Official holidays and weekends in Russia. Weekends and non-working holidays

Non-working holidays in the Russian Federation are:

If a day off coincides with a non-working holiday, the day off is transferred to the next working day after the holiday, with the exception of weekends coinciding with non-working holidays specified in paragraphs two and three of part one of this article. The Government of the Russian Federation transfers two days off from the number of days off that coincide with non-working holidays specified in paragraphs two and three of part one of this article to other days in the next calendar year in the manner established by part five of this article.

Employees, with the exception of employees receiving a salary (official salary), are paid additional remuneration for non-working holidays on which they were not involved in work. The amount and procedure for payment of the specified remuneration are determined by the collective agreement, agreements, local regulations adopted taking into account the opinion of the elected body of the primary trade union organization, and an employment contract. Amounts of expenses for the payment of additional remuneration for non-working holidays are included in the full amount of labor costs.

The presence of non-working holidays in a calendar month is not grounds for reducing wages for employees receiving a salary (official salary).

For the purpose of rational use by employees of weekends and non-working holidays, weekends may be transferred to other days by federal law or a regulatory legal act of the Government of the Russian Federation. In this case, the regulatory legal act of the Government of the Russian Federation on the transfer of days off to other days in the next calendar year is subject to official publication no later than a month before the start of the corresponding calendar year. The adoption of regulatory legal acts of the Government of the Russian Federation on the transfer of days off to other days during the calendar year is permitted subject to the official publication of these acts no later than two months before the calendar date of the established day off.

Commentary to Art. 112 Labor Code of the Russian Federation

1. Unlike other holidays, professional holidays and memorable dates, no work is performed on non-working holidays.

2. Attracting employees to work on non-working holidays is possible with the payment of additional remuneration in the amount and manner determined by this article, and only in exceptional cases (see commentary to Article 113 of the Labor Code of the Russian Federation).

3. The transfer of weekends and non-working holidays to other days is carried out in the manner established by the Government of the Russian Federation.

Second commentary to Article 112 of the Labor Code

1. Except for parts 1 and 2 of Art. 112 has been radically changed. Its new edition provides details regarding remuneration for work on non-working holidays, the procedure for determining its size, attributing these payments to labor costs, and the procedure for transferring days off if they coincide with non-working holidays.

2. The coincidence of a non-working holiday with a day off entails the transfer of the day off to the next working day after the holiday. Resolutions of the Government of the Russian Federation, which, as a rule, are adopted for the next calendar year, contribute to a uniform solution to the issue of postponing holidays.

Article 112 provides that the transfer of days off to other days due to the coincidence of non-working holidays is carried out for the purpose of rational use of these days by employees.

The commented article now provides that the regulatory legal act of the Government of the Russian Federation on the transfer of days off to other days in the next calendar year is subject to official publication no later than a month before the start of the corresponding calendar year. The adoption of regulations on the transfer of days off to other days during the calendar year is not excluded. It is permitted subject to the official publication of these acts no later than two months before the calendar date of the established day off. This rule will allow employees, members of their families and other citizens to plan and organize the use of free time on such days in advance.

3. The above rule for transferring days off is applied in organizations where work is not carried out on these days.

If the work and rest regime in an organization provides for work on holidays (in continuously operating industries, in organizations associated with daily services to the population, etc.), then weekends are not transferred (see Explanation of the Ministry of Labor of the Russian Federation dated December 29, 1992 N 5 // Bulletin of the Ministry of Labor of the Russian Federation. 1993. N 3).

4. In continuously operating organizations, as well as in the case of cumulative accounting of working time, work on holidays is included in the monthly standard of working time (see paragraph 1 of the Explanation of the State Committee for Labor of the USSR and the All-Russian Central Council of Trade Unions of August 8, 1966 N 13/P-21 // Bulletin State Labor Committee of the USSR. 1966. N 10) (in accordance with Part 1 of Article 423 of the Labor Code of the Russian Federation, legal acts of the USSR are applied insofar as they do not contradict the Labor Code).

5. In accordance with Art. 113 of the Labor Code of the Russian Federation, work on non-working holidays is, as a rule, prohibited. Exceptions to this rule are contained in the same article.

Due to the need to serve the population, they establish, for example, store opening hours on holidays.

