All days included in maternity leave are included in the total length of service. Of these, only days of maternity leave are included in the length of service for calculating the next break in work.
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A young mother can take paid leave for previously worked immediately after maternity leave if she did not take it before going on maternity leave.
Also included here are the days that count as 140 days for pregnancy and childbirth if they were not used in advance before going on maternity leave.
Women's rights
While a woman is on maternity leave, she retains her place of work and position. Therefore, she can calmly care for her child and return after maternity leave to the same position.
In order to respect this right of a pregnant employee, the employer must hire an employee in her place under a temporary contract only for the period the woman is not on maternity leave.
Full maternity leave ends on the day the child turns three, after which she must return to work.
However, there is often a need or desire for a woman to stay with the baby for some more time. And my mother is interested in the question: after maternity leave, when is vacation due?
For this purpose, the legislation provides for the right to regular annual rest, which she can ask for at any time convenient for her after maternity leave, regardless of her length of service.
What holidays are a young mother entitled to?
An employee preparing to give birth to a child, according to Art. 255 of the Labor Code of the Russian Federation provides for paid maternity leave (BiR), also called maternity leave, or simply maternity leave.
The total duration of this leave is:
- for a singleton pregnancy and successful birth – 140 calendar days (70 before birth and 70 after);
- for complicated births – 156 days (70 and 86);
- The duration of maternity leave for multiple pregnancies is 194 days (84 and 110).
Please note: if a woman who gave birth to two or more children spent not 84, but only 70 days on vacation before giving birth, she still needs to be provided with 194 days of maternity leave, since it is calculated cumulatively.
Regardless of the duration of the BiR leave, the citizen retains regular paid leave for a period of at least 28 calendar days during each year.
The Labor Code also provides for various additional paid leaves, which are due to employees with irregular working hours, dangerous or harmful working conditions, etc.
A citizen who has worked in his current place for at least six months has the right to receive regular leave on a general basis. An exception is provided for a woman preparing for motherhood (Article 122 of the Labor Code).
By bringing a certificate of pregnancy, the employee has the opportunity to go on annual leave even a few days after employment. You can get your next vacation immediately before maternity leave. Find out how to go on another vacation before maternity leave at the link https://otdelkadrov.online/10610-poryadok-predostavleniya-otpuska-beremennym-pered-dekretom-po-trudovomu-kodeksu.
In the same way, immediately after maternity leave, you can take another vacation, which is allowed to include days not taken off for previous years worked in the organization.
Please note: a pregnant woman or one who has given birth to a child has the right to receive annual leave at any chosen time, regardless of the approved vacation schedule.
According to Art. 256 of the Labor Code, an employee who has become a mother is also entitled to leave to care for a child up to 3 years old. A woman chooses at her own discretion what to do:
- use this leave in full;
- devote part of the time to the child and then go to work;
- return to the workplace immediately after the BiR leave, entrusting the care of the baby to another person (detailed information about returning to work during maternity leave is here).
Parental leave is divided into two equal periods, and the first year and a half is paid by the employer, but the second is not. This is a good reason to return to work without waiting for your child's 3rd birthday.
Normative base
The rights of a pregnant woman to go on maternity leave are approved by Article 255 and Article 256 of the Labor Code of the Russian Federation. The article also defines the procedure for registration and terms of payment of benefits that a woman who has given birth to a child can receive.
Guarantees for regular annual leave provided by the state to women in connection with pregnancy and childbirth are enshrined in Article 260 of the Labor Code of the Russian Federation.
The procedure for calculating vacation pay and compensation for unused vacation is described in Art. 139 of the Labor Code of the Russian Federation and regulation No. 922 of December 24, 2007.
conclusions
An employee has the right to go on annual leave immediately after the end of maternity leave. To do this, it is enough to write an application for vacation time from the day following the end of the maternity leave.
The right is enshrined in Article 260 of the Labor Code of the Russian Federation and can be implemented if it is not used earlier before going on sick leave due to pregnancy.
The number of days a woman can request is 28. The employer has no right to refuse. If there is no sufficient experience, then the leave is issued in advance with subsequent work.
Disability due to pregnancy and childbirth
After registering with a medical institution, a pregnant woman, on the basis of the sick leave certificate issued to her, has the right to go on leave for 70 days before the birth of the child and 70 postpartum days.
If the birth was complicated, this period increases.
