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Sick leave in Russia

Maternity, paternity and parental leave in Russia

Adoption leave in Russia

Other leaves in Russia

Public holidays in Russia

Support your team with compliant time off policies in Russia

Leaves and time off in Russia

If you want to attract and hire workers in Russia, you must understand the leaves and time off policy in Russia. The country has a structured system covering paid leave, sick leave, parental leave, public holidays, adoption leave, and several forms of special-purpose leave. These rules are established to protect workers, support families, and ensure that employees have time to rest and recover when needed.

For employers, especially those unfamiliar with Russian labour laws, managing time off can feel complex at first. The rules are detailed, and each type of leave has its own requirements for duration, payment, documentation, and employee eligibility. Once you understand the structure, however, the system becomes manageable.

In this guide, we will explore the main types of paid leave available in Russia, how each one works, and what employers need to consider when managing requests and payments. Whether you are a growing global company, a local business, or a new employer entering the Russian market, this overview helps you stay compliant while supporting your employees with fair and well-organised policies.

Annual paid leave in Russia

Annual paid vacation is a central part of leaves and time off in Russia, and every employee receives this entitlement as part of the employment relationship. The Labour Code sets clear rules for how much paid time off employees receive, how it should be paid, and how unused leave is handled.

Standard paid leave entitlement in Russia

Employees receive 28 calendar days of paid leave each year, which is equal to 20 working days. This is the baseline for full-time employees across Russia. Workers begin accruing leave from their first day of employment, and full leave entitlement is usually available after six months of work unless the employer chooses to allow earlier use.

Employees may split their annual leave into separate periods, but at least one period must be 14 consecutive days, giving employees a meaningful break each year. The remaining days can be taken as single days or in small groups of days, depending on what the employee and employer agree.

Extra leave for specific categories in Russia

Some individuals are entitled to additional paid leave based on their work conditions or special status. These include:

Teachers and university staff.
Workers under 18 years old.
Employees working in the Far North or equivalent regions.
Employees exposed to hazardous or dangerous conditions.
Workers with irregular work schedules as defined in their employment contract.

The number of additional days varies depending on the classification. For example, employees in the Far North receive up to 24 extra calendar days due to extreme working and living conditions.

Vacation pay rules in Russia

Vacation pay is determined by calculating the employee’s average earnings over the previous 12 months. Employers must pay this amount at least three days before the start of the leave period, ensuring employees have their funds before they take time off.
Failure to pay on time can result in penalties and requires the employer to reschedule the leave unless the employee agrees otherwise.

Carryover of unused leave in Russia

If an employee cannot take their annual leave due to work needs, unused days may be carried forward for 12 months. Employers should avoid delaying leave for too long, since employees have the right to rest and recover each year. In some cases, labour inspectors may intervene if employees consistently do not receive annual leave.

Sick leave in Russia

Employees in Russia have the right to take time off when they are ill or injured. Sick leave in Russia is supported by the Social Insurance Fund, which works together with employers to compensate employees during medical-related absences.

Eligibility and documentation of sick leave in Russia

Employees must provide a medical certificate issued by an authorised healthcare provider. This document confirms the illness and specifies the number of days the employee is unable to work. Employers cannot deny sick leave when proper documentation is provided.

Who pays for sick leave in Russia?

Sick leave payments are split between the employer and the Social Insurance Fund:

The employer pays the first three days of sick leave.
From the fourth day onward, the Social Insurance Fund provides the allowance.

This system aims to reduce the financial burden on employers while ensuring employees receive continued income during illness.

Sick leave pay in Russia

The level of payment depends on the employee’s total years of service and average earnings. Employees with longer service records receive a higher percentage of their average wages.

While the law caps daily allowance amounts, companies may choose to pay above the statutory minimum. Many employers in Russia calculate their internal payments using a sick leave calculator to keep the process consistent and transparent.

Extended sick leave in Russia

Extended sick leave Russia applies when an employee requires a longer recovery period, such as after surgery or during long-term medical treatment. Medical authorities may issue extended certificates, and the Social Insurance Fund continues to provide allowances as long as documentation remains valid.