6. In Russia, where the population adheres to various religions, the establishment of the Orthodox holiday - the Nativity of Christ - led to the need to secure the right of adherents of other religions to also have their own holidays. Moreover, it guarantees freedom of religion, including the right to profess, individually or together with others, any religion. The legislation does not and cannot have any obstacles to the exercise of this right: corresponding non-working days can be established by the constituent entities of the Russian Federation in connection with holidays characteristic of other religions.

At the same time, it seems that the issue of non-working holidays introduced for religious reasons should be resolved at the level of federal law.

7. In addition to holidays, non-working days, Russia also has holidays that are not associated with the mandatory release of workers from work. These are, first of all, numerous professional holidays. The list of holidays, professional holidays and memorable days celebrated in the Russian Federation in 2004 was published in the Bulletin of the Ministry of Labor of the Russian Federation (see Bulletin of the Ministry of Labor of the Russian Federation. 2003. N 10. P. 52; 2005. N 7. Art. 560).

The procedure for considering proposals from federal executive authorities to establish professional holidays and memorable days was approved by Decree of the Government of the Russian Federation of March 16, 2000 N 225 (SZ RF. 2000. N 12. Art. 1299; 2005. N 7. Art. 560). In accordance with it, proposals to establish professional holidays are submitted to the Government of the Russian Federation, taking into account consultations with all-Russian associations of employers, all-Russian associations of trade unions (Part 4 of Article 3 of the said Resolution).

Exemption from work on such days is often provided for in industry agreements and collective agreements.

8. Part 3 of Art. 112 for the first time provides for payment for non-working holidays not only for employees who receive wages on the basis of a fixed salary (official salary), the amount of which non-working days falling within the paid period did not and do not affect, but also for those whose wages are based on the actual output, labor costs. The inability to work on statutory non-working holidays (and work on these days is usually prohibited - see Article 113) reduces their wages. Which is unfair in comparison with those whose work is paid on the basis of salaries (official salaries) and for whom the presence of non-working holidays in a calendar month is not grounds for a reduction in wages (see Part 4 of Article 112).

New edition of Part 3 of Art. 112 provides that employees, with the exception of employees receiving a salary (official salary), are paid additional remuneration for non-working holidays on which they were not involved in work. The amount and procedure for its payment are determined by the collective agreement or agreement. These issues can be resolved by a local normative act adopted taking into account the opinion of the elected body of the primary trade union organization (see Article 372). These issues can also be resolved in the employment contract. Apparently, with the help of an employment contract (i.e., individually), these issues can be resolved in the absence of corresponding norms in a collective agreement, agreement, or local regulatory act.

How to correctly take into account holidays, according to Article 112 of the Labor Code of the Russian Federation, and correctly draw up vacation and work schedules taking these days into account - read the article.

From the article you will learn:

Article 112 of the Labor Code of the Russian Federation contains a complete list of non-working holidays. Holidays that are mandatory throughout Russia are listed in Part 1 of this article. According to its provisions, officially established holidays and, therefore, non-working holidays in Russia are:

• New Year holidays falling on January 1, 2, 3, 4, 5, 6 and 8;
• Christmas - January 7;
• Defender of the Fatherland Day - February 23;
• International Women's Day - March 8;
• Spring and Labor Day - May 1;
• Victory Day - May 9;
• Russia Day - June 12;
• National Unity Day - November 4.

How are holidays that coincide with a regular day off handled?

If a non-working holiday falls on a regular day off, then the day off is transferred to the working day following the holiday. However, legislators have established an exception for this rule: weekends falling on non-working holidays listed in paragraphs 2 and 3 of part 1 of Art. 112 of the Labor Code of the Russian Federation (New Year holidays and Christmas).

Download documents on the topic:

In order to rationally use non-working days weekend may be postponed to other days by a separate regulatory legal act of the Government or federal law. The relevant document must be officially published no later than a month before the calendar year to which it relates.

If the calendar year has already begun, during it the adoption of similar regulatory legal acts of the Government of the Russian Federation on the transfer weekend on other days it is also possible. But for this, the condition of their official publication must be met no later than two months before the calendar date of the established day off. More information about the transfer of holidays, according to the Labor Code of the Russian Federation, indicating the relevant laws and regulations, can be read in .

Is it necessary to extend employees' annual leave for a regional holiday?

Article 112 of the Labor Code of the Russian Federation contains a complete list of non-working holidays for both 2017 and 2018, which are mandatory for the entire country. However, the law grants the right to constituent entities of Russia to establish, by the relevant regulatory act, additional non-working holidays not mentioned in Art. 112 Labor Code of the Russian Federation.