The formalities for obtaining such a break from work shall consist of:
- a statement in which the employee indicates the reason and time;
- an order from the manager, written on the basis of this application and a certificate of incapacity for work from the antenatal clinic.
At the end of this part of the maternity leave, you can extend your stay at home to care for the baby by writing an application addressed to the manager and asking him to provide her with the legally required maternity leave.
Benefit
The state guarantees a woman who decides to give birth to a child time of rest before and after childbirth, while providing her with cash benefits.
People can get help:
- women who have an employment contract with an employer;
- expectant mothers are frequent entrepreneurs;
- full-time students;
- unemployed women with mandatory registration in the employment service.
Benefits are not paid to unemployed women who are not registered with the employment service.
Calculation of annual leave 3 months after maternity leave
Let’s assume that after returning from maternity leave Egorova M.V. worked part-time in September, then full October and November 2021. And from 12/01/2020, in agreement with management, she goes on annual paid leave. In this situation, the billing period should be determined according to the general rule described in clauses 10-11 of Regulation No. 922) - from 12/01/2019 to 11/30/2020, since there is earnings and actually worked days in the given 12 months, parental leave also excluded. Those. It is impossible to shift the calculation period to the time preceding the excluded period as in example 1.
By the way, the general rule for calculating vacation pay also applies in cases where a woman takes annual leave after her BIR leave.
Vacation after maternity leave
According to Chapter 19 of the Labor Code of the Russian Federation, everyone working at any enterprise has the right to an annual paid rest of four calendar weeks or 28 days. This is a basic value that may be increased due to unfavorable production conditions.
The employer can extend the statutory holiday at his own request, reflecting this in the relevant internal documents.
But he has no right to reduce it. By mutual agreement, the vacation can be divided into two parts and rest twice for 14 days.
The question often arises: is it possible to take leave during maternity leave? The law states that one leave cannot be granted while on another leave. Therefore, a woman can take another break from work before going on maternity leave, after giving birth, or at the end of maternity leave.
Is it allowed?
The Labor Code guarantees a woman on leave related to pregnancy and maternity an annual paid break from work, which she can take at will at any time before or after maternity leave, while observing certain formalities.
The duration of maternity leave in 2021 is determined by current legislation. Are maternity benefits paid for individual entrepreneurs? See here.
Conditions
If a pregnant woman did not take another vacation before going on maternity leave, she has the right to do so when she returns to work.
In the event that an employee decides to start working before the end of maternity leave, she must inform her manager about this in writing.
If her exit is dictated by the end of the maternity leave, then there is no need to write any statement about the start of work, since this is provided for by law.
Procedure for provision
Leave after maternity leave is granted in the following order:
- The employee writes a statement addressed to the employer.
- The employer reviews it in due time and issues an order to provide annual paid leave.
- The order is transmitted to the accounting department and vacation pay is calculated on its basis.
- Vacation pay is paid three days before the start of the vacation.
An application for leave is submitted to the head of the enterprise and must contain information such as the employee’s position, her full name, the number of days of leave and its start date. It must refer to the provisions of Art. 260 Labor Code.
How to take it?
You can take your next vacation in whole or in parts at any time convenient for the young mother after the end of maternity leave. The employer does not have the right to dictate his terms to her regarding the date and duration of the annual rest days.
If a pregnant woman wants to take advantage of the right to a legally earned break from work in order to have additional money, then it is better for her to do this before going on maternity leave, since vacation pay will be calculated based on the days worked over the last year.
In the case when a young mother wants to be able to care for her baby longer, it is better for her to take advantage of the right to another rest at the end of maternity leave.
Statement
You can go on another vacation according to an order written by the head of the enterprise. The order is drawn up on the basis of a statement written by the employee.
In the case of an annual paid holiday break, it has a standard leave application form.
A woman who worked at several enterprises before going on maternity must apply for all jobs.
A sample application for the next vacation is here.
Calculation
To calculate vacation pay in the standard version, the average daily earnings for the previous 12 months are considered. To do this, all earnings for this period are divided by 12 and 29.3. It is then multiplied by the number of rest days.
The Labor Code in Article 139 provides for the calculation of average daily earnings for calculating vacation pay.
However, if leave is taken after maternity leave, the calculation will be carried out differently. If she takes a break for rest after leaving maternity leave, the young mother does not have any payroll in the previous year. Therefore, the entire maternity period is excluded from the calculation.