Sick leave to care for a child or relative Russia

Employees may take sick leave to care for a sick child or a dependent family member. Payment rules differ depending on the age of the child and whether the illness requires inpatient or outpatient care.

Maternity, paternity and parental leave in Russia

Russia offers a comprehensive system of protections for pregnant employees, new parents, and legal guardians. These leave entitlements form a major part of maternity, paternity, and parental in Russia, and they are established to support families financially and ensure parents can care for their children without fear of losing their jobs.

As an employer, understanding these rules helps you with workforce planning, risk management, and maintaining compliance during extended employee absences.

Maternity leave in Russia

Maternity leave begins before childbirth and continues afterward, giving mothers time to prepare for delivery and recover. The standard duration of maternity leave in Russia is 140 calendar days, divided into two equal parts:

70 days before childbirth.
70 days after childbirth.

The duration of maternity leave increases in specific circumstances. In the case of a complicated birth, maternity leave rises to 156 days. If the employee is expecting more than one child, the leave can extend to 194 days. These extended periods reflect the additional medical attention and recovery time needed in these situations.

How maternity allowance is calculated in Russia?

A key element of Russia maternity leave policy is the maternity allowance, which provides income while the employee is away from work. Maternity allowance is paid by the Social Insurance Fund, not the employer. The amount is based on:

The employee’s average earnings for the two calendar years before the year maternity leave begins.
The number of maternity leave days granted.
The maximum annual and daily allowance limits set by law.

To calculate the maternity allowance, authorities determine the employee’s average daily earnings over the previous two years, subtracting any excluded periods such as previous sick leave. The figure is then multiplied by the number of maternity leave days.

Additional one-time maternity payments in Russia

Women who register with a medical provider before the 12th week of pregnancy may receive a small additional benefit. This payment encourages early prenatal care, which is important for the health of both the mother and the child.

Childbirth allowance in Russia

In addition to maternity allowance, employees are entitled to a one-time childbirth allowance equivalent to 18,886.32 RUB starting from 1 February 2021. This is also paid by the Social Insurance Fund and is granted after the child’s birth. Families often use this payment to cover early childcare expenses or hospital-related costs.

Childcare leave in Russia

After maternity leave ends, employees may take childcare leave until the child reaches three years old. Many people refer to this extended period informally as Russia’s maternity leave (3 years), but the law treats maternity leave and childcare leave as separate entitlements.
Childcare leave can be used by the mother, the father, or another legal guardian. It is flexible, and employees may return to work early if they choose.

Payment for childcare leave in Russia

Childcare leave is divided into two periods:

Birth to 18 months: During the first 18 months, the employee receives a monthly allowance from the Social Insurance Fund. The allowance amount is linked to the employee’s average earnings, but it is capped at a maximum amount set by law each year.
18 months to three years: This second stage is unpaid, but the employee retains full job protection. Employers must keep the employee’s position available or offer a comparable one when the employee returns.

Work during childcare leave in Russia

Employees may return to work part-time while still receiving childcare leave allowance from the Social Insurance Fund. This arrangement helps parents’ transition back to employment while continuing to receive support for childcare.

Paternity leave in Russia

Although Russian labour law does not formally define a separate category for paternity leave, fathers still have several rights connected to the birth of a child.

Fathers may take up to five days of unpaid leave immediately following the birth of a child or take paid parental leave if they become the primary caregiver. The father of the child has the right to share parental leave with the mother.

In practice, some employers choose to offer paid paternity leave as part of their benefits package, but this is voluntary and not required by law.

Parental leave in Russia

Russia’s parental leave is available to either parent or to a legal guardian who is caring for the child. This leave begins after maternity leave ends and continues until the child reaches 18 months. During this time:

The parent receives a monthly allowance from the Social Insurance Fund.
The leave can be taken by either parent or shared between them.
Parents may alternate who receives the allowance if their situation changes.

If the family decides that one parent will stay home longer, childcare leave can continue until the child turns three years old, though payments stop after 18 months.

