The expert recalled the prohibition of forced leave when idle

An employer cannot force an employee to take a vacation during an idle period. This was announced on April 27 by Maria Kutarova, Associate Professor of the Department of Business, Labor and Corporate Law at the Presidential Academy.

"It is impossible to forcibly send an employee on vacation during downtime: in this case, the time must be paid in the amount prescribed by law," she said in an interview with TASS.

The expert noted that administrative liability is provided for violating the procedure for granting vacations. According to her, being forced to take a vacation without pay or violating an approved schedule can result in a fine.

Kutarova explained that the terms of the annual paid leave are determined by the schedule, which the employer approves no later than two weeks before the beginning of the calendar year. At the same time, the employee must be notified of the upcoming vacation two weeks in advance.

According to the expert, if the vacation is scheduled and the employee is notified within the prescribed period, he does not have the right to refuse to rest. However, an employer cannot unilaterally change the schedule and send an employee on vacation outside of pre-approved dates.

Voyaging behavior: family tourists began to save on a May vacation

They are trying to save the budget for a long summer vacation.

Tatiana Golubev, senior lecturer at the RANEPA Department of Business, Labor and Corporate Law, said on April 17 that the May holidays, which fall during the period of annual paid leave, increase the actual rest time, but are not subject to payment. According to the expert, if an employee takes a vacation starting on May 1 for 14 calendar days, he will rest for 16 days due to the holidays. However, only 14 days will be paid.