In the event that during the previous period, taking into account the exception of maternity leave, there were no cash payments or accruals, the calculation is carried out on the basis of the official salary or tariff schedule.
Maternity benefits for non-working mothers in 2021 are provided under certain circumstances. Is income tax taken from maternity leave? Read here.
How long do you need to work to get maternity leave? Details in this article.
Calculation of compensation
If an employee is dismissed after returning from maternity leave, she must receive compensation for unused vacation.
To determine vacation days you need:
- take into account all periods worked;
- multiply the resulting number by the average daily earnings calculated for the last calendar working year.
The result will be the amount that the company is obliged to pay three days before the date of dismissal of the employee.
Step-by-step procedure for calculating vacation pay
To calculate the amount of vacation pay due when taking out your next vacation immediately after leaving maternity leave, you need to complete the following steps:
- Step 1. Calculate the number of allotted vacation days.
To do this, add up the duration of leave for the time before going on maternity leave, as well as the days during the period of sick leave for pregnancy and childbirth.
If the calculated quantity is not enough to satisfy the employee’s request, then the remaining days are provided in advance.
- Step 2. Set what period will be the calculation period.
As a general rule, vacation pay is calculated 12 calendar months before the month of the next vacation.
Compile this entire period for the maternity leave from the excluded period - maternity leave.
This means that it is necessary to take the earlier 12 months when the employee had income. As a rule, this is the year before going on sick leave for pregnancy.
- Step 3. Calculate total earnings for this period.
It is necessary to add up all payments from which contributions have been paid, while excluding sick leave, vacation pay, benefits, compensation not related to wages, travel allowances and other payments based on average earnings.
- Step 4. Identify the presence of incomplete months in the billing period.
These are months in which there was temporary disability, vacation of any type, business trip, absenteeism. For such months, calculations are carried out in a special way.
- Step 5. Calculate average earnings for one day.
The formula used for this is:
Formula:
SDZ = salary for 12 months. / (Number of complete months * 29.3 + Days worked in partial months).
For each incomplete month, the calculation of calendar days worked is carried out using the following formula:
Formula:
Days worked in an incomplete month = (Days actually worked / Calendar number of days of the month) * 29.3.
Step 6. Multiply the average daily earnings by the length of vacation.
Calculate your vacation pay using the online calculator.
Example
Conditions:
The woman returns from maternity leave on May 14, 2021 and immediately goes on another vacation; the application indicates the desired duration of 28 days.
Hiring date: 09/01/2013.
The number of vacation days used is 28.
The start date of the leave under the BiR is March 10, 2015.
Monthly salary before going on maternity leave = 25,000.
In November 2014, she was sick for 10 days, her salary was 18,000.
Calculation:
The vacation period before the start of maternity leave is 18 full months - 42 vacation days are due.
According to the BiR, 12 are required for sick leave of 140 days.
In total, taking into account the vacation used, a woman has the right to 26 days.
Since she requested an annual duration, 2 days will be provided in advance.
The billing period is from 03/01/2014 to 02/28/2015 (12 months before maternity leave).
Income for the specified period = 25,000 * 11 + 18,000 = 293,000.
Average daily earnings = 293,000 / (11 * 29.3 + 20 / 30 * 29.3) = 857.15.
Vacation pay = 857.15 * 28 = 24,000.
Is vacation allowed?
If there is a pregnant employee at any enterprise, the manager cannot refuse her rest. He is not able to make reference to the vacation schedule or lack of work time as a reason. All the nuances are spelled out in the regulatory documentation:
- Chapter 19 of the Labor Code of the Russian Federation “Vacations”.
- Article 255 of the Labor Code of the Russian Federation.
- Article 260 of the Labor Code of the Russian Federation.
- Article 127 of the Labor Code of the Russian Federation.
Article 255 of the Labor Code of the Russian Federation
How to calculate the new vacation period after maternity leave calculator
If the employee received any other benefits during the base period (for example, for part-time work), benefits should be calculated based on these amounts (including income for days worked). Payments received from other employers are not relevant. Before or after The order of vacations is approved by the employer and indicated in the schedule. To make changes to it, you need to write an application addressed to the director and indicate the reason for the transfer is the provision of sick leave for pregnancy. The question is, when is it better to take annual leave: after maternity leave or before it? - Rest before childbirth. For the purposes of calculating basic leave, average earnings are calculated based on the amounts actually received for the previous 12 months. Next, based on the certificate of ability to work, maternity benefits are calculated. The rate is 100% of average earnings for women who have worked for six months.