State authorities in a separate entity have the right to declare some regional holidays as non-working days in the following cases:

1. the holiday has a religious focus;
2. a corresponding request was received from a religious organization;
3. the decision was made by the state body of the subject.

For example, in the Chuvash Republic, a separate act declared June 24 a holiday throughout the entire subject of the Russian Federation - the Day of the Republic of Chuvashia, which is not included in Art. 112 Labor Code of the Russian Federation.

As a general rule, in this case it is necessary to renew the annual vacation employees, unless the law of the subject provides for a different procedure. Similar clarifications are contained in the letter of Rostrud dated September 12, 2013 No. 697-6-1.

Is it permissible to indicate in a local act for an enterprise that staff are only given time off for working on a holiday?

Labor Code of the Russian Federation in Art. 112 directly states that the employer, as a general rule, must compensate for work in weekend and non-working holidays are primarily an additional payment. The amount and procedure for payment of the specified remuneration is determined:

• collective agreement;
• employment contract;
• a local regulatory act adopted taking into account the opinion of the elected body of the primary trade union organization;
• agreements between the parties to the social partnership.

Note! Expenses for the payment of remuneration for non-working holidays are included in full as labor costs.

If the employee himself expresses his desire, work on holidays can be compensated by time off. However, in this case, keep in mind that the employee is given a full day of rest, regardless of the number of hours actually worked. day off or a public holiday.

Thus, the employer does not have the right to stipulate in the local act of the enterprise that employees are only given time off for working on a holiday.

How is time off granted for working on a holiday reflected in an employee’s salary?

Article 112 of the Labor Code of the Russian Federation establishes the procedure for compensating an employee for work on a holiday in the form of additional payment. However, the employee may, if he wishes, replace it with time off.

Instead of increased pay, the employee may be given another day of rest if desired. In this case, work on a non-working day is paid in a single amount, and a day of rest is not subject to payment. This means that for a salaried employee, if he uses a day of rest as compensation, his salary is not reduced. It does not take into account whether the employee uses a rest day in the current month or in subsequent months.

Thus, time off granted for work on a holiday should be excluded from the standard for recording working hours. IN report card this day is designated as a day off by code “B” or digital “26” when using standardized forms No. T-12 or No. T-13.

Important! Employees who work on a piece-rate basis must be paid extra for non-working holidays when they were not involved in work.

On what date should an employee be dismissed if the dismissal coincided with holidays?

Receiving a resignation letter from an employee on the eve of the holidays often becomes a problem for a personnel officer. After all, according to the Labor Code of the Russian Federation, the date of dismissal may fall on holidays, and the employee may fundamentally not want to postpone it.

If the last day of any period falls on a non-working day, then its end is postponed to the next working day (Article 14 of the Labor Code of the Russian Federation). It is possible to reschedule a dismissal date that falls on a holiday or weekend only if that day is not a working day for the employee. In practice, this situation is resolved as follows. If the day of dismissal is a non-working day for both the personnel officer and the employee, then the date of dismissal can be postponed to the next working day. The courts agree with this in the case of dismissal under a fixed-term contract and due to staff reduction. This rule can also be extended to voluntary dismissal.

At the same time, the day of dismissal is the last day of work. As a result, it may turn out that the employee needs to be fired on the HR officer’s day off. At the same time, this day will be a working day for the employee. This often happens when an employee works on a staggered or shift schedule. If it is a working day for the person being dismissed, then in order to formalize the dismissal, an employee of the HR department is brought to work on a holiday. As a more convenient option, they agree with the employee to postpone the date of dismissal.

NIs it possible to pay sick leave benefits if an employee is sick on holidays?

In general, sick leave benefits are paid for all calendar days of illness. At the same time, non-working holidays under Article 112 of the Labor Code do not need to be excluded from calendar days of illness, since they do not belong to excluded periods for which benefits are not paid.

Important! If sick days coincide with non-working days, then sick leave benefits must be paid according to the general procedure. This provision follows from Part 8 of Article 6, Part 1 of Article 9 of the Law of December 29, 2006 No. 255-FZ.

It is important for the personnel officer to take into account that labor legislation generally guarantees the preservation of the level of remuneration for personnel not working on holidays. Any exceptions to the general rule must be legally justified.

