Calculation of vacation days in 2019 - an example and a general algorithm for how vacations are calculated can be found in our article. And of course, find out if something has changed in this calculation since 2019.

How vacation time is calculated: basic rules

• when sending an employee on vacation and issuing vacation pay;
• payment of compensation for unused vacation with or without dismissal.

In both cases, the calculation of calendar days of vacation occurs according to the general scheme. It is based on the basic holiday rule, which is contained in Art. 115 of the Labor Code of the Russian Federation: for each year of work, an employee is entitled to at least 28 calendar days of basic paid leave. As a rule, just such a period of time is provided for rest for employees of most companies.

Vacation is extended for days of illness, performance of state duties, and in some other cases (Article 124 of the Labor Code of the Russian Federation).

• employees under the age of 18;
• municipal and civil servants;
• employees of the educational sphere;
• disabled people;
• employees of drug control bodies;
• investigators and prosecutors working in areas with a special climate;
• other categories of workers.

The organization can also set a different vacation duration by fixing this in a local document.

Study the nuances of granting additional holidays using the materials of our website:

• "Additional leave for irregular working hours" ;
• “The Supreme Court clarified how to calculate the duration of additional holidays” .

Thus, the first thing to do before calculating the calendar days for calculating vacation is to determine the length of service of the employee in the organization.

IMPORTANT! In general, a person can take a vacation for the first year of work in a new place after working for six months. But by agreement with the employer, you can leave to rest earlier. Rest for subsequent years is provided at any time according to the order of holidays established by the employer.

After the length of service has been calculated, it is necessary to determine how many days the employee is entitled to count on the vacation calendar. You need to proceed from the following: with a generally accepted 28-day vacation, provided in calendar days, for each month worked, an employee is entitled to 2.33 vacation days (28 days / 12 months).

Calculating vacation time

We start counting the length of service from the date the vacationer is hired. In other words, the calculation is carried out not according to calendar, but according to the so-called working years.

Example

For an employee who was employed on 04/11/2019, the first working year will be from 04/11/2019 to 04/10/2020, the second - from 04/11/2020 to 04/10/2021, etc.

When calculating vacation days for the worked period of an employee, we take into account the time when he:

• directly worked;
• actually did not work, but the position was retained for him;
• was on vacation at his own expense (but not more than 14 calendar days per year);
• was forced to skip work due to illegal dismissal or suspension;
• was suspended for failing a mandatory medical examination through no fault of his own.

The answer to the question of whether vacation days are excluded from the calculation of vacation pay is partly positive. So, we exclude from experience:

• vacation periods without pay over 14 days;
• "children's" holidays;
• absence from work without good reason.

Example

The employee was accepted into the organization on 07/11/2017 and worked until 03/21/2019 without vacation. He was ill from 02/12/2019 to 02/21/2019.

First, the number of months in the worked period is determined.

12 months (07/11/2017 - 07/10/2018) + 8 months and 10 days (07/11/2018 - 03/21/2019) - 10 days of illness = 20 months.

Number of vacation days: 28 / 12 × 20 = 46.67 days.

How to correctly calculate the vacation period if a holiday falls on it

In Art. 120 of the Labor Code of the Russian Federation, a rule is fixed, according to which non-working holidays falling on vacation are not included in the vacation itself. In practice, there are 2 options for calculating vacation days:

1. The vacation period is indicated by its start date and the number of calendar days. In this case, the employee leaves the vacation 1 day later.

Example

The leave was granted to the employee from 03/04/2019 for 14 calendar days. March 8 is a holiday, so he should start working not on March 18, 2019, but on March 19, 2019.

1. The vacation period is indicated by its start and end dates. In this case, the used days of rest are the days of the corresponding time interval minus holidays.

Example

The leave was granted to the employee from 03/01/2019 to 03/14/2019. There are 14 days according to the calendar. But due to the fact that the March 8 holiday falls on this period, the vacation is considered to be used in the amount of 13 days.

When calculating for a vacation in an incomplete month, one should also take into account the calendar days that fall on the worked period, and not just working (actually worked). So, holidays, as well as weekends that do not fall under the periods listed in clause 5 of the Regulation approved by government decree No. 922 of December 24, 2007, must be included in the calculation of vacation days as those that fall under the worked period .

Find out how to extend vacation for sick leave during vacation.

How to calculate vacation days in 2019 (example)

Let's give an example of calculating the days of the billing period for vacation in 2019, taking into account the above subtleties and nuances.