- one-time payments,
- interest, dividends,
- money donated for anniversary
- food subsidies,
- royalties for literary works,
- cash prizes for participation in competitions,
- compensation payments for business trips.
How to calculate the working period after maternity leave formula
- the employee retained his average earnings, except for breaks to feed the child (for example, annual paid leave or business trip;
- the employee was released from work in cases provided for by current legislation.
- the employee was on sick leave or maternity leave;
The countdown begins from the 30th week of pregnancy, if a woman is expecting twins - from the 28th. In the second case, rest is provided for 86 days before and 110 days after childbirth. For all these periods, a monetary payment is due (Art.
When is the best time to leave maternity leave?
A young mother can return to work even before the end of the period for caring for the child. The employer, at the request of the employee, is obliged to hire her again to her previous position.
The deputy is transferred to another position or dismissed. It is necessary to notify management in advance of your intention to return to work. The application for leaving maternity leave contains the following information:
- At the top right is the full name of the employer (in whose name the application is written).
- Below is the employee's full name.
- The text of the application, including the date of departure from leave, a request to stop accruing payments to the child.
- Date and signature of the employee.
If a woman returns to the workplace before the end of maternity leave, it is necessary to indicate whether she is returning to full-time or part-time work.
When the employee returns to full-time work, benefits are stopped. And if for a shortened day or week, then payments for the child are maintained until the child reaches the age of three. Based on the application, the organization issues an order for the employee to return from maternity leave.
If for some reason a young mother is unable to go to work when the baby reaches the age of three, the employer has the right to terminate the employment contract. Therefore, to avoid full payment and dismissal, care should be taken to take another vacation after the end of the three-year vacation.
If a woman is expecting another child, it is necessary to calculate the date of her second maternity leave. Then you can calculate how many days there will be between the end of the first care leave and the second sick leave according to BiR. After the calculation, you will be able to know for sure whether you will be able to take another day off so as not to go to work.
The calculation may also show that the date of the second maternity leave falls during the period of leave to care for the first child. Then the woman simply needs to write the first application for termination, and the second for sick leave (it is important to confirm the gestational age with a doctor’s certificate).
What is the compensation payment?
If a woman still has vacation days, she should first think about receiving compensation. This will slightly improve your financial condition. The billing period is taken as a period of 12 months, which will precede going on maternity leave.
You can receive compensation for unused vacation days
The compensation is equal to the woman’s daily earnings for a specified period. It is multiplied by the total number of vacation days. In a year it is equal to 28 days.
Unused vacation for a year that was not fully worked is calculated using the following formula:
(28 days/12 months) x M
M is the number of complete months worked.
This value will be considered the number of days that a woman needs to compensate financially. If the period worked lasts for half a month or more, then it is rounded up to a full month.
You can calculate the number of days of unused vacation using the formula
How much time is given for care?
If you look at the schedule of hours worked, then all unused days are added to sick leave. According to legislative acts, 140 days are now provided, half of which are used before childbirth, and the second after it. Time for rest is provided only upon presentation of an extract from the clinic.
Further, the rest period is extended by 18 months. It is given when there is a copy of the birth certificate and a statement in written format. The leave must be extended until the child is 3 years old, but it will be without payment of compensation. The maternity leave will begin from the 30th week of pregnancy for one child and 28 weeks for two. If twins are pregnant, the period increases by a certain number of days before and after.
A woman has the right to 140 days of sick leave according to BiR
In addition, under Articles 255 and 256 of the Labor Code, a monetary supplement is required.
Questions and answers
At the moment I want to go on maternity leave, and after that extend it to care for the child. A fixed-term contract has been issued for me, and I am replacing the main employee. If he goes to work earlier, and I am on vacation at this time, will I be fired?
If we talk about regulations, then in Article 261 you can see that the employer must extend the working relationship with you until the birth of the child. This allows you to maintain your right to receive benefits. When the contract expires, it is extended exactly until the child turns 3 years old.
I worked on maternity leave and now went on sick leave. After this I will be fired. But can they offer me any kind of replacement so that I can receive a salary benefit at a certain percentage? Are there any options?
