Russian Federation Leave Laws and Holidays

Parental leave can be taken until the child reaches the age of three. This leave is typically unpaid after the maternity/paternity paid leave period ends.

Employees are expected to give at least two weeks' notice before commencing parental leave, although longer notice periods can be beneficial for planning purposes.

While parental leave is a right, the exact timing and duration need to be coordinated with and approved by the employer.

The quota for parental leave is fixed at up to the child's third birthday, with no extensions beyond this period.

Parental leave does not accrue; it is a one-time entitlement per child until the child reaches the age of three.

Parental leave must be used before the child turns three and cannot be carried over beyond this age.

There is no payout for unused parental leave upon termination, as this leave is linked to the age of the child rather than the employment term.

Parental leave does not involve any end-of-year payout considerations.

While on parental leave, employees are protected under the law to return to their job or an equivalent position with the same salary and employment terms.

Maternity leave in Russia is typically 140 days in total, divided into 70 days before the expected birth date and 70 days after. In cases of complications or multiple births, the leave period is extended.

Pregnant employees are encouraged to notify their employer of their pregnancy and expected leave as soon as possible to facilitate workplace planning.

Maternity leave is a statutory right and does not require approval, though a medical certificate stating the pregnancy and the expected date of birth is necessary.

Additional maternity leave is granted in the case of birth complications or multiple births, extending beyond the standard 140 days.

Maternity leave does not accrue over time but is available per pregnancy.

There is no carry over for maternity leave as it is specific to each pregnancy and its related conditions.

Maternity leave benefits are provided during the leave period and do not require a payout on termination, as they are specific to the period of pregnancy and childbirth.

There is no end-of-year payout for maternity leave as it does not accumulate or roll over annually.

Employees on maternity leave are protected from dismissal, except in cases of complete company closure. This protection extends for the duration of the leave.

Employees are entitled to up to 15 calendar days of paid leave per year for professional education or training.

Employees should request study leave at least one month in advance to allow employers to arrange coverage during their absence.

Approval from the employer is required for taking study leave. The employer may consider business needs when approving the leave.

Additional study leave can be negotiated with the employer based on specific educational needs and company policies.

Study leave entitlement resets annually and does not accrue from year to year.

Study leave typically cannot be carried over to the next year; it must be used within the calendar year it is granted.

Unused study leave is not paid out upon termination as it is intended for professional development while employed.

There is no end-of-year payout for unused study leave.

Employees must provide proof of enrollment in a relevant educational course or program to qualify for study leave.

Sick leave is compensated at 60\\\% to 100\\\% of the salary, depending on the length of the employment and cause of sickness. The first three days are often paid by the employer, and subsequent days by social security.

Employees are required to inform their employer about their sickness and provide a medical certificate as soon as possible.

Sick leave does not require employer approval, but it does require a medical certificate as proof of illness.

Sick leave does not have an additional quota; it is granted as needed and substantiated by medical documentation.

Sick leave does not accrue and is granted based on actual health conditions as certified by medical professionals.

Sick leave does not carry over as it is event-based and specific to individual instances of illness or injury.

There is no payout for unused sick leave upon termination, as it is only applicable during the employment in the context of an actual health-related absence.

Unused sick leave does not get paid out at the end of the year as it does not accumulate.

The amount of compensation during sick leave can vary based on the employee's tenure and the nature of the illness.

The duration of unpaid leave is not fixed by law and can be agreed upon between the employer and the employee based on the circumstances.

The required notice period for unpaid leave can vary greatly depending on the employer's policies and the terms of employment contracts.

Unpaid leave requires approval from the employer. The decision may depend on business needs and the personal circumstances of the employee.

Additional unpaid leave can often be negotiated depending on individual circumstances and employer policies.

Unpaid leave does not accrue as it is not a statutory entitlement but rather a matter of agreement between employer and employee.

There are no carry over rules for unpaid leave as it does not accrue and is based on specific agreements.

There is no payout for unused unpaid leave upon termination as it does not accrue.

Unused unpaid leave does not qualify for end-of-year payout as it is not part of the statutory leave entitlements.

The terms and conditions of unpaid leave are largely subject to negotiation and may vary significantly from one case to another.

Employees in Russia are entitled to a minimum of 28 calendar days of paid annual leave per year.

Employees should notify their employer at least two weeks before the intended start of their annual leave, unless otherwise agreed.

