Compensation for unused vacation in 2018: calculation procedure

The content of the article

• What is vacation compensation?
• Eligibility for Payments
• Compensation for unused vacation without dismissal in 2018
• What vacation can be replaced with monetary compensation
• Who is eligible to receive
• Calculation Procedure
• Compensation for unused leave upon dismissal in 2018
• How to calculate the number of days
• Holidays
• Vacation calculation formula
• How to get compensation

The article of the Labor Code of the Russian Federation No. 122 legally enshrines the right of each employee to an annual vacation of 28 days. Calculation of rest time is made in calendar days with the inclusion of weekends. The festive and equivalent period falling on vacation is summed up with the main one, but not paid. By mutual agreement of the employee and the employer, the vacation is divided into several parts, one of which should not be less than 14 calendar days. Payment of money instead of the main period is not provided, compensation is appointed only in cases specified by law.

What is vacation compensation?

The Labor Code fixes the right of workers to basic 28-day rest, which the employer must pay. For some workers, the duration of rest is increased, which is justified by harmful working conditions. In a situation where extra days are not used due to workload or for other reasons, the worker has the right to monetary compensation. The law of the Russian Federation does not allow financial payments for the unused period of the main vacation. TK violation is fined.

Upon leaving, the employee or part-time worker is entitled to full or partial compensation for unused vacation. The amount of payment depends on the length of work from the date of receipt or elapsed time from the previous vacation. Compensation of vacation pay in the amount of payments for the annual period is accrued upon reaching the 11-month period of work. Partial compensation payments are calculated based on the remaining unused period and the employee’s income.

Under the law, any income of citizens is taxed. With vacation money transferred to the state of personal income tax, which is regulated by the law on taxation. Compensation for vacations is also income, then the rate of tax deductions applies to these payments. You can calculate yourself how much will be deducted from compensation payments, using the calculator on specialized sites.

A citizen has the right to write an application for compensation for unused additional rest, which is provided for more than 28 days. But the employer may refuse without explanation, while the obligation to provide rest remains. Under no circumstances is it allowed to replace additional days with financial payments to the following categories of employees:

• those employed in production with harmful and dangerous working conditions;
• pregnant women;
• workers who have not reached the age of 18.

Eligibility for Payments

Upon dismissal of an employee, the right to compensation payments shall come from the moment the order on the organization comes into force. A worker can take advantage of the Labor Code and write a statement on the provision of basic and additional rest, if the dismissal does not occur on the basis of guilty actions. Then compensation is not paid, and the date of dismissal is the day the employee leaves the vacation. If an employee has “accumulated” unused rest time, compensation for leave upon dismissal is calculated for the entire summed period.

Some categories of citizens have extra weekends, which can be offset by financial payments. The part exceeding the 28-day period is provided to workers with irregular working hours and special working conditions. This number of days of additional rest is fixed in the collective labor contract. Compensation is calculated on the basis of the situation on ordinary holiday pay. If an employee decides to exercise his right, and the application is signed by the head, then the calculation of money will occur in the next payroll.

Compensation for unused vacation without dismissal in 2018

The employer is responsible for non-compliance with the agreed schedule. In some cases, when the presence of an employee at the workplace is required due to production needs, vacation time is shifted, but only with the written consent of the employee. For minors, the transfer of rest days to the next year is not allowed. Compensation in monetary terms for basic rest is prohibited at the legislative level if it is made without the dismissal of a citizen. There are no advance payments for unused vacation.

There are frequent cases when the employee did not rest the prescribed period in the current year, and vacation accumulation occurred. But for compensation for unused vacation in 2018, administrative fines are shown in cash. If the payment is made and this is confirmed by a document, enterprises or officials are responsible:

• in the event of a primary violation, a fine for officials and entrepreneurs ranges from 1,000 to 5,000 rubles, for organizations from 30,000 to 50,000 rubles;
• in case of repeated violation, the amount of the fine increases for individual entrepreneurs and officials from 10 thousand to 20 thousand rubles (with the possible disqualification of officials) and for organizations from 50 thousand to 70 thousand rubles.

What vacation can be replaced with monetary compensation

There is a general principle for employers – compensation of days off with a cash payment is allowed only upon dismissal of an employee. For those employees who continue to work, reimbursement of rest days with money is only possible in part if the worker has the right to an additional or extended period. Compensation for unused vacation in 2018 in an increased part of it upon the application of the employee is charged to teachers, people with disabilities, doctors and athletes, citizens employed in hazardous work and (or) on harmful working conditions.

The employer has the right to refuse to compensate vacation time to pregnant women, underage employees and workers engaged in hazardous work, as these categories of citizens are prohibited by law from paying legal rest money. Minimum additional rest (special working conditions) is 7 days. If an employee is given an additional vacation period, for example, a 12-day period, then he has the right to receive cash payments for 5.

