Russian law prohibits forcing employees into vacations against their will

Russian labor law ensures that employees retain the right to all earned vacation days regardless of how much time has passed. Contrary to common corporate misconceptions, unused leave does not "expire." This legal standing is supported by Article 127 of the Labor Code of the Russian Federation, the Ministry of Labor, and Constitutional Court Ruling No. 38-P dated October 25, 2018. Compensation and Monetization Rules The ability to exchange vacation days for cash is strictly limited. While employees are entitled to full compensation for all accumulated unused leave upon termination of employment, the rules differ during active employment: Basic Leave: The standard 28-day annual leave cannot be replaced by monetary payments while the employee remains with the company; it is compensated exclusively upon dismissal. Additional Leave: Only additional days-granted for irregular working hours, hazardous conditions, or work in the Far North-may be monetized during employment. Scheduling and Legal Obligations The primary mechanism for managing leave is the vacation schedule, which employers must approve by December 17 and present to all staff for signature. While this document is binding for both parties, there are no legal mechanisms allowing an employer to force an employee into vacation against their will.