Let's say an employee got a job in a company on 06/17/2016.

During his tenure, he:

• was ill from 12/04/2016 to 12/12/2016 and from 02/12/2017 to 02/19/2017;
• took a vacation at his own expense from 04/07/2017 to 04/13/2017 and from 08/24/2017 to 09/13/2017;
• was on paid leave from 06/02/2017 to 06/22/2017, from 03/30/2018 to 04/19/2018, from 08/29/2018 to 09/11/2018.

From 01/15/2019, he decided to quit, having previously taken all the days that he did not use during his work.

When the billing period has not been fully worked out, the following formula is applied:

SDZ \u003d ZP / (29.3 × MP + KD),

MP - fully worked months;

CD - calendar days in an incomplete month.

The value of the CD is determined by the formula:

KD \u003d 29.3 / KDo × Kdr,

KDo - calendar days in a month not fully worked;

Kdr - calendar days in the same month attributable to the time of work.

Example

The employee worked in the company for 7 full months and 20 days in a month, the duration of which is 30 days, and before leaving he decided to take his vacation off. For the period of work, he was credited with 253,000 rubles. In this case, the average daily earnings will be:

SDZ \u003d 253,000 / (29.3 × 7 + (29.3 / 30 × 20)) \u003d 253,000 / (29.3 × 7 + 19.53) \u003d 1,126.30 rubles.

If by the time the vacation began, the employee had no earnings and working days, then the formula is applied:

SDZ \u003d O / 29.3;

O - official salary or rate according to the tariff (clause 8 of regulation No. 922).

Calculation of vacation in 2019: the total amount of vacation pay

Vacation pay is calculated according to the formula:

OTP \u003d SDZ × NDO,

SDZ - average daily earnings;

NPV is the number of vacation days.

Example

From 03/21/2019 to 04/17/2019, the employee was granted 28 days of vacation. The period from 03/01/2018 to 02/28/2019 has been fully worked out. An employee receives a monthly salary of 32,000 rubles. In December 2018, he received a bonus of 5,500 rubles. at the end of November 2018.

ZP \u003d 32,000 × 12 + 5,500 \u003d 389,500 rubles.

SDZ \u003d 389,500 / 12 / 29.3 \u003d 1,107.79 rubles.

OTP \u003d 1,107.79 × 28 \u003d 31,018.12 rubles.

NOTE! If errors are found in the calculation of vacation pay, they should be recalculated. In case of overpayment, it is necessary to withhold it from the employee’s salary strictly with his consent. If you don't pay, pay extra.

How to calculate vacation pay for the year if there are months in the billing period with no income or only with one that is excluded from the calculation? Actions here will depend on the availability of income in other periods:

• if it was available in the periods preceding the settlement period, then the calculation period is shifted to those months when the income was;
• if there was no income in the previous billing periods either, then the calculation is made according to the data for the days worked in the month of going on vacation;
• if there is no income in the month of going on vacation, then the calculation is performed from the salary (tariff rate).

For the first option, the formulas for calculating vacation pay will be the same as those given in the previous section.

• for the second option, from the terms shown in brackets, the one obtained as the product of the number 29.3 by the total number of months in the billing period will disappear;
• in the third option, the income will be replaced by the amount of the salary (tariff rate), and instead of the part that is contained in brackets, it will be necessary to use the number 29.3.

Vacation calculation: features

Bonuses that form part of the paid income are included in the calculation in a special manner, depending on:

• from the period with which their accrual is connected;
• grounds for accrual;
• the fact of taking into account the time of actual work when accruing.

These circumstances determine the possibility of accounting in income for premiums accrued in the billing period:

• monthly - in full, but only on one of several identical bases for accrual;
• accrued for a longer period - in full in respect of each of the indicators, if the period of its accrual is fully included in the calculation period, and with a calculation that provides for the allocation of a part corresponding to the number of months of the calculation period, if the latter is less than the period of accrual of the bonus;
• per annum - in full, if their accrual is related to the year preceding the year of calculation of vacation pay;
• when calculating which the time of work was taken into account - in full, but recalculated in proportion to the time worked in the billing period, if there was no such accounting when calculating the bonus.

And when calculating vacation pay, you need to take into account the increase in salaries in the organization. At the same time, vacation pay is calculated taking into account the multiplying factor.