Non-working holidays

Non-working holidays in the Russian Federation are:

• January 1-6 and 8 - New Year holidays;
• January 7 - Orthodox Christmas;
• February 23 - Defender of the Fatherland Day;
• March 8 - International Women's Day;
• May 1 - Spring and Labor Day;
• May 9 - Victory Day;
• June 12 - Russia Day;
• November 4 is National Unity Day.

As a rule, if Saturday or Sunday coincides with a holiday, the day off is transferred to the next working day. For the rational use of weekends and holidays, by special decision of the government, other transfers may occur: for example, if a holiday falls on a Tuesday, then Monday is sometimes made a day off, and the previous Saturday a working Saturday. Also, the day off can be moved to any other day of the year.

On holidays, the offices of most companies and many museums are closed, but large stores are usually open, but on a special schedule.

Other national holidays and memorial dates

Usually widely noted, but not non-working:

• January 25 - Tatiana's Day (students' day);
• April 1 - April Fool's Day;
• April 12 - Cosmonautics Day;
• May 24 - Day of Slavic Literature and Culture;
• June 1 - International Children's Day;
• July 8 - Day of Family, Love and Fidelity;
• August 22 - Day of the State Flag of the Russian Federation;
• 1 September is the day of knowledge;
• October 5 - Teacher's Day;
• December 12 is Russian Constitution Day.

June 22 - Day of Remembrance and Sorrow. On this day, the beginning of the Great Patriotic War is remembered; entertainment programs are not broadcast on television and radio.

In addition, so-called professional holidays are usually celebrated in Russia, dedicated to specialists in various fields of activity. For example, on February 10 they congratulate diplomatic workers, on March 19 - submariners, on April 27 - notaries, etc.

Holidays of Russian regions

Subjects of the Russian Federation have the right to proclaim their own holidays and days off.

Thus, in Bashkortostan, Tatarstan, Adygea, Dagestan, Ingushetia, Kabardino-Balkaria, Karachay-Cherkessia and Chechnya - in regions where a large number of Muslims live, non-working holidays are:

• Kurban Bayram is the holiday of the end of the Hajj to Mecca, celebrated on the 10th day of the 12th month of Dhul-Hijjah according to the Islamic calendar (the dates shift every year, since, unlike the Gregorian calendar, which calculates the year by the revolution of the Sun around the Earth, the Islamic focused on the phases of the moon);
• Eid al-Fitr is a holiday in honor of the end of fasting in the holy month of Ramadan, celebrated on the 1st day of the month of Shawwal.

In the Republic of Yakutia, everyone relaxes on the pagan holiday “Ysyakh” - a celebration in honor of summer and the revival of nature (celebrated between June 10 and June 25, the date is set each time by a special decree).

In the republics of Buryatia and Kalmykia, people do not work during the Buddhist holiday Tsagan Sar: the onset of the new year and the beginning of spring are celebrated in January-February on the day of the new moon.

Also, in most subjects of the Russian Federation, a non-working holiday is the day dedicated to the formation of each of the republics.

Every working person has the right to rest days: holidays and weekends. They are characterized by the fact that the employee is freed from work duties and can manage this time for his own personal purposes.

What is a day off

A day off is time interval, designed for relaxation between working days. The duration of continuous rest cannot be less than 42 hours. A day off is considered to be the end of the working day before the day off and the start of a new work shift.

All organizations are required to comply with this rule, regardless of the type of activity applied. An employee's rest days depend on the shift schedule and work schedule. An employee’s right to a day off is determined by the employment contract and internal labor regulations.

If an organization operates on a 5-day work week, then employees have the right to two days off, and with a 6-day work week - one day. For any number of working days per week, the total day of rest is Sunday.

The organization determines another day off in local regulations, before or after Sunday. But they can prescribe it on any other days.

Working on weekends may be only in exceptional cases. In this situation, rest is provided on any other day over the next two weeks.

What days are considered holidays?

Every working person dreams of long weekends and holidays. Calculate time to visit relatives, go out of town, take part in small trips and pay more attention to your loved ones. Our legislators are counting on this by providing the working population with at least 3 consecutive days of rest throughout the year.

2018 consists of 365 calendar days. These include:

• working days – 247;
• holidays and weekends – 118 (20 – holidays, 98 – weekends).

