This year, Russians will have eight days of rest during the May holidays. However, such a schedule is provided only for employees of organizations working on a five-day week.
Rest on the May holidays 2020 with a six-day working week includes only five days off. Let's talk about this in more detail.
The project for the transfer of holidays and weekends in 2020 has been approved, so you can already plan your vacation this month.
How many rest on the May holidays in a 6-day work week?
The first of May this year falls on a Friday. Then, with a six-day week, we will have one working day on Saturday, May 2, then Sunday, May 3, after that, a working Monday, May 4, and then a day off on Tuesday, May 5, transferred from a holiday Sunday, January 5.
Rest days on the May holidays of 2020 with a six-day working week for employees of organizations working on such a schedule (as well as schoolchildren, students of higher educational institutions), do not include working Saturdays.
Therefore, Saturday 2 May and the day of rest on Monday 4 May, which is moved from the New Year's holiday Saturday 4 January, will not be days off in this case.
How much in total will they rest on the May holidays of 2020 with a 6-day working week? The next day off will be in three working days on May 9, it falls on Saturday. The Victory Day weekend will continue on Sunday May 10, but there will be no transfer of the day off from Saturday May 9 to Monday May 11 with a six-day period.
Thus, with a six-day working week schedule, we will have a total of five full days of rest on the May holidays.
According to the current legislation, the duration of work on the eve of holidays in this mode cannot exceed five hours. In 2020, with a six-day period, the pre-holiday shortened days will be Thursday April 30 and Friday May 8.
So, let's list the rest days for the May holidays in 2020 for the six-day working week: these are May 1, 3, 5, 9 and 10.
However, those who work according to the duty schedule will need to work on holidays (this category includes firefighters, some medical workers, security guards, employees of the Ministry of Emergency Situations and other organizations).
Now you know how to relax on the May holidays with a 6-day working week in 2020, and you can plan the upcoming days of rest at your discretion.
On Monday, May 11, a new working week will begin and there will be no holidays until the end of the month. And in total, in May we are waiting for two holidays, six days off and 23 working days (with a six-day period).
It is no secret to anyone that some employers instead of the usual five working days set a six-day working week for the team. For this reason, many are interested in a number of questions:
- What is the norm of hours per week with six working days;
- How is processing paid?
- What should be the duration of rest with such a work schedule;
- How are vacations calculated with a six-day work schedule;
- How to calculate the norm of working time;
- How to set a six-day work schedule in an organization.
The most common schedule options are either a 5-day work week or shift work (three days later). In both cases, one should be guided by the generally accepted norm of working hours per week - no more than 40 hours. The same applies to those who work on the "six-day work", and all hours that the employee has worked in excess of the norm must be paid at an increased rate, even if such features of the schedule were indicated in the employment contract in advance.
Below we consider the situation when the employer is obliged to make additional payments for overtime work:
Nikanorova S.I. works in an organization where the work schedule is set 6 days a week, the day off is Sunday. Her working day starts at 09:00. 00 min. until 17 o'clock. 00 min. On Saturdays, she works from 10 a.m. 00 min. until 14 o'clock. 00 min. Thus, she works out her weekly norm of hours (40 hours) already on Friday. Her hours on Saturday are considered overtime, despite the fact that the organization's local documents indicate the working hours.
In accordance with the Labor Code of the Russian Federation, she should be charged monthly additional payments for work in excess of the norm, but the manager does not do this. Nikanorova S.I. appealed to the Trade Union with a complaint about the lack of additional payments, and after checking the body found that the actions of the head Nikanorova S.I. are illegal.
Thus, all hours exceeding the weekly norm (40 hours) are overtime and are subject to mandatory compensation in a higher amount than the scheduled work time on weekdays.
Which regulations and laws should be guided by workers working on a six-day period, and employers planning to establish such a schedule:
- "Production calendar for 2017";
- Art. 100 of the Labor Code of the Russian Federation on working hours;
- Art. 91 of the Labor Code of the Russian Federation on normal working hours;
- Art. 111 of the Labor Code of the Russian Federation on holidays;
- Art. 152 of the Labor Code of the Russian Federation on overtime work.