NOTE! Recalculation of vacation pay, taking into account the multiplying factor, is carried out only if the salary increased simultaneously for all employees of the enterprise, department or branch (clause 16 of regulation No. 922).

Employees who perform seasonal work or are hired under an employment contract for a period of not more than 2 months, leave is issued in working days. The average daily income is calculated as follows:

SDZ \u003d ZP / LSH,

DSh - the number of working days for a six-day period.

The total amount is determined by the formula:

OTP \u003d SDZ × NDOr,

CHDor - the number of days of vacation provided in working days.

For each month worked, conscripts are entitled to 2 days of vacation (Article 295 of the Labor Code of the Russian Federation).

Example

Painter P. V. Soldatov was accepted into the organization for the period from 03/01/2019 to 04/08/2019.

According to the application, he was granted leave for 2 days - April 9 and 10 - with further dismissal. The salary of the employee under the contract amounted to 37,000 rubles.

The accountant calculated the number of days for calculation according to the six-day schedule. It is equal to:

SDZ \u003d 37,000 / 32 \u003d 1,156.25 rubles.

OTP \u003d 1,156.25 × 2 \u003d 2,312.50 rubles.

Results

Calculating vacation days and paying for it is easy. The main thing is to know the basic rules (and, as we see, they have not changed in 2019) and take into account some, for example, “holiday” nuances. The rest, as they say, is a matter of technique.

The severance pay calculator calculates in several stages. First, the number of calendar days of unused vacation is determined, for which the employee is entitled to compensation. The compensation amount is then calculated. To do this, you need to know the size of the average daily earnings of a resigning employee. By the way, if necessary, the calculator will help calculate the average daily earnings.

Calculation of compensation for unused vacation: formula

Compensation for unused vacation is calculated according to the following formula:

The number of unused vacation days, as a general rule, is determined as the product of the number of vacation days due to the employee for each month of work (annual vacation is divided by 12) by the number of months worked for a particular employer, minus vacation days already taken.

Pay attention to the fact that when calculating the number of months worked for the employer, there are some peculiarities (clause 35 of the Rules, approved by the NCT of the USSR on 04/30/1930 N 169). So, if an employee has worked less than half a month, then this month is excluded from the calculation, but if half or more, this month is taken into account as a whole. As explained to us in Rostrud, if there are 31 days in a month, then half is 16 days, and if there are 29 days in a month, then half is 15 days.

Compensation for unused vacation, if the vacation is granted in working days

For certain categories of employees, leave is granted not in calendar days, but in working days. For example, such employees include seasonal workers (Article 295 of the Labor Code of the Russian Federation), as well as employees with whom an employment contract for a period of up to two months (Article 291 of the Labor Code of the Russian Federation). So, compensation for unused vacation for these employees is calculated according to the same formula as for employees who are granted vacation in calendar days (see the formula above). However, the number of unused vacation days is calculated differently:

Deadline for payment of compensation for unused vacation

All settlements with the employee upon his dismissal by the employer must be made on the last day of work of this employee (Article 140 of the Labor Code of the Russian Federation). Accordingly, the employee must also receive compensation for unused vacation on his last working day.

Liability for non-payment of compensation for unused vacation

If the employer does not pay the retiring employee compensation for unused vacation, and the labor inspectorate finds out about this (for example, the employee writes a complaint), then the employer will be fined. The amount of the fine is (part 6, article 5.27 of the Code of Administrative Offenses of the Russian Federation):

• from 30000 rub. up to 50,000 rubles - for a legal entity-employer;
• from 10000 rub. up to 20000 rub. - for officials of the legal entity-employer;
• from 1000 rub. up to 5000 rub. - for individual entrepreneurs.

By the way, if the employer pays compensation for unused vacation, but in violation of the deadline, then along with this compensation, the employer is obliged to pay the employee another compensation - for delayed labor payments (Article 236 of the Labor Code of the Russian Federation). Its size can be calculated by ours.

According to the Labor Code, it is equal to 28 days. However, there are extraordinary situations when an employee is entitled to more or less vacation days.

In this case, fertile ground opens up for all sorts of manipulations on the part of your employer. In order to avoid unlawful violation of their rights, each employee must be aware of the scheme for calculating vacation days.

To begin with, it is worth stipulating when you have the right to request rest from your superiors. Labor legislation establishes that persons who have been involved in the enterprise for at least 11 calendar months have the right to annual.

Also, this period may be limited to six months with the loss of part of the vacation payments or, in exceptional cases (minority), a shorter duration.

