The lawyer recalled the employee's right to additional pay when replacing colleagues who have gone on vacation.

The additional burden on an employee who is temporarily acting as a colleague on vacation requires separate registration and payment. This applies to any duties that are not specified in the employee's employment contract. This was announced on June 30 by Ekaterina Sorokina, deputy director of the Alternative legal organization.

"Since job responsibilities and remuneration are essential terms of an employment contract, the imposition of additional workload on an employee or the performance of functions not specified during employment can be regulated through internal co-employment with payment. In case of disagreement, an employee has the right to apply to the labor inspectorate or to the court," Sorokina explained in an interview with TASS.

She noted that in the summer, due to mass vacations, the workload on the remaining employees increases dramatically. Overtime work, including calls and texts after the end of the shift, is allowed only with the written consent of the employee, except in emergency situations. The first two hours of processing are charged at least one and a half times, the subsequent ones — at least two times. The right to rest is enshrined in the Labor Code, and an employee has the right to ignore work contacts outside of schedule, the lawyer added.

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Aygun Kurbanova, founder of the School of Career Management and president of the Association of Career Consultants, told Izvestia on June 21 that many job seekers prefer to postpone their job search until September, believing that the labor market practically freezes in the summer. However, such a strategy can deprive candidates of a number of advantages, the expert emphasized. According to the expert, competition among applicants traditionally decreases in June, July and August. Many professionals use this period to rest and recuperate after a busy working year, and some deliberately postpone a job change until the fall.