Who is eligible to receive

The annual paid vacation consists of two parts – the main one, lasting 28 days and an additional one, the feature of which is determined by the working conditions of the employee and at the legislative level. Categories of citizens entitled to additional vacation time can receive a monetary refund for unused vacation in 2018, if the ban is not indicated in the Labor Code of the Russian Federation. The list of categories of workers whose vacation time is more than 28 days and who are entitled to a monetary compensation of vacation pay in excess of the established norm:

• workers employed in work with harmful and (or) dangerous working conditions (Article 117 of the Labor Code of the Russian Federation);
• workers with a special nature of work (Article 118 of the Labor Code of the Russian Federation);
• workers with irregular working hours (Article 119 of the Labor Code of the Russian Federation);
• workers employed in the Far North (seniority) and equivalent areas (Article 321 of the Labor Code of the Russian Federation);
• teachers (Article 334 of the Labor Code of the Russian Federation);
• athletes and coaches (Article 348.10 of the Labor Code of the Russian Federation);
• medical workers (Article 350 of the Labor Code of the Russian Federation).

Calculation Procedure

The law allows to replace with monetary compensation only a part that exceeds a 28-day period. Payments are made based on the application of the employee, and the accountant calculates the payment for the accumulated period. For example, an employee did not exercise the right to leave for two years (there was a transfer), together with an additional weekend, the company must provide 64 days, minus 56 which are the main period, compensation is possible for 8. The rest is issued by leave.

There are situations when a worker used all days of the main vacation every year, and additional days off accumulated over several years. Then the issue of compensation money is based on the total number of all days for the entire period of the employee in this organization. Compensation for unused vacation time in 2018 is not the obligation of the employer if the employee is not dismissed, but the right. Based on article 126 of the Labor Code of the Russian Federation, management may refuse to provide employees with leave and payment.

Compensation for unused leave upon dismissal in 2018

An employee of the company worked from the time of employment for less than 11 months and decided to quit, the company was liquidated or the contract expired. In addition to the salary due, the finance department calculates compensation for unused leave upon dismissal. Employee earnings are taken into account; salary and bonus are summed. To determine the payment, apply the formula:

(S / 29.3) / 12 * Kn, where,

S – income of the worker for the calendar year preceding the dismissal;

Kn – all set days for the period (determined by formula 2.33 multiplied by N (fully worked months)).

Compensation for unused vacation in 2018 can be calculated independently using the above formula. You know that over the past year 5 months and 4 days worked, the salary amounted to 300 thousand rubles. We enter data instead of the letter designations and get: (300000 / 29.3) / 12 * 12 = 10238 rubles. To receive compensation payments in full in the amount of annual payments, it is necessary to work at the enterprise 11 months from the date (date) of receipt. The formula applies: (S / 29.3) / 12 * K, where K are the days laid out for the year of vacation.

How to calculate the number of days

To determine how many days the employee is entitled to, what amount should be accrued, it is necessary to summarize the periods for which rest is not provided. There are few such periods, and with proper paperwork, it is not difficult to calculate the number of days deducted from the total duration of the employee’s work at the enterprise. The periods do not go into the experience:

• Absence of a worker at work without a good reason (absenteeism), including if the employee did not submit an application on time or was removed from work by management.
• Maternity leave, but maternity leave (maternity leave) forms the right to leave.
• Holidays “at your own expense”, that is, without salary, but only if their duration for the year exceeds 14 days.

Holidays

The mandatory vacation period under article of the Labor Code of the Russian Federation 115 – 28 calendar days (base). Based on the situation, the worker must provide rest for the actually worked period and for this calculation is made. An exception is the periods of confirmed absence from the workplace, which is entered in the journal of working hours. The employer does not have the right at his own discretion to exclude any days from the vacation record and is guided only by the article of the law. Time that goes into the billing period:

• Direct performance of labor duties under a contract, job or work instruction.
• Continuing education courses in the direction of the employer.
• Study leaves for the duration of the session or upon admission to the educational institution, confirmed by the certificate of the institution.
• Business trips that must coincide with the confirmation of the period of absence from work.
• Temporary disability (sick leave). The employer has the right to verify the authenticity of the document by contacting a medical institution with an official letter.
• State service (service), involvement in military training.
• Forced downtime due to the fault of the employer.
• Leave without pay if it is equal to or less than 14 days of the billing period.

From practice, if an employee was dismissed from the enterprise and the court was able to prove the illegality of the employer’s actions, then the period of involuntary unemployment is also included in the vacation record. The law provides for additional rest for special working conditions, which is explained in the articles of the Labor Code of the Russian Federation 116-119. This benefit applies to the following categories of workers and is enshrined in the provision of a collective labor contract:

• Employed in a production or other workplace with a special nature of work (determined by the Government of the Russian Federation).
• Personnel working in harmful and (or) hazardous working conditions (changes are determined by industry rules and laws).
• With irregular working hours.

Vacation calculation formula

In order to pay for all or part time rest, it is necessary to calculate the average daily earnings of the worker. The salary for the position and bonus payments, regardless of their nature, are taken into account. Some enterprises introduced payments related to social support measures, which cannot be included in average daily earnings. These are: payment for travel to the place of work; material aid; payment for meals, renting an apartment, training. To calculate the average daily earnings, the formula is used:

Average daily earnings = ZPf. / 12 months / 29.3

Where,

– coefficient 29.3 – the average number of calendar days of the month;

– Zpf. – the amount of wages accrued for the calculation period.

How to get compensation

In order to compensate for unused basic leave in 2018, it is required to submit a signed application form to management. The calculation of vacation pay is based on the actual hours worked. You will not be able to receive compensation for the next main period, and the decision to provide financial compensation for an additional period of rest is taken only on the basis of the good will of the leader. But there is a chance not to rest and get money – this is the dismissal or termination of the contract and one-day employment.