Your situation implies that a fixed-term contract has been issued for you. When you return from vacation, it will be terminated with you. Of course, the manager can offer you a free rate, but this is not necessary. Everything will depend only on how you have proven yourself at work, and whether your manager wants to keep you.
If an employee was hired on a fixed-term contract, it is not necessary that he will be offered another vacancy later
Is it possible to immediately go on leave for the current year after the end of maternity leave in the same year? Until this moment, I had not used .
If the schedule provides for such actions, then you can. In other cases, everything needs to be agreed upon with the employer.
What's the best thing to do? The wife has unused vacation and then goes on maternity leave. Should I take it before the baby is born or after?
If we talk about recommendations, it is better to take a vacation followed by maternity leave. It is more difficult for her to work now than after her release. But you can solve this issue yourself.
Useful video
For more information about the procedure for calculating the next leave after maternity leave, watch the video:
After returning from maternity leave, a woman has the right to receive another rest, and when calculating vacation pay, she must correctly determine the billing period and calculate the average daily earnings.
It is important that during the period of sick leave due to pregnancy she is entitled to vacation days, since this period is included in the vacation period, but the time of caring for the child is not included.
Vacation pay is paid to the employee in person after withholding income tax of 13 percent.
Discussion: 2 comments
- Olga:
12/11/2019 at 20:58The situation is this, I worked all of 2013, and then on December 6 (maybe 7 or 9, I don’t remember exactly) December 2013 I went on annual leave until December 31 and from January 8 (or 9, from 1 working day) January 2014 on maternity leave and I went on maternity leave without going back to work.
On November 24, 2021, my second maternity leave ended and I took annual leave from November 25, 2021 to December 31, 2021. and then I quit on January 9, 2021, so here’s the question:
When calculating vacation pay, they take into account the period from December 2013 to November 2014, and accordingly in December I worked only 6 days, then annual leave and then the whole of 2014. I am on maternity leave, i.e. there is no income for the whole year, only 6 days of December and therefore the amount of vacation pay is simply a pittance (they didn’t give me the calculation itself either), referring to provision 922 and clause 6, like I worked 6 days for this entire period, although they should take a payroll period of 12 months preceding maternity leave...i.e. from January 1, 2013 until December 2013, this is written in regulation 922, paragraph 4 “The calculation of an employee’s average earnings is made based on the wages actually accrued to him and the time he actually worked for the 12 calendar months preceding the period during which the employee retains the average salary.
Answer
- Evgeniya:
11/16/2020 at 11:50
Hello! Please help me calculate the vacation period after a maternity leave. Hiring was on 01/01/2015. The period of work 01/01/15-31/12/2015 was partially taken off in the amount of 20 days, the remainder of 13 days was not completed. The period of work 01/01/16-31/12/2016 was partially taken off in the amount of 24 days, left 8 days left unfinished. I went on maternity leave 11/15/17-04/03/18, and maternity leave 04/04/18-01/28/21. She was recalled at her own request to complete the rest of her vacation for 15-16 years. in the amount of 21 days from 07/29/19-08/18/19, after which from 08/19/19 she continued her maternity leave for a child up to 3 years old and left on 09/01/20.
Answer
Use of available vacation days
Pregnant or postpartum employees who have already used vacation time cannot count on receiving vacation time in advance. That is, if the vacation for the current working year has already been taken, then the organization (individual entrepreneur) should not provide days for the upcoming periods.
However, if a pregnant employee has vacation days for the current working year or previous years, then she has the right to maternity leave. In a similar manner, if there are unused days, they must be provided after maternity leave, if a corresponding application is received.
The choice of when to take the available days off rests with the employee. It is clear that there can be no talk of any refusals with references to the vacation schedule in such situations.
It is important to understand that the course of service for annual paid leave during maternity leave is not interrupted, therefore, while the employee is on maternity leave, she will have new days off in her piggy bank.
How is duration calculated?
It is important for the employer to correctly determine what period of leave after maternity leave the employee is entitled to. This is required to calculate how many days of rest are paid in fact, for time already worked, and what part is paid in advance.
The algorithm for 2021, how to calculate the vacation period after maternity leave, includes the calculation of the following indicators:
- the duration of the employee’s work in the company from the very first day of employment;
- the number of days already used by the employee before maternity leave is issued;
- the actual duration of the sick leave and the continuation (if any);
- periods that are included in the length of service for calculating vacation pay;
- periods that are excluded from the length of service when calculating vacation pay.