Vacation experience

The specified time of the employee's labor activity is .

Vacation experience covers the entire time of active labor activity of the employee from the moment of employment or exit from the previous vacation.

For example, if you got a job / left your vacation on June 11, 2015 and decided to take a vacation from June 11, 2016, then your vacation period is calculated by the time interval between the specified dates.

At the same time, the vacation period, in addition to the time of actual employment, includes days, followed by or a period when the employee was forced not to work due to a medical examination that was delayed through no fault of his own.

What determines the number of vacation days?

Please note that the start of your vacation record starts from the day you get a job or from the day you leave your previous vacation, and not from the beginning of the calendar year.

Calculation of the number of vacation days

So. The formula for calculating vacation days includes the following data:

• the maximum number of vacation days to which an employee is entitled (set by the administration of the enterprise, but cannot be less than 28 days prescribed by law)
• vacation period in months (number of days worked between vacations)

During working period

In general, the formula for calculating vacation days looks like this:

maximum vacation days / 12 * vacation experience

Also Art. 120 of the Labor Code of the Russian Federation states that those that fall on your vacation are not included in the total number of calendar vacation days.

Employee S. has been working at the company since January 23, 2015 and took a vacation from April 22, 2016. In total, 15 working months are obtained. The maximum period of vacation days at the enterprise, according to the collective agreement, is calculated as 40 days. 40/12*15=50 (49.99…).

S. decides to take the vacation off in parts and takes 20 days of vacation (the minimum vacation period, according to the Labor Code, is calculated in 14 vacation days ). These 20 days include such holidays as May Day and Victory Day. In connection with these states, days off are established on the first, second and ninth of May. It turns out that S. should go to work not on May 12 - the expiration date of 20 calendar days from the first day of vacation - but on May 15, taking into account three non-working holidays .

Clause 2 of the letter of Rostrud dated December 24, 2007 N 5277-6-1 excludes the accrual of vacation days in proportion to the hours worked. This means that after 6 months of uninterrupted work, the employee must be given the opportunity to take the annual leave prescribed by the state (28 days).

After dismissal

A different situation arises when it comes to accrual.

In general, the calculation of the number of vacation days for this calculation is carried out by multiplying each month worked by 2.33 (taking into account the provision that the number of vacation days cannot be less than 28). The days when the employee was on vacation, if any, are deducted from the amount received.

The final formula looks like this:

vacation experience * 2.33 minus the number of vacation days used

An illustrative example:

The minor employee worked from June 21 to December 20. During this time, he used 14 days of leave for minors. To calculate the number of vacation pay, we use the formula: 6 * 2.33-14 \u003d 0. That is, the employee has used all his vacation days and is not entitled to claim vacation pay.

If you are entitled to additional leave

The legislation of the Russian Federation provides for the possibility of individual coordination of the time and number of additional vacation days with the administration of the enterprise (Article 116 of the Labor Code of the Russian Federation).

The following categories of workers are defined who are entitled to additional leave:

• workers engaged in hazardous production;
• employees with irregular working hours;
• astronauts;
• customs officials;
• employed in the medical field;
• mining industry workers;
• producing exploration and extraction of minerals;
• employees in conditions and equated to them.

Workers are aware of their right to, but at the same time, few people are familiar with the procedure for calculating the agreed type of vacation, as well as the number of days they can claim.

Moreover, in some cases, even personnel workers experience difficulties, especially if the employee’s working period is shifted for one reason or another. That is why, in order to avoid incidents when providing time off from the work process to the required extent, this issue is covered by law.

Legislative regulation of the issue

According to the norms determined by law, a worker can count on rest, both between shifts and weekly, and the annual basic one in the amount of 28 days in calendar terms on the basis of Article 115 of the Labor Code of the Russian Federation.

At the same time, in accordance with the norms enshrined in Article 116 of the Labor Code of the Russian Federation, if the working conditions at the enterprise deviate from normal or have some features, the worker is also entitled to, the size of which is approved by law.

In particular, in accordance with Article 117 of the Labor Code of the Russian Federation, if available, the minimum length of the period of release from labor duties is a full week, and on the basis of Article 119 of the Labor Code of the Russian Federation, 3 days. In the case of work in the northern regions, from 24 to 16 days, and for conditions that imply increased psychological stress or other features, up to 10 days, but already in proportion to the length of service worked.