Job protection during parental leave in Russia

One of the strongest elements of maternity, paternity and parental in Russia is job security. Employers are required to keep the employee’s position open or offer a role equivalent in duties and pay. Employees cannot be dismissed during maternity leave, parental leave, or childcare leave except in cases where the company is undergoing full liquidation.

Returning to work in Russia

Employees returning from leave have the right to resume their duties without any reduction in compensation. Employers may offer part-time or flexible working arrangements at the request of the returning parent, and many do so to support the transition back into the workplace.

Adoption leave in Russia

Employees who adopt a child also receive significant protections. Adoption leave in Russia grants leave from the day of adoption until 70 days after adoption of one child and 110 days after adoption of two or more children.

The allowance and rules mirror maternity leave, and a female adoptive parent may choose to replace adoption leave with maternity leave for the same duration.

Adoptive parents may then take childcare leave until the child reaches three years old. Adoption laws Russia ensure that adoptive families receive the same financial support and job protection as biological families.

Other leaves in Russia

Besides annual paid leave, sick leave, and parental leave, employees may also access several special forms of non-statutory leaves in Russia. These leaves help employees manage major life events, pursue education, or respond to family situations.

Bereavement leave in Russia

In Russia, bereavement leave gives employees five days of paid leave following the death of a close family member. Some employers choose to offer additional support through their internal policies.

Study leave in Russia

Employees enrolled in higher education at accredited institutions may take 40 days of paid study leave during the first two years of study or 50 days of paid study leave in later academic years.

This study leave Russia allows employees to prepare for examinations or complete academic requirements without losing income.

Military leave in Russia

Military leave supports employees whose family members serve in the military. Employees who have a spouse or parent killed or seriously injured during service may take up to 14 days of unpaid leave each year.

Additional leave and time-off benefits in Russia

Many employers go beyond statutory leave requirements by offering extra paid days off. Examples include:

Extra vacation days based on years of service.
Birthday leave.
Mental health or wellbeing days.
Company-wide holiday closures.

These benefits help employees maintain a healthy work-life balance and reduce burnout, which is especially important in high-demand sectors.

Public holidays in Russia

Russia celebrates several national public holidays each year. These are days when employees are generally not required to work unless they receive special holiday pay.

Below is the list of public holidays in Russia for 2026.

January to 5 January 2026.

New Year Holidays

7 January 2026.

Orthodox Christmas Day

8 January 2026.

Orthodox Christmas Holiday

23 February 2026.

Defender of Fatherland Day

8 March 2026.

International Women’s Day

1 May 2026.

Spring and Labour Day

9 May 2026.

Victory Day

12 June 2026.

Russia Day

4 November 2026.

National Unity Day

When do public holidays move to weekdays in Russia?

Russia often shifts holidays that fall on weekends to the next weekday. This is done to ensure employees still receive a full day off. Every year, the government issues an official decree confirming which holidays are moved and what working days are rescheduled. These adjustments are usually announced toward the end of the previous year.

Examples of holidays that commonly shift include New Year holiday days, Defender of Fatherland Day, International Women’s Day, and Victory Day.

Employers should review the government’s annual calendar, as the holiday schedule can slightly change from year to year.

Typical employer practices for holiday pay in Russia

During official public holidays in Russia:

Employees should not work unless absolutely necessary.
If an employee must work on a holiday, the employer must pay double the regular rate or provide a compensating day off.
Holiday pay rules apply to all employees, regardless of tenure or contract type.
Work schedules may be adjusted in weeks that include holidays to reduce weekly hours, especially for shift workers.

Some companies also give additional days off around New Year due to extended public celebrations, although this is optional.

Support your team with compliant time off policies in Russia

Managing leaves and time off in Russia requires careful attention to the regulations around annual leave, sick leave, maternity and parental entitlements, public holidays, and other additional leave categories available to employees. When these rules are applied correctly, they provide strong support for workers while giving employers a reliable framework for planning schedules and staffing.

When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they are entitled to, and your business will be protected from risk.

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