After what time you can go on vacation at a new job
The first leave after employment is formalized at the request of the worker not immediately, but after the period established by the legislator. Read more about how much time an employee has the right to go on vacation, read our review.
After what time you can go on vacation at a new job
According to part 1 of Article 115 of the Labor Code of the Russian Federation, a working citizen is entitled to an annual vacation, the duration of which is 28 days when working in normal conditions. The order of taking vacation at the company is regulated by a special document called a vacation schedule.
The schedule should be signed by the management of the company at least 14 days prior to the start of the new year. According to Article 123 of the Russian Labor Code the schedule is mandatory both for the management and the employees.
The annual vacation time according to the schedule can be set for any period of the year taking into account the specifics of production processes. However if the citizen is newly employed then the exceptions defined in Article 122 of the Labor Code of the Russian Federation apply to him.
When is a vacation after employment? The right to rest appears only after 6 months. However, the length of employment, with which one may claim 28 days of leave, must be uninterrupted.
The inclusion of certain periods in the uninterrupted length of service is regulated by Article 121 of the Labour Code of the Russian Federation. The length of service includes:
- The time of actual work, weekends, and public holidays;
- the period of forced absence;
- Periods when the employee was on vacation without pay, but not more than 14 days per year.
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Is it possible not to comply with the rule to grant leave after 6 months of employment and go on vacation earlier?
The fact that the new employee has worked for six months means that, based on the requirements of part 2, article 122 of the RF Labor Code, he/she will automatically be entitled to 28 days of vacation. Therefore, the company management is obliged to comply with the employee’s request to take a vacation in case he/she submits an application to the personnel department.
IMPORTANT! Section 2 of Article 122 of the Labor Code allows, if the parties mutually agree to send a newly hired citizen on paid vacation and before the necessary six months. Leave may be taken at any suitable time.
It should not be forgotten that this opportunity for the worker will remain throughout the first year of employment with the company. But the annual leave for the second and each subsequent year is arranged on the basis of the vacation schedule, that is, in the general order.
In what time does the employee’s right to leave arise in the preferential order
Ч. Article 122 section 3 of the Russian Labour Code specifies a list of employees who must be granted their first full vacation before they have completed 6 months of work at their request.
- Citizens who have adopted one or more children who are less than 3 months old;
- employees under the age of 18;
- women before or immediately after maternity leave.
In addition, a number of employees due to their family situation must be granted leave at their convenience, and therefore the rule of compulsory six months of work will also not apply to them. Such employees include:
- A parent (other legal representative) who is raising a disabled child (Article 262.1 of the Russian Labor Code);
- parents raising three or more children under the age of 18. They have the right to leave at a convenient time until the youngest child reaches the age of 14 years (Article 262.2 of the Labor Code).
The answer to the question of the need to provide paternity leave for a father with many children in 2 months after employment is in the system ConsultantPlus. Get free trial access to system K+ and study the expert opinion for free.
Speaking of how long after which leave is due to the above categories of employees, it should be understood that the norms of the RF Labor Code do not establish any minimum limits. In practice, this means that an employee with such a benefit may apply to the employer’s management and apply for his first leave almost immediately after employment.
So, the RF Labor Code gives all employees who have worked for a new employer for 6 months the right to take leave at a convenient time during their first year of employment. At the same time, preferential categories of employees may take leave even earlier than the minimum required period.
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When you can request leave at a new job
When you start a new job, there are a lot of different questions that are really relevant, such as how to behave in the office, what to wear, and when you can take breaks. After all, they can mean the difference between a great reputation and a terrible one. One important consideration is the provision of vacation or days off, which are not provided at the beginning of the job.
Annual Leave of Absence.
Many people wonder exactly when they can qualify for scheduled annual leave. It depends on the organization you work for. Usually it is between three and six months from the day you start working at that location. But some companies have other rules that differ from those set by law. For example, at least one year of employment. This is due to the fact that management reserves the right to pre-plan. Each employee’s vacation time is determined at the beginning of the year, so rescheduling will be problematic.
Dependence on performance.
Your supervisor’s response about granting leave may depend on your productivity. If you are quick on your tasks, you can count on a positive response. Let’s say your boss expects to be able to let you go after three months, because once you come back to work, you’ll easily catch up. But if you have embarked on an industry you don’t know and need time to learn, it is unlikely that management will go as far as to grant you leave after a few months. It will be a matter of getting you trained as quickly as possible and getting you into direct duty as a qualified person.
This event usually leaves no one in management indifferent. If your wedding takes place after a few months of steady employment, there is a good chance that your boss will agree to give you a few days off. But, if it’s only a few weeks from the start of employment, you may be turned down. Especially if you are a student and are not qualified. In this case, you can count on a maximum of three days.
There are situations when people plan their vacations or long-distance trips in advance, often several months (or even about a year) in advance. If you have a paid ticket on hand, there is a better chance that your boss will meet you halfway. Again, this depends on how long you have been working and what status you are in (apprentice or professional). You may be asked to make a choice between traveling and working.
Illness of a relative
This situation is sudden (the circumstances of a relative’s serious long-term illness are tentatively decided before you start your new job), so you can only rely on the goodwill of your superiors. Here you can count on different options. You might even get a waiver, because not every boss agrees to have a subordinate on his staff who has problems from day one. It all depends on how you have proved yourself. If you have remained invisible to the boss, there is a huge chance that this fact will be perceived as your usual work style (someone is constantly sick, etc.), because the boss does not want to be deceived.
Relationships with colleagues
Relationships with coworkers are of great importance, in some cases it can be a deciding factor. If your company provides for interchangeability, then there is a great risk of getting rejected. Not everyone will want to do someone else’s work, especially instead of a new employee. To be sure of the support of your colleagues, you need to establish a good relationship with them and prove yourself on your best side (as a good professional), so that people can count on you if they need to replace them.
Before you ask for a scheduled leave of absence, try to analyze your workload. If you can handle all the pressing tasks before the holiday period even arrives, you’ll stand a good chance of getting vacation time when you need it. In theory, no boss would agree to let go of an employee who has unfinished tasks. After all, everyone understands that you either have to finish it for someone else, or put off the deadline until you get back from vacation. So try to start this conversation only when you can account for the work that has been fully completed.
If you feel low energy, irritability, apathy, lack of good mood or malaise, professional burnout may have occurred. In this case, plan one day (better if it is the day before or just after a legitimate weekend, so that you have more time to rest) and go with a request to your supervisor. Tell the whole truth, most likely the boss will meet you halfway, since this problem is especially pressing right now. And even if you are a new employee, this condition is also possible. You probably haven’t had time to take a break from your previous job.
Before you go on vacation, carefully analyze what will happen in your absence. You may be able to miss very important events or activities that will be significant to you. For example, downsizing, job assignments, reassignments, and other changes that can rob you of a positive change in your life or leave you without a job. Only after analyzing your positions should you go to management.