At the same time, according to the norms reflected in the Letter of the Ministry of Labor No. 861-7, both the main vacation and the additional, in general, are annual holidays by summing up the indicated periods, taking into account some features reflected in the Letter of the Ministry of Labor No. 14-2 / ​​V-1045 and implying the provision time of legal absence from the workplace only for work actually carried out in the specified conditions.

But the main rest is calculated already on the basis of the norms enshrined in Rules No. 169, but taking into account certain circumstances. In particular, the length of employment at the enterprise for at least six months, the length of administrative rest for the calendar year and use, if it was granted. That is, according to Article 121 of the Labor Code of the Russian Federation, only periods during which the employee directly worked or was released, for example, during illness, will be taken into account.

Working hours

In accordance with Article 122 of the Labor Code of the Russian Federation, rest is provided to each worker annually, but taking into account the planned rest periods reflected in the priority schedule.

At the same time, for the first year of employment, an employee can count on a vacation of a full duration equal, in accordance with Article 115 of the Labor Code of the Russian Federation, 28 days in six months , but again, taking into account the schedule. But for the second and subsequent years, the time of release from duties is provided already without taking into account the worked period, respectively, also on the basis of the schedule.

At the same time, in a number of cases, stipulated in the Labor Code of the Russian Federation, the annual right to temporary exemption from labor duties may be granted to an employee even before the expiration of six months . In particular, the management of the company is obliged to satisfy the employee's request for unscheduled rest in the following situations:

The law also allows the possibility of issuing annual leave for ordinary employees who do not belong to privileged categories, but only in agreement with the management, for example, in the event of family problems and for a period that can be calculated in proportion to the hours worked.

What is a billing period

Within the framework of the law, a billing period is a certain length of time, which is taken into account for the implementation of accruals or other actions.

For example, the billing period for vacations is a calendar or working year, depending on what this concept is used for. Suppose, for calculating vacation pay, the last 12 months are taken into account, for which the actual average earnings are calculated in accordance with Article 139 of the Labor Code of the Russian Federation.

In turn, when calculating the days of release from work, this indicator is calculated in a completely different way, moreover, some difficulties may arise in determining it. In particular, according to Article 121 of the Labor Code of the Russian Federation, the length of service granting the right to annual rest includes the following periods:

At the same time, according to Article 121 of the Labor Code of the Russian Federation, the length of service, on the basis of which the number of days is calculated, does not include the following days:

• time spent on maternity leave;
• suspension from the performance of duties is already the fault of the worker, for example, in connection with the failure to undergo a periodic medical examination. examination or termination of a license or other documents, for example, the same driver's license.

Also, according to the Letter of the Ministry of Labor No. 14-2 / ​​B-1045, the time of release from work duties, which is due in addition to the already existing annual one, is provided only for the time of employment precisely in conditions that deviate from the norm, and on the basis of which the agreed days are provided. That is, in fact, the length of the agreed vacation will not be the same 7 days, but possibly less if the employee was sick during the year or used part of the main rest.

Counting order

In fact, calculating the amount of annual leave does not cause any particular difficulties, given that you just need to determine from which calendar date to count 28 days. At the same time, if one of the holidays specified in Article 112 of the Labor Code of the Russian Federation occurs during the rest, the period of release from work will be extended, respectively, by the number of holidays.

But the calculation of additional time for release from work duties has its own nuances. In particular, for starters, the working days of the worker are taken into account, that is, from the moment of admission to the day the rest is provided. Then, days of incapacity for work, if any, as well as other periods of absence from the enterprise, for example, the same administrative leave, are excluded from the agreed period of time.

If the worker was employed for a full year corresponding to 12 months, then the allowance is granted in full, for example, for 7 days.

If the employee was absent for two months, then the rest is respectively provided only for 10 months, by making the following calculations:

• 7 / 12 = 0,58;
• 0,58 * 10 = 5,8.

At the same time, if during the calculation the day turns out to be incomplete, rounding is applied , which in this case will lead to 6 days of rest.

Incomplete billing period

According to the norms determined by Article 115 of the Labor Code of the Russian Federation, the time of release from work is issued in full equal to 28 calendar days after six months of employment, taking into account weekends and sick days.

At the same time, in accordance with Article 121 of the Labor Code of the Russian Federation, the period granting the right to legal rest does not include :

That is, if a worker was absent for several months during the year due to the use of the above time intervals, the working period, which begins its countdown from the moment of employment, is shifted by a number of days equal to the absence.