Now we calculate how many days of vacation are due after maternity leave. To do this, we subtract from the total length of service the periods for which vacations have already been taken. From the resulting balance we subtract all days that are not included in the length of service for calculating vacation. In fact, only the actual time worked and the sick leave period according to the BiR remain in the calculation. But maternity leave is not included in the calculation.
Experience before registration
When calculating the working period, we take into account not only fully worked months. For example, if a woman in labor worked only three weeks before maternity leave, then this period is counted as a full month.
Pay attention to the condition under paragraph 35 of the rules approved by the People's Commissariat of Labor of the USSR on April 30, 1930 No. 169. If the employee worked for more than two weeks, then this period is included in the calculation as a full month. If two weeks are not worked, then vacation during this time is not granted at all.
For example, Vesna LLC has established a standard rest period of 28 days. Accountant Kurochkina got a job on 02/03/2019, and already on 03/19/2019 she went on maternity leave (she provided a sick leave certificate for the accounting and labor regulations).
Kurochkina worked for 1 month and 16 calendar days. For a full month, the employee is entitled to 2.33 days of rest (28 days / 12 months).
But what about a month that is not fully worked? Let's check. 16 calendar days or 12 working days are more than two weeks, which means we count this period as a fully worked month.
As a result, accountant Kurochkina is owed vacation pay two months before the Bank of Russia, that is, 4.66 k. days. (2.33 days + 2.33 days).
Duration of B&R for vacation pay
Please note that when calculating leave after maternity leave, the period of stay on sick leave for pregnancy and childbirth is also taken into account. Consequently, the number of unused paid days increases.
The calculation of days depends on the duration of the main vacation for a particular employer. With a standard vacation period of 28 days, the calculation is as follows:
| Duration of B&R | Amount of days |
| 140 days - singleton pregnancy, childbirth without complications | 11.65 days, which corresponds to five full months (2.33 days × 5 months) |
| 156 days - singleton pregnancy, birth was complicated | 11.65 days, which corresponds to the same five full months (2.33 days × 5 months) |
| 194 days - multiple pregnancy | 13.98 days, which is equal to 6 full months (2.33 days × 6 months) |
The period of child care is not counted towards the length of service for calculating vacation pay. Neither up to 1.5 years nor up to 3 years should be included in unused leave after maternity leave. The standard is enshrined in Art. 121 Labor Code of the Russian Federation.
For example, if the same accountant of LLC “Vesna” Kurochkina issued a labor and accounting plan for 140 days, then at the end of the maternity period the employee can claim 16.31 days of rest (4.66 days for hours worked and 11.65 days for labor and financial accounting ).
What are the rest periods?
It must be remembered that the start of maternity leave must coincide with the date of birth of the baby. The same applies to leaving time off. In normal situations, vacation lasts 28 days. If we are talking about teachers, then the duration of their vacation is 56 days. If a woman works in the Far North, then her vacation is 52 days.
Important! If the employee has not been on vacation for a long time, she has the right to use it at any time.
As a rule, the next vacation lasts 28 days
Payment of vacation pay after maternity leave, terms
A woman, while still pregnant, has the right, under Article 260 of the Labor Code of the Russian Federation, to ask for calendar leave before or after maternity leave. This is an additional benefit for women in this situation, prescribed by law. Similarly, the terms of payment of vacation money to employees of an enterprise or organization are clearly fixed. In particular, transfers of funds and payments are made no later than three days before the day the employee goes on vacation. This is established by Article 136 of the Labor Code of the Russian Federation. If the payment date falls on a weekend or holiday, the payment of funds is carried out on the eve of these dates. If the employer does not fulfill this condition, then problems may arise when it is inspected by the Labor Inspectorate.
A woman returning from maternity leave has the right to take annual paid leave at her own request. The employer cannot interfere with her in this process. Moreover, this right is given to her regardless of whether the vacation schedule for other employees is approved at the enterprise or whether it is signed. An employee can also claim days off that were not previously taken off. She can be compensated for them with vacation or money. But it should be understood that when calculating vacation pay for a vacation not previously taken, the indicators and coefficients that were in effect earlier, in the period when the employee for some reason did not take vacation, are taken into account.
