A human resources consultant clarified that an employer may legally refuse to grant vacation time to an employee who is being dismissed, and this stipulation can be included in the employment agreement that governs the worker’s rights and obligations. This interpretation has been reported by RT.
The consultant stressed that the outcome in such cases often hinges on the company’s holiday schedule and the timing of the requested leave. When vacation periods are already slated and approved through prior planning, the process tends to proceed without friction, since both sides have agreed on a timetable.
Conversely, if the employee did not initiate a conversation about time off and did not take vacation days while still at work, the manager may reserve the right to decide, based on operational needs, whether to approve or deny the requested leave during the dismissal process.
There is also a potential ground for refusal that can appear if the employment contract imposes a clause requiring two weeks of work without a vacation before the employee exits the company. In such scenarios, the worker’s right to take leave explicitly depends on the contract’s wording and the timing of the departure.
The expert noted another circumstance that can limit leave rights: a dismissal for failure to perform duties can stand as a legitimate reason to deny vacation at the end of employment, even if the worker had planned time off previously. This aligns with common legal expectations that performance and duty adherence factor into final compensations and benefits decisions.
Historically, Crimea, Sochi, and Altai have emerged as popular summer vacation destinations, illustrating how regional factors and seasonal demand can influence both employee preferences and company vacation planning. In practice, this means employers may better coordinate approvals when these destinations are involved in peak travel times, reducing clashes between staffing needs and employee requests. This broader context helps explain why some workplaces implement more rigid policies around end-of-employment leave, particularly during high-traffic vacation periods, and why employees should engage early with management to avoid conflicts later on. The evolving landscape of workplace leave rules continues to balance the rights of workers with the operational requirements of the business, aiming for fair treatment on both sides.