For example, an employee was admitted to the company on February 17, 2015, during the period from 2015 to 2016. vacation was used in full, and for the period from 2016 to 2017. rest according to the schedule was to be granted in January. At the same time, during the working year, the worker used the right to exemption from work duties at his own expense equal to 2 months, which automatically led to a decrease in the total time for calculating leave by 45 days and, as a result, to a reduction in annual rest time.

Example

For each month of employment, a worker is entitled to an average of 2.33 days of legal rest based on the following calculations:

• 28 days is divided by the calendar number of months equal to 12: 28 / 12 = 2,33.

If the employee is granted leave in full, then, accordingly, the above calculation is not made due to the fact that it is not necessary.

If the working period of the employee is reduced, for example, by one and a half months, then the following actions should be taken:

• 12 — 1,5 = 10,5
• 10,5 * 2,33 = 24,46.

At the same time, in accordance with clause 35 of Regulation No. 169, less than half of the surplus is excluded, which ultimately leads to the length of the annual rest equal to 24 days.

Before the decree

In accordance with Article 260 of the Labor Code of the Russian Federation, an employee in a special position before childbirth or immediately after them, as a measure of additional support, was granted the right in full and without taking into account the length of service worked in the company. That is, in fact, a woman is given rest in advance, which in some cases can lead to some difficulties.

In particular, if there is employment for only 4 months, the employee, when going on maternity leave, will receive the right to rest for 28 days, while, based on the period worked, she is entitled to only 9 days:

• 4 * 2,33 = 9;
• 28 -9 = 19.

At the same time, given that a woman is provided for childbirth, which, according to the norms of Article 121 of the Labor Code of the Russian Federation, is included in the total time of employment to calculate the duration of the period of release from work, 140 days will be added to the already existing 4 months and, in general, will amount to 8.

Thus, by the time she goes on leave before giving birth, the woman will be given 19 days (28 - 9) in advance, but at the end of the sick leave, the difference between the actually earned and provided vacation on a preferential basis will already be 9 days:

• 8 * 2,33 = 18,64 = 19;
• 28 — 19 = 9.

That is, in fact, when leaving, a woman will have to work only 4 months to cover the difference between the vacation provided in advance and the time actually worked, after which she will have the right to an annual vacation in a general manner.

For the rules for granting the right to annual periods of release from work, see the following video:

Decided to take a break from everyday work? This is not a problem if you have enough days "in reserve" for this. It is much more difficult to make an accurate calculation of a vacation that has not been used for years. Let's take a closer look at how to determine the legally required rest time.

Legal aspects

Vacation care

If you have worked for more than six months in a row, you are legally entitled to well-deserved rest days (Article 122 of the Labor Code). However, there are also exceptional cases when an employee has the right to go on vacation earlier, for example:

• when taking parental leave (before or after it);
• at the request of a minor employee;
• when an employee adopts a baby.

Billing period

Fundamental in this matter is the determination of the period of time between all the employee's holidays, which is commonly called "settlement". And it is calculated as the total number of all calendar days minus weekends. As a rule, an employee divides his legal vacation into several parts, but this does not affect the length of the billing period in any way: it is always counted from the day the first vacation starts.

Let's understand this concept clearly with an example:

The employee has been officially employed at the enterprise since July 2014. In May, he takes the first half of his vacation, and leaves the second half for November. The settlement period is determined from July 2014 to May 2015. Since April 2015, there is a countdown for vacation for the subsequent period. If we translate this into rest days, the employee receives 2.33 vacation days per month, defined as the ratio between the minimum vacation duration (28 days) and the number 12 (months in a year).

Important: the billing period does not include time off, sick leave, and free vacation for more than 14 days.

Calculation of vacation days

The formula is used for calculation: DO = Kmes * Code, where:

• TO - determined vacation days;
• Kmes - the number of months actually worked by the employee;
• Code - legally required rest days (we calculated them above and got a value of 2.33).

If the employee, for a good reason, temporarily did not fulfill his labor duties (he was on sick leave, on free leave, etc.), the formula for calculating vacation days will look like this: TO = Code * Rpm, where Rpm is a monthly calculation period ( based on actual hours worked). Such a scheme is used to determine the duration of both the main and extraordinary holidays.

Tip: to date, a huge number of online assistants have been developed that can easily cope with any calculations, including helping to determine the number of vacation days.