vacation?

According to the laws of the Russian Federation, if an employee falls ill during a well-deserved rest, then payments are not always provided.

There are two exceptions to the rule:

  • It is not possible to extend vacation days when taking sick leave due to caring for close relatives. A mandatory criterion is the issuance of a certificate of incapacity for the employee personally. In case of an unauthorized extension of the rest, arguing this by caring for a child, or another relative, such an action can rightfully be regarded as absenteeism. In such a case, the employer can apply disciplinary sanctions in accordance with the rules established in the company's regulations;
  • Rest is followed by dismissal, the date of which falls on the first day of work after the end of the vacation... If the employee wishes, you can submit an application with a request that non-part-time vacations are provided later with subsequent dismissal (part 2, article No. 127 of the Labor Code of the Russian Federation).
    In this case, the end of the employment relationship is the last day of rest. The accrual of funds for vacation pay should be made before the moment of his release on vacation. In addition, all the documentation required for the dismissal of an employee must be completed. The leave is not extended as the employment relationship between both parties ends.

 An unauthorized extension of the rest, arguing this by caring for a child or other relative, will be regarded as absenteeism.

What documents are required?

Since the main document issued for a postponed or extended vacation is the employee's statement, and it must contain all the necessary information.

The employee must enter the following data:

  • Vacation dates according to the schedule;
  • Sick leave number, as a fundamental document for changing the time frame of leave;
  • The total number of days carried over to another time;
  • Employee signature and paper submission date.

An example of a completed transfer application can be seen in the picture below.

After accepting the document, the employer undertakes to issue an order that must contain the following information:

  • On what grounds is the transfer of vacation provided;
  • The calendar day to which the employee's rest is transferred;
  • Directions of action for accountants and personnel officers.

A sample order is shown in the picture below:

Example

Ivanov I.I. fell ill while on paid vacation and received a sick leave for ten days.

Initially, the average profit per day is calculated. To do this, the total earnings for the last two years are divided by the number of days. Ivanov I.I. received over the past two years in the amount of 1,050,000 rubles.

Therefore, his average daily earnings are:

This figure is the average income for one day.

According to the work book, the total work experience is 10 years and 5 months, which means that sick leave is paid in 100%.

This is the amount paid to Ivanov I.I. from the Social Insurance Fund for the days of his disability.

Conclusion

Citizens who have been overtaken by illness, or a traumatic situation during the vacation period, do not need to worry about the days of precious paid rest. State legislation provides for the possibility of transferring or extending vacation days.

To carry out such processes, the employee will need to contact his direct employer.

All questions regarding the change of dates of rest are agreed exclusively by mutual agreement of both parties.