Annual leave needs to be approved by the employer, though it is generally granted according to the work schedule and planning.

Additional leave may be granted to employees working in hazardous conditions or in certain geographical locations.

Annual leave accrues monthly from the first day of employment but is typically available after six months of continuous service.

Carry over of unused leave is possible, but must typically be used within 18 months.

Upon termination, employees are entitled to a payout for accrued but unused leave.

There is generally no end-of-year payout for unused annual leave; it is instead carried over or forfeited according to the carry over rules.

Employers have the right to schedule leave in accordance with the needs of the organization, which can affect when leave is taken.

Paternity leave in the Russian Federation is typically up to 5 days for fathers after the birth of a child, with additional days potentially granted under specific collective agreements or employer policies.

The employee is required to inform the employer about the intention to take paternity leave at least 3 days in advance to ensure that the employer can make necessary arrangements.

Paternity leave must be approved by the employer. However, the approval process is typically straightforward as it is a legal entitlement.

Additional paternity leave beyond the statutory 5 days is not typically granted unless stipulated in a collective agreement or individual employment contract.

Since paternity leave is a short-term leave, accrual does not apply as it is a one-time entitlement upon the birth of a child.

Paternity leave is not carried over to the next year, and unused days cannot be accumulated. The leave must be used at the time of the birth or immediately after.

Since paternity leave is typically short-term, there is no compensation for unused days upon termination of employment.

Paternity leave is not paid out at the end of the year since it is not an accruing benefit.

Paternity leave is primarily regulated by federal law, and employers may offer additional leave or benefits at their discretion.

Bereavement leave is usually up to 5 days for employees who experience the death of a close family member, but the exact duration may vary depending on the employer's policy or collective agreements.

Bereavement leave can be taken immediately after the death of a close family member without formal notice, although informing the employer as soon as possible is recommended.

While bereavement leave is a legal entitlement, the employer must approve the leave request, especially in terms of the duration and whether additional time off is granted.

Additional bereavement leave is typically not granted unless specified by an employment contract or collective bargaining agreement.

Since bereavement leave is event-based, it does not accumulate over time like annual leave.

Bereavement leave is non-accrued and must be used at the time of the bereavement. Unused leave is not carried over.

Unused bereavement leave is not compensated upon the termination of employment.

Bereavement leave is not paid out at the end of the year since it is not an accrued benefit.

Bereavement leave is generally standardized by federal law, with minimal variations depending on the employer or collective agreement.

Jury duty leave is provided to employees who are summoned for jury duty. The duration of the leave is equal to the duration of the jury duty, which can range from a few days to several weeks.

Employees must inform their employer as soon as they are called for jury duty. This allows the employer to plan for the employee's absence.

Jury duty leave is a legal entitlement, so the employer cannot refuse it. However, the employee should inform the employer promptly.

Jury duty leave is not typically extended beyond the legal duration, unless stated in a collective agreement or employment contract.

Jury duty leave is not accrued over time and is only granted when the employee is required to attend jury duty.

Jury duty leave must be used at the time the employee is summoned. It cannot be carried over to a later date.

Jury duty leave is not an accrued benefit, so there is no payout for unused leave when the employee terminates their employment.

Since jury duty leave is not accrued, it is not paid out at the end of the year.

Employees on jury duty are entitled to be reinstated to their job upon returning, and employers cannot terminate employment for absence due to jury duty.

Military leave is granted to employees who are called for mandatory military service or reserve duty. The duration is determined by the specific obligations of the employee and is typically unpaid.

Employees must provide notice of their scheduled military service. The length of notice depends on the nature of the service but is typically several weeks in advance.

Military leave is a legal entitlement for employees called to serve, and employer approval is not needed. However, employers are usually informed in advance.

Additional leave beyond the mandatory service period is not typically granted unless stated in the employment contract or collective agreements.

Military leave is not an accrual-based leave, and employees are entitled to it when required to serve, without accruing leave over time.

Since military leave is based on external obligations, it cannot be carried over or accumulated.

Employees are not paid for unused military leave upon termination, as it is not an accrued benefit.

Since military leave is event-based and linked to external service obligations, it is not paid out at the end of the year.

Employees on military leave are typically entitled to job protection, and their employment contract cannot be terminated during their service period. Additionally, employers must reinstate employees after their military service ends.