Is it possible to establish a six-day work week with one day off and how to do it?
The legislation does not make any prohibitions regarding the formation of a work schedule in organizations: managers can establish both five-day or shift, and irregular modes. However, it should be remembered that, regardless of the schedule, there is only one norm of working hours per week - 40 hours. The rest of the work on weekends is paid at double the rate.
In order to avoid errors in the calculation, each company must maintain a time sheet, which will indicate all employees and the days on which they worked or rested. At the end of the reporting period, this document is submitted to the accounting department, and on the basis of it, the salary is calculated for each employee.
If the enterprise was organized only recently, then the working hours must be reflected in internal documents:
- collective agreement;
- Employment contracts (at the conclusion with employees);
- Rules of the internal labor schedule.
If the organization plans to switch from a five- to a six-day work schedule, it will either have to renegotiate employment contracts or draw up additional agreements to them. In any case, all documents must be properly executed and contain the necessary information, otherwise it will be considered a violation of labor laws.
Thus, when deciding to switch to a six-day work week, you need to consider several nuances:
- Changes should be made only with the written consent of all employees (Article 72 of the Labor Code of the Russian Federation). The only exceptions are cases when it is impossible to leave the previous work schedule due to technical or organizational reasons: then only the decision of the head unilaterally is sufficient (Article 74 of the Labor Code of the Russian Federation);
- The employer is obliged to notify his subordinates no later than 2 months before the transfer to a new mode of work, providing them with a notice to sign;
- Additional agreements are concluded with employees who agree to the new schedule. Those who do not agree must be offered suitable vacancies, and in their absence or refusal, employees are subject to dismissal under paragraph 7 of Part 1 of Art. 77 of the Labor Code of the Russian Federation, and they will have to pay a severance pay equal to the amount of two weeks of average earnings.
Important! The duration of an uninterrupted weekly rest should not be less than 42 hours with a six-day work schedule. Consider the correct example of compiling a daily routine:
Davydova O.M. works as an accountant in a company. Her working days from Monday to Friday last from 08:00 to 08:00. 00 min. until 16 o'clock. 00 min. On Saturday, she works from 08:00. 00 min. until 12 noon 00 min. Thus, she has 44 hours to rest until Monday, and the employer does not violate the law.
What if the organization has a five-day schedule, but employees periodically have to go to work on their days off? In this case, it is not necessary to draw up an additional agreement to the employment contract, because this is not a permanent mode of work, however, processing must be paid in any case. If desired, employees can use another option - ask their manager to provide time off, which is calculated at double the number of hours of processing.
How to calculate the norm of working hours with a six-day week of work with one day off: rules
There should not be any particular difficulties in calculating here - it is enough to remember that all time exceeding 40 hours per week must be paid accordingly. For the calculation, you should use the time sheet, while the maximum processing time per day cannot be more than 5 hours, even with an additional payment. What might be the exception:
- The employee remains to work in the organization on his day off for more than 5 hours on his own initiative;
- Exceeding the processing rate of 5 hours per day off is due to production needs, but this must be documented in case of verification.
If the organization has officially established a five-day week, but the employee had to go out on his day off, he can be compensated with a day off based on his application, which should contain the following information:
- Name of the enterprise, full name director;
- Essence: please provide another day of rest indicating a specific date for going to work on a day off (the date is also indicated);
- Compilation date and signature of the employee requesting time off.
In some organizations, there is a practice according to which, with the systematic admission of overtime, employees are granted time off without their applications. This is legally allowed, but such a condition must be reflected in the collective or labor agreement, or in the internal regulations of the enterprise.
As for vacations, the general calculation procedure is used here, regardless of what daily routine is set in the company. Their duration does not depend on the number of hours worked and must be at least 28 calendar days. An exception is the category of employees who are granted additional vacations: in this case, the duration of the vacation may be more than the norm regulated by the Labor Code of the Russian Federation.
