Employees who work on public holidays from January 1 to January 8 and those who clock in on weekends are entitled to a higher rate of pay, effectively earning double their standard wage. This point was communicated to the Prime Minister’s Office by a statistician from a leading Russian academic institution, the Russian University of Economics, specifically from the GV Plekhanov program. The expert cited is Olga Lebedinskaya, an associate professor in the Department of Statistics.
The expert highlighted a key provision in the Labor Code of the Russian Federation, drawing attention to Article 153, which outlines the rules for increased wages on weekends and during holidays. The article is routinely applied by employers to ensure that workers who perform tasks on non-working days receive appropriate compensation beyond their regular earnings.
According to the discussion, the structure of the standard workweek can vary. In addition to the conventional five-day workweek, some organizations implement six-day cycles or even longer shifts that stretch to twelve or twenty-four hours. In such arrangements, days off may be distributed irregularly across the week, with the most important factor being that the worker’s time off is recognized on a weekly basis where possible.
Hours actually worked on weekends or holidays, ranging from zero to twenty-four hours, are compensable when they constitute part of a scheduled working day. This means that if a portion of a shift falls on a holiday or a weekend, those hours are paid at the applicable enhanced rate as defined by labor regulations.
At the same time, the guidance notes a specific caveat: if an employee leaves their job voluntarily and without a formal certification, the employer is not obligated to provide additional leave or supplementary payments beyond what is already due under the standard terms of employment. This caveat underscores the importance of proper documentation and the contractual conditions that govern termination or departure from a position.
In practice, this framework requires clear record-keeping and transparent calculations. An employer is expected to ensure that workers receive the correct holiday and weekend compensation when the work schedule includes non-standard hours or days. Conversely, if the separation occurs without formal paperwork, the employer’s obligation to grant extra leave or bonuses diminishes and may be limited to the amounts stipulated by the existing employment contract.
Legal experts emphasize that wage calculations linked to public holidays and weekends should align with the actual hours worked and the schedule adopted by the employer. When the calculation date coincides with a holiday, some practitioners argue for timely wage settlements to avoid later disputes. If delays occur, the responsible party may incur liability for unpaid wages or interest for each day beyond the due date, as dictated by applicable labor regulations and the statistical interpretation of payroll timelines.
For workers, understanding the interplay between holiday pay, weekend allowances, and the conditions surrounding termination can help prevent confusion during payroll processing. It is advisable for both employees and employers to maintain thorough records of shifts, days off, and the precise hours worked on non-working days. This practice supports accurate compensation and helps resolve potential disputes efficiently, without resorting to protracted negotiations after the fact.
Overall, the principles set forth in Article 153 and related provisions aim to protect workers while providing employers with a framework to administer complex schedules. The objective is to ensure fair compensation for time actually worked on holidays and weekends while balancing the needs of organizations that operate on extended or nontraditional timetables. Proper compliance rests on clear agreements, precise timekeeping, and diligent adherence to the statutory requirements that govern holiday and weekend pay across different types of work arrangements.