Can an employer refuse to grant a long-serving employee a full-time vacation on the grounds that the employee has not worked the required amount of time in the working year?
No, this is a violation.
In accordance with the Labour Code and the Law on Vacations, an employee is entitled to vacation time proportionate to the time worked only if he or she has been employed for less than six months.
After six months of continuous employment, an employee is entitled to a full-time leave of absence. Annual leave for the second and subsequent years of employment may be granted to an employee at any time during the relevant working year.
The order of granting holidays is determined by schedules approved by the employer in agreement with the elected body of the primary trade union organisation and communicated to all employees. When drawing up the schedules, the interests of production, personal interests of employees and their recreational opportunities are taken into account.
The specific period of annual leave within the limits established by the schedule shall be agreed between the employee and the employer, who shall notify the employee in writing of the date of commencement of the leave no later than two weeks before the date established by the schedule.
The specific period of annual leave within the limits established by the schedule shall be agreed between the employee and the employer, who shall notify the employee in writing of the date of commencement of the leave no later than two weeks before the date established by the schedule.
The Law ‘On the Organisation of Labour Relations under Martial Law’ significantly restricts the rights of employees, especially those of critical infrastructure. Therefore, additional unjustified restrictions are unacceptable.
To protect your rights, you can contact the trade union’s online reception. A specific trade union employee will work with your request and provide you with all the necessary legal support.