The most important nuance in establishing a six-day working week is the correct execution of all documents reflecting the work schedule. If the employee initially got a five-day job, and after some time he had to switch to a six-day regime, and processing is not paid, he has the right to complain to the Trade Union or the State Labor Inspectorate, but collective complaints are most effective.
Working hours - the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with this Code, other federal laws and other regulatory legal acts Russian Federation refer to working time.
Normal working hours may not exceed 40 hours per week.
The procedure for calculating the norm of working time for certain calendar periods (month, quarter, year), depending on the established length of working time per week, is determined by the federal executive body that performs the functions of generating public policy and legal regulation in the sphere of labor.
(Part three was introduced by Federal Law No. 157-FZ of July 22, 2008)
The employer is obliged to keep records of the time actually worked by each employee.
Article 92. Reduced hours of work
Reduced working hours are set:
for employees under the age of sixteen - no more than 24 hours a week;
for employees aged sixteen to eighteen years - no more than 35 hours per week;
for employees who are disabled people of group I or II - no more than 35 hours a week;
for workers employed in jobs with harmful and (or) dangerous working conditions - no more than 36 hours a week in the manner established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.
(part one in ed. federal law dated 30.06.2006 N 90-FZ)
Students working hours educational institutions under the age of eighteen, working for school year in their free time from studies, cannot exceed half of the norms established by the first part of this article for persons of the corresponding age.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
This Code and other federal laws may establish reduced working hours for other categories of employees (pedagogical, medical and other employees).
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
Article 93. Part-time work
By agreement between the employee and the employer, part-time work (shift) or part-time work week can be established both at the time of employment and subsequently. The employer is obliged to establish a part-time working day (shift) or part-time working week at the request of a pregnant woman, one of the parents (guardian, custodian) who has a child under the age of fourteen (a disabled child under the age of eighteen), as well as a person exercising caring for a sick family member in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
When working on a part-time basis, the employee is paid in proportion to the time worked by him or depending on the amount of work performed by him.
Work on a part-time basis does not entail any restrictions for employees on the duration of the annual basic paid leave, the calculation of seniority and other labor rights.
Article 94. Duration of daily work (shift)
Duration daily work(shift) cannot exceed:
for employees aged fifteen to sixteen - 5 hours, for those aged sixteen to eighteen years - 7 hours;
for students educational institutions, educational institutions of primary and secondary vocational education those who combine study with work during the academic year, at the age of fourteen to sixteen years - 2.5 hours, at the age of sixteen to eighteen years - 4 hours;
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
for the disabled - in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
For workers employed in jobs with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum allowable duration of daily work (shift) cannot exceed:
with a 36-hour work week - 8 hours;
with a 30-hour work week or less - 6 hours.
The collective agreement may provide for an increase in the duration of daily work (shift) in comparison with the duration of daily work (shift) established by part two of this article for employees employed in work with harmful and (or) dangerous working conditions, subject to the maximum weekly duration of the worker. time (part one of Article 92 of this Code) and hygienic standards of working conditions established by federal laws and other regulatory legal acts of the Russian Federation.
(Part three as amended by Federal Law No. 90-FZ of June 30, 2006)
The duration of the daily work (shift) of creative workers of the media, cinematography organizations, television and video crews, theaters, theater and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with the lists jobs, professions, positions of these workers, approved by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations, may be established by a collective agreement, a local normative act, an employment contract.
(Part four was introduced by Federal Law No. 90-FZ of 30.06.2006, as amended by Federal Law No. 13-FZ of 28.02.2008)
Article 95
The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.
In continuously operating organizations and in certain types of work, where it is impossible to reduce the duration of work (shift) on the holiday day, processing is compensated by providing the employee with additional rest time or, with the consent of the employee, payment according to the norms established for overtime work.
On the eve of the weekend, the duration of work with a six-day working week cannot exceed five hours.
Article 96. Night work
Night time is from 22:00 to 06:00.