Let's celebrate the holidays next dates:

1. New Year and Christmas holidays from 12/30/2017 to 01/08/2018
2. Holiday in honor of Defenders of the Fatherland from 23.02 – 25.02.2018
3. We celebrate International Women's Day from 03/08 – 03/11/2018.
4. Days of rest in honor of the Spring and Labor Festival from 04/29 – 05/02/2018
5. Holiday Victory Day – 05/09/2018
6. Celebration in honor of Russia Day from 10.06 – 12.06.2018
7. Weekend for National Unity Day from 03.11 – 05.11.2018

If a holiday coincides with a weekend, the rest day is transferred to the next working day.

Before the start of each holiday, the working day is considered shortened. List of shortened workdays:

• 02.2018;
• 03.2018;
• 04.2018;
• 05.2018;
• 06.2018;
• 12.2018.

At the legislative level, holidays are specified in the Labor Code in Art. 112. The Ministry of Labor also provided for the postponement of holidays falling on weekends in 2018.

For a better distribution of rest, it is proposed to swap rest days with working days, based on Government Decree No. 1250 of October 14, 2017:

• from Saturday 6.01 to Friday 9.03;
• from Sunday 7.01 to Wednesday 2.05.

Saturdays become working days, and Mondays become rest days in the following cases:

• from Saturday 28.04 to Monday 30.04;
• from Saturday 9.06 to Monday 11.06;
• from Saturday 29.12 to Monday 31.12.

The procedure for calculating wages for workers on rest days and holidays is regulated by Art. 153 Labor Code of the Russian Federation.

Conditions for hiring

Art. 113 of the Labor Code of the Russian Federation prohibits involving employees in performing work duties on holidays, but there are exceptions subject to certain conditions. The recommendations of Rostrud on the issue of working hours on holidays and weekends give following conditions:

1. If the employer has a reason to involve an employee in performing work duties on rest days, which is provided for in current legislation.
2. An order in writing from the employer.
3. A written statement from the employee agreeing to go to work in his free time.
4. If there is a trade union at the enterprise, the act of taking into account the opinions of trade union members.

An employer’s basis for inviting an employee to work in his free time may be: following criteria:

1. An organization working with a continuous production cycle.
2. Those engaged in activities in the field of public services.
3. Organizations engaged in loading and unloading operations and construction and installation works.

But special attention is paid to working on weekends some categories of employees. These are disabled people, employees with children under three years of age. They apply following conditions:

1. For medical reasons, it is not prohibited to work on weekends.
2. Information message to the employee about the right to refuse to work on holidays.
3. Mandatory personal consent of the employee to perform work duties on holidays or weekends.
4. Specify in the order the reasons, duration and list of employees involved in performing work duties on holidays.

By law, employers do not have the right to call pregnant women and minors to work during their free time.

But there are cases when employee consent is not required. According to Art. 113 Labor Code of the Russian Federation, with following conditions:

1. Preventing unforeseen circumstances that could cause harm and damage to the organization’s property.
2. Carrying out work in connection with an emergency, as a result of a natural disaster or military action.

If an enterprise expects to call an employee to work in his free time, then it must be stipulated in the collective agreement and other internal regulations.

Remuneration with formulas and examples

Russian legislation provides for compensation for work in free time. These include:

1. An increase of double or more in salary.
2. Providing an additional day off (at the discretion of the employee).

Here are examples of calculating wages on weekends.

Piecework

Tailor Mikhina M.A. within a month, due to production needs, she was called to work on Saturday and Sunday to sew 3 suits. The price of one suit is 650 rubles. In a month (except for going out in her free time), she sewed 12 suits.

Formula for calculating piecework wages on weekends:

12 * 650 = 7800 rub. – salary accrued for 12 suits

3 * 650 * 2 = 3900 rub. – double salary accrued for work on weekends

7800 + 3900 = 11,700 rub. – accrued salary for the month

Official salary

During the month worked, the accountant worked on holidays from January 4 to January 6. The accountant's salary is 32,000 rubles, 17 working days.

32,000 / 17 * 2 = 3,765 rubles. – double wages for one day off

3765 * 3 days = 11,295 rub. – wages for holidays

32,000 + 11,295 = 43,295 rubles. - salary for the month worked

If an employee performed his work duties on a half-day holiday, then he has the right to a full day of rest.

