Understanding Leave, On-Call Requests, and Emergency Duty Rules
General labor guidelines state that an employee should grant written permission before being asked to work while on leave. Valentina Zakharenkova, who oversees the Legal Labor Inspectorate within the Moscow Federation of Trade Unions, highlighted this principle. In practice, asking someone to work on a day off without proper authorization is not automatically a disciplinary violation, and it does not alone trigger penalties. The key factor is how the request is handled and whether there is a clear, documented permission process in place.
The rights of workers in such situations hinge on safeguarding their involvement in the decision. If an employee feels pressured to report for work on a day off, even if they disagree with the request, they have recourse. The employee can reach out to the union organization, the prosecutor’s office, and the state labor inspectorate, if such an office operates within the company’s jurisdiction. These bodies can help assess whether the request complies with labor laws and whether proper procedures were followed.
There are circumstances when an employer may require an employee to work without consent. In emergency situations, when the situation poses an immediate threat or when the completion of critical safety tasks is necessary to mitigate the consequences of a disaster, industrial accident, or natural disaster, workers may be called to duty without prior agreement. Such calls typically reflect urgent operational needs and considerations of public safety, but they still should be managed through clear protocols and documentation.
There is also guidance about compensation for night shifts. When employees work through the night, from 22:00 to 06:00, compensation should be increased. The higher rate commonly equates to at least a 20 percent increase relative to the standard hourly tariff or the salary calculated per hour of work, ensuring that late-hour labor is adequately remunerated.
These conversations about leave, on-call duties, and emergency mobilization are part of a broader framework that aims to protect workers while allowing organizations to respond effectively to urgent needs. Employers are encouraged to communicate policies clearly, obtain proper approvals, and document all deviations from the normal schedule. Workers should be aware of their rights to consult with unions or oversight bodies when questions or disputes arise about how and when they are asked to work while on leave or during emergencies.
In everyday practice, the balance between operational requirements and employee rights requires ongoing dialogue. By fostering transparent processes, both sides can prevent misunderstandings and ensure that any deviations from standard schedules are justified, properly authorized, and fairly compensated. The overall objective is to maintain safety, productivity, and fair treatment for all workers, whether they are on leave, on night shifts, or facing emergency assignments.