The duration of work (shift) at night is reduced by one hour without subsequent working off.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
The duration of work (shift) at night is not reduced for employees who have a reduced working time, as well as for employees hired specifically for work at night, unless otherwise provided by the collective agreement.
The duration of work at night is equalized with the duration of work in the daytime in cases where it is necessary for working conditions, as well as in shift work with a six-day working week with one day off. The list of the specified works can be determined by the collective agreement, the local normative act.
To work at night are not allowed: pregnant women; employees under the age of eighteen, with the exception of persons involved in the creation and (or) execution works of art, and other categories of employees in accordance with this Code and other federal laws. Women with children under the age of three, disabled people, employees with disabled children, as well as employees caring for sick members of their families in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation , mothers and fathers raising children under the age of five without a spouse, as well as guardians of children of this age, may be involved in night work only with their written consent and provided that such work is not prohibited to them for health reasons in accordance with medical advice. At the same time, these employees must be in writing aware of their right to refuse to work at night.
(as amended by Federal Laws No. 97-FZ of 24.07.2002, No. 90-FZ of 30.06.2006)
The procedure for work at night of creative workers of the media, cinematography organizations, television and video crews, theaters, theater and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with the lists of works professions, positions of these workers, approved by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations, may be established by a collective agreement, a local normative act, an employment contract.
(as amended by Federal Laws No. 90-FZ of 30.06.2006, No. 13-FZ of 28.02.2008)
Article 97. Work outside the established duration of working hours
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
The employer has the right, in accordance with the procedure established by this Code, to involve an employee in work outside the working hours established for this employee in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, a collective agreement, agreements, local regulations, employment contract (hereinafter referred to as the length of working time established for the employee):
for overtime work (Article 99 of this Code);
if the employee works on irregular working hours (Article 101 of this Code).
Article 98 - Federal Law of June 30, 2006 N 90-FZ.
Article 99. Overtime work
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
Overtime work is work performed by an employee at the initiative of the employer outside the working hours established for the employee: daily work (shift), and in the case of summarized accounting of working time - in excess of the normal number of working hours for the accounting period.
Involving an employee in overtime work by an employer is allowed with his written consent in the following cases:
1) if necessary, perform (finish) the work that has been started, which, due to an unforeseen delay due to the technical conditions of production, could not be performed (completed) within the working hours established for the employee, if failure to perform (non-completion) of this work may lead to damage or loss of property the employer (including the property of third parties held by the employer, if the employer is responsible for the safety of this property), state or municipal property, or endanger the life and health of people;
2) during the production of temporary work on the repair and restoration of mechanisms or structures in cases where their failure may cause a significant number of employees to stop working;
3) to continue work in the absence of a replacement employee, if the work does not allow a break. In these cases, the employer is obliged to immediately take measures to replace the shift with another employee.
Engaging an employer of an employee to work overtime without his consent is allowed in the following cases:
1) in the performance of work necessary to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, industrial accident or natural disaster;
In accordance with Federal Law No. 417-FZ of December 7, 2011, from January 1, 2013, in clause 2 of part three of this article, the words "water supply systems, gas supply, heating, lighting, sewerage," will be replaced by the words "centralized hot water supply systems, cold water supply and (or) water disposal, gas supply systems, heat supply, lighting, ".
2) when performing socially necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of water supply, gas supply, heating, lighting, sewerage, transport, communications;
3) in the performance of work, the need for which is due to the introduction of a state of emergency or martial law, as well as urgent work in emergency situations, that is, in the event of a disaster or threat of disaster (fires, floods, famine, earthquakes, epidemics or epizootics) and in other cases, endangering the life or normal living conditions of the entire population or part of it.
In other cases, involvement in overtime work is allowed with the written consent of the employee and taking into account the opinion of the elected body of the primary trade union organization.
It is not allowed to involve pregnant women, employees under the age of eighteen, other categories of employees in overtime work in accordance with this Code and other federal laws. Involvement in overtime work of disabled people, women with children under the age of three years is allowed only with their written consent and provided that this is not prohibited by them for health reasons in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation. At the same time, disabled people, women with children under the age of three, must be familiarized with their right to refuse overtime work against signature.