Hourly

Sales Managers Popov A.M. and Melikhova R.A. were called to work on March 8 and worked 5 hours each. The tariff rate (hourly) is 200 rubles. Popov A.M. refused time off, and Melikhova R.A. I decided to take advantage of the extra day of rest. Let's calculate the salaries of both managers:

For Popov, the salary was: 5 * 200 * 2 = 2000 rubles.

For Melikhova R.A., the salary was: 5 * 200 = 1000 rubles.

Performing work duties on holidays should not be in permanent form. This can only happen sporadically, with the registration of all conditions and procedures enshrined in the collective agreement and legal internal acts.

About overtime work, work on holidays and weekends - in this video.

Work on weekends according to the Labor Codenot allowed. However, there are some exceptions when employees may be required to perform work duties on weekends with or without their consent. We'll talk about them in our article.

Working on a day off according to the Labor Code of the Russian Federation

Every employee has the right to rest, which is reflected in the provisions of the Constitution of the Russian Federation. In Art. 113 of the Labor Code of the Russian Federation confirms the right of employees to rest on holidays and their days off. Involving them in additional work activities is possible if written consent to leave is obtained in advance. However, employees may refuse additional processing during non-working hours.

Work during additional hours must be documented accordingly. Necessary:

• obtain the employee’s written consent to go to work during holidays or weekends;
• familiarize the employee with the conditions of severance, including the right to refuse work in free personal time;
• notify the trade union body (if there is one);
• issue an order to perform overtime work, indicating the reasons, duration and persons involved.

Sometimes obtaining the employee's consent to perform work duties on weekends is not required. These are possible subject to the following conditions in accordance with Art. 113 Labor Code of the Russian Federation:

• if it is necessary to prevent the occurrence of unforeseen circumstances that could lead to catastrophic consequences, including accidents or damage to the property of the enterprise;
• the need to perform the work arose due to an emergency situation, including caused by a natural disaster or martial law.

An exception is made for pregnant women. They cannot be involved in such work (Article 259 of the Labor Code of the Russian Federation). Other categories of employees (disabled people, women with young children under 3 years old) are involved in overtime work only with their consent. It is prohibited to use it on weekends and by minors.

Possible options for attracting people to work in their free time must be specified in the collective agreement and other internal local acts.

You will learn information about the preparation of other local documents at the enterprise from the article “Agreement on collective liability - sample 2017” .

Working conditions on weekends and holidays

If there is a need for overtime work, management issues an order to involve employees who have agreed to perform the work. It records the start date for overtime work on weekends. In the event of emergency situations, going to work on weekends and holidays can also occur by verbal order of management (before the order is issued).

Work on weekends by disabled people or women who have children under 3 years of age is possible not only with their written consent, but also provided there are no medical contraindications to working overtime.

NOTE! If an employee works under a fixed-term employment contract lasting up to 2 months, it will not be possible to involve him in work on weekends without obtaining written consent, even in the event of an emergency (Article 290 of the Labor Code of the Russian Federation).

Pay for work on days off

Employees are entitled to compensation for the use of personal time spent working overtime. They have the right to make a choice:

• or take an additional day off and receive payment for work on a day off in a single amount;
• or agree to double monetary compensation based on the current tariff rate or for piecework payment (Article 153 of the Labor Code of the Russian Federation).

For those employees who are entitled to a fixed monthly salary, payment for work on weekends and holidays is made based on the daily or hourly rate, if the monthly working time standard (according to the Labor Code of the Russian Federation) is not exceeded. If the monthly working time limits are exceeded, payment for additional work on holidays and weekends is calculated at double the rate.

If an employee has requested time off, he must write a corresponding application.

The rules for calculating additional compensation for weekends and holidays do not apply to those whose regular schedule includes the possibility of working on holidays and weekends: employees with irregular working hours or shift work.

All additional conditions can be specified in the internal regulations on remuneration, the procedure for filling which you will learn from the article “Regulations on remuneration of employees - sample 2018” .

Sample consent to work on a day off

The forms of the document confirming the receipt of the employee’s consent to work extra time are not approved by law. Each enterprise has the right to develop its own form.

A sample of an employee’s written consent to work on weekends and holidays can be downloaded on our website.

Results

In some situations, work during periods intended for rest (holidays, weekends) is necessary to maintain the normal operation of the enterprise. However, in most cases, employees must voluntarily agree to perform work duties outside of normal working hours. Additional work on weekends is prohibited for certain categories of employees (pregnant women, minors).