In November, it is time for companies and IPs to begin to schedule the next year ' s leave schedule. It's an important part of the human document work. The schedule regulates the dates and timing of the annual paid leave of staff members and their priority. It avoids problems related to the organization of the work process and respect for the rights of workers.

The legal basis of the document is the Labour Code of the Russian Federation. In accordance with its rules, scheduling is mandatory for all organizations. Only microenterprises can refuse it. The annual leave is then regulated by an employee ' s agreement with the employer. However, a pre-defined and approved schedule is more convenient in most cases and helps to better build business processes.

The document should be approved not later than two weeks before the new calendar year, that is, until 17 December 2024. The employer is obliged to grant each staff member the right to leave in accordance with the rules of labour law and to provide him at a convenient time for the worker, unless this is in violation of the organization ' s interests. This will help to avoid situations where staff members wish to leave at the same time at the peak, which could disrupt production processes.

Scheduling stages

Before starting the schedule for 2025, it is important to assess the requirements for leave, taking into account the staffing and employment contracts, as well as the leaves remaining since last year.

The Act establishes a minimum period of annual paid leave, 28 calendar days for most employees. Separate categories of employees are granted extended leave. These are teachers, employees under 18, persons with disabilities. In addition, additional leave should be granted for harmful or dangerous working conditions, unnormated working hours, work in and around the Far North.

Leave can be granted in whole, but it can be divided into parts, but one must be at least 14 days. Monthly leave allocations should take into account the specificity and seasonality of the company. It is also worth taking into account the wishes of staff members regarding the time of leave and their working responsibilities. In accounting, for example, it is important to discuss in advance the possible time frame for leave, taking into account the time of submission of quarterly, semi-annual or annual reports. Such points are generally discussed orally.

Another important paragraph is interchangeability. This is particularly important for small companies, it is necessary to know in advance who and how these responsibilities will be performed during the absence of colleagues.

The schedule should also take into account certain categories of employees who may take leave at their convenient times. For example, minors, workers with three or more minor children, workers whose wives are on maternity leave, etc.

The schedule should be agreed with the trade union (if there is an organization in the company) and communicated to all employees. A schedule is established as a separate document indicating the name, name, father of staff member, period of leave, date of approval and signature of the head.

An active leave schedule is available at the " Document Designer " on the ICP Digital Platform. F

Typical errors and how to avoid them

The schedule should be approved in time and in the right manner. The company manager signs the order.

One of the most common mistakes is the wrong distribution of vacation days. The statutory leave period of 28 days should not be violated, nor should it be forgotten that additional leave should be taken into account.

Leave cannot be shared without the staff member ' s consent. Dealing must be mutual.

Staff members who are scheduled to retire after the New Year cannot be excluded from the schedule. According to the Ministry of Labour ' s explanations, all workers with an organization in labour relations on the date of its approval should be on leave schedule.

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