The duration of overtime work should not exceed for each employee 4 hours for two consecutive days and 120 hours per year.
It is the employer's responsibility to ensure that each employee's overtime hours are accurately recorded.
In January 2016, for a 6-day 40-hour week, the time norm in the production calendar is set to 19 days and 120 hours. In fact, when calculating by days, the time norm is 125 hours. This situation develops almost monthly, especially on days of transfers due to holidays, so that the time norms of the 5 and 6-day weeks do not even equalize for a year. What needs to be done for the 6-day week in January: approve the norm by order of the sanatorium time 125 hours or by the same order to reduce the length of working days so that the total is 120 hours? Or are there other options? Please give a specific answer, if possible, attach a sample order or give a link to it. Thank you in advance
Answer
Answer to the question:
A six-day work week with one day off is applicable under Art. 100 of the Labor Code of the Russian Federation. At the same time, in accordance with Art. 111 of the Labor Code of the Russian Federation, the general day off is Sunday.
The normal working hours for both the five-day working week and the six-day working week may not exceed 40 hours per week. This limitation is established by Art. 91 of the Labor Code of the Russian Federation.
An expert shares important information about labor rationing in the material at the link.
Article 95 of the Labor Code of the Russian Federation establishes that the above provision is equally applicable to both a five-day and a six-day working week.
At the same time, Article 95 of the Labor Code of the Russian Federation for a six-day working week introduces an additional restriction, according to which, on the eve of days off, the duration of work under this regime cannot exceed five hours. This rule is not dependent on the duration of the last week in the month.
Thus, with a six-day working week, the length of the working day on the eve of the day off should be five hours.
According to part 3 of Art. 91 of the Labor Code of the Russian Federation, the procedure for calculating the norm of working time for certain calendar periods (month, quarter, year), depending on the established length of working time per week, is determined by the federal executive body that carries out the functions of developing state policy and legal regulation in the field of labor. This procedure is established by the Order of the Ministry of Health and Social Development of the Russian Federation of August 13, 2009 N 588n.
In accordance with the specified Procedure, the norm of working time of a particular month is calculated as follows: the duration of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week of a particular month and from the received number of hours the number of hours in a given month is subtracted, by which the working time is reduced on the eve of non-working holidays.
Interesting information about Six day work week with one day off posted here.
The specified Procedure and are guided in the preparation of the production calendar. As can be noted, this Procedure is designed for a five-day working week, and for a six-day week, the procedure for calculating the hourly rate is limited by the norms of the Labor Code of the Russian Federation on a 40-hour working week, the transfer of holidays and the reduction of pre-holiday days, a day off on Sunday and five hours of work on Saturday.
The labor legislation did not establish the length of working hours for working days when establishing a six-day working week (except Saturday). Therefore, in practice, the following mode of operation is applied:
7 hours + 7 hours + 7 hours + 7 hours + 7 hours + 5 hours = 40 hours per week.
Based on this, the norm of hours should be calculated for a six-day week.
Due to the discrepancy between the alternation of working days and days off, the reduction of pre-holiday and the transfer of holidays, the norm of working time per month for a five-day and six-day working week may differ.
However, a production calendar that establishes the norm of working hours for certain calendar periods within the corresponding calendar year, is mandatory for any working hours. Therefore, the work schedule for a six-day working week must be drawn up in compliance with the monthly norm of working time, if the employee has not established a summary accounting with a longer accounting period.
Thus, the employer is not entitled to increase the norm of working hours established by the production calendar. In this situation, it is necessary to revise the work schedule in such a way as to reach the norm of hours: either reduce the number of working days, or reduce the length of the working day.
Since the length of the working day and the alternation of working and days off are established by the Internal Labor Regulations (hereinafter referred to as the PWTR), changes must be made to them. This can be done by issuing an order (in any form) to amend the PVTR. In addition, since there is a reference to the PWTR in the employment contracts of employees, they also need to be amended by concluding additional agreements.
Note: if an employee has a salary, and in accordance with your work schedule, he worked all the working days of the month (or other accounting period), then he must be paid the full salary.
Details in the materials of the System Personnel:
1. Regulatory framework: Labor Code of the Russian Federation
Article 91. The concept of working time. Normal working hours
Working hours - the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, relate to working time.
Normal working hours may not exceed 40 hours per week.*
The procedure for calculating the norm of working time for certain calendar periods (month, quarter, year), depending on the established length of working time per week, is determined by the federal executive body that performs the functions of developing state policy and legal regulation in the field of labor.
(Part three was introduced by Federal Law No. 157-FZ of July 22, 2008)
The employer is obliged to keep records of the time actually worked by each employee.
Article 95
The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.
In continuously operating organizations and in certain types of work, where it is impossible to reduce the duration of work (shift) on the holiday day, processing is compensated by providing the employee with additional rest time or, with the consent of the employee, payment according to the norms established for overtime work.
On the eve of the weekend, the duration of work with a six-day working week cannot exceed five hours.
Article 100. Working hours
The working time regime should provide for the duration of the working week (five-day with two days off, six days with one day off, working week with the provision of days off on a rotating schedule, part-time work), work with irregular working hours for certain categories of workers, the duration of daily work ( shifts), including part-time work (shifts), start and end time, breaks in work, number of shifts per day, alternation of working and non-working days, which are established by the internal labor regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, and for employees whose working hours differ from the general rules established by a given employer - an employment contract.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
Features of the regime of working time and rest time for transport workers, communications workers and others who have a special nature of work are determined in the manner established by the Government of the Russian Federation.
Article 111. Holidays
All employees are provided with days off (weekly uninterrupted rest). With a five-day working week, employees are provided with two days off per week, with a six-day working week - one day off.
The general day off is Sunday. The second day off with a five-day working week is established by a collective agreement or internal labor regulations. Both days off are provided, as a rule, in a row.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
Employers whose work can not be suspended on weekends due to production, technical and organizational conditions are provided with days off on different days of the week in turn for each group of employees in accordance with the internal labor regulations.
(As amended by Federal Law No. 90-FZ dated June 30, 2006)
Order of the Ministry of Health and Social Development of the Russian Federation of August 13, 2009 N 588n "On approval of the Procedure for calculating the norm of working hours for certain calendar periods of time (month, quarter, year) depending on the established working hours per week" (Registered in the Ministry of Justice of the Russian Federation on September 28, 2009 N 14900)
CALCULATION OF THE NORMS OF WORKING TIME FOR CERTAIN
CALENDAR TIME PERIODS (MONTH, QUARTER, YEAR)
DEPENDING ON THE SET DURATION
WORKING TIME PER WEEK
1. The norm of working time for certain calendar periods of time is calculated according to the estimated schedule of a five-day working week with two days off on Saturday and Sunday, based on the duration of daily work (shift):
with a 40-hour work week - 8 hours;
if the duration of the working week is less than 40 hours - the number of hours obtained by dividing the established duration of the working week by five days.
The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.
In accordance with Part 2 of Article 112 of the Labor Code of the Russian Federation, if a day off and a non-working holiday coincide, the day off is transferred to the next working day after the holiday.
In cases where, in accordance with the decision of the Government of the Russian Federation, a day off is transferred to a working day, the duration of work on this day (the former day off) must correspond to the length of the working day on which the day off is transferred.
The norm of working time calculated in this manner applies to all modes of work and rest.
Thus, the norm of working time of a particular month is calculated as follows: the duration of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week of a particular month and from of the received number of hours, the number of hours in the given month is subtracted, by which the working time is reduced on the eve of non-working holidays.
In a similar manner, the norm of working time for the whole year is calculated: the duration of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week in a year and from the number of hours obtained is subtracted by the number of hours in this year, by which the working time is reduced on the eve of non-working holidays.
2. The transfer of days off coinciding with non-working holidays, provided for by Part 2 of Article 112 of the Labor Code of the Russian Federation, is carried out by employers using various work and rest regimes, in which work in holidays not produced. This procedure for postponing days off coinciding with non-working holidays applies equally to work modes with both permanent days of the week fixed on the days of the week and sliding days of rest.
For employers whose suspension of work on non-working holidays is impossible due to production, technical and organizational conditions (for example, continuously operating production, daily services to the population, etc.), the transfer of days off provided for by Part 2 of Article 112 of the Labor Code of the Russian Federation is not carried out .
With respect and wishes for comfortable work, Yulia Meskhia,
Expert Systems Personnel
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The production calendar with a five-day and six-day working week differs not only in the number of working days. Holidays that fall on weekends are counted differently. Read how the 2018 production calendar is compiled with a six-day working week, how many working days and days off compared to a five-day work week. We also showed by example how regional holidays change the production calendar.
Production calendar with six days for 2018
A production calendar is needed not only for scheduling work. According to it, the norms of working time are distributed, vacation pay and travel allowance are calculated.
The usual weekends are joined by holidays, of which there are quite a few in the Russian calendar. If the holiday falls on a Saturday or Sunday, the rest period is extended. With a five-day and six-day working week, holidays are counted differently.
Holidays are taken into account on the basis of two regulations:
- Labor Code of the Russian Federation (Article 112),
- Government Decree (approved annually).
In the constituent entities of the Russian Federation, the authorities may adopt regional regulations, setting additional days off. We will talk about this below.
Article 112 of the Labor Code lists non-working holidays. This list is fixed and does not change:
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Nativity |
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Defender of the Fatherland Day |
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International Women's Day |
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Spring and Labour Day |
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Victory Day |
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Russia Day |
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National Unity Day |
If a holiday falls on a Saturday or Sunday, the holiday is moved to a business day. The transfer is carried out by the Decree of the Government. In 2018, holidays are postponed by Decree No. 1250 of 10/14/2017:
By this Decree, in 2018, with a five-day period, the holidays are postponed as follows:
- Saturday 6 January moved to Friday 9 March
- Sunday 7 January moved to Wednesday 2 May.
Another 3 days were reversed, after which Saturdays were made working, and Mondays were days off:
- Saturday 28 April and Monday 30 April
- Saturday 9 June and Monday 11 June
- Saturday 29 December and Monday 31 December.
For those who work six days a week, March 9, April 30, June 11, and December 31 will remain working days. Saturdays that coincide with holidays are transferred to these dates. And with a six-day week, Saturday is not a day off.
Let's show the difference with an example. On the Holiday of Spring and Labor, the weekend is as follows:
Before the holidays, the duration of the last working day is reduced by 1 hour. For workers on a six-day week in 2018, the shortened days will be February 22, March 7, April 30, May 8, November 3, December 31.
We have compiled a nationwide production calendar with a six-day week for 2018, taking into account all holidays:
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Q1 2018 |
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January |
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March |
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Q2 2018 |
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April |
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Q3 2018 |
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July |
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4th quarter 2018 |
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October |
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December |
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Weekend and holidays |
Working days in 2018 with a five-day and six-day working weekSee in the table how the number of days of work and rest differs in 2018 with a five-day and six-day week:
Hours for a six-day work weekDespite the greater number of working days, with a six-day working week in 2018, the hour rate does not increase. As with a five-day week, as well as a six-day week, the normal working time does not exceed 40 hours per week (Article 91 of the Labor Code of the Russian Federation). This means that the length of the working day with a six-day work should be less than with a five-day work. In a number of subjects of the Russian Federation there are more holidays. Labor law allows local authorities establish regional holidays. These are usually national, religious holidays or historical dates. Here are just a few examples:
Regional legislation determines not only holidays, but also the procedure for postponing holidays that fall on a non-working day. Due to such transfers, the number of days off differs in different regions of Russia. Let's look at the example of the Republic of Tatarstan, how this happens. In the Republic of Tatarstan, regional non-working holidays are established: The production calendar for 2018 in Tatarstan, taking into account holidays with a six-day period, includes additional days off:
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