Exit from childcare leave

After maternity leave and maternity leave, leave is granted for the care of the child. Moreover, such a vacation can be used not only by the mother, but also by the father of the child or other close relative. Such a vacation can be used either completely or in parts - until the child is one and a half years old or 3 years old, respectively. The labor legislation does not provide for a certain order, according to which it would be possible to interrupt the leave to care for a child. Legislation also does not establish the procedure for leaving care leave for a child.

In order to avoid unjustified conflicts with the authorities, it is necessary to coordinate with them in advance the time when you will leave the maternity leave. Better, of course, in advance and in writing to warn the authorities that you want to go to work, interrupting the maternity leave.

Usually the desire to interrupt maternity leave comes from a woman, this is her personal initiative. To go to work, a woman needs to write a statement in which she indicates that she wants to end the maternity leave and return to her work duties. The authorities express their consent in the following way: a visa is written on the woman's statement, which indicates that the woman can go to work. Personnel, referring to the statement, makes the necessary order to the necessary changes.

But it should be taken into account that if a woman does not fully take a maternity leave, she has the right to go on vacation again (until her child turns 3) to raise a child. If a woman who went to work has the need to take advantage of the remaining time of maternity leave, she gives the employer a written statement indicating her desire. In this case, the woman must necessarily retain the statement confirmed by the employer. The saved statement is a guarantee that a woman on leave for caring for a child who is not three years old will not be fired for a disciplinary offense, in other words, for absenteeism. Therefore, faced with a similar situation, you need to carefully draw up in writing any arrangements with the employer. It is desirable that there is a copy of the document on hand, whether it be an application or an order on which a visa is placed. After all, oral agreement has no legal force. Such an arrangement will exist as long as the employer wants, but as soon as it becomes inconvenient for him to adhere to such an arrangement, he will forget about it.

As a rule, while an employee cares for a child while on vacation, another employee is employed in her place, with whom the employment contract is concluded. Usually in such an employment contract or an order for admission to a certain position there is a clause in which it is said that the employee is recruited for work on a temporary basis.

Labor relations with a new employee terminate after the employee leaves the leave. It is worth noting that in a specific situation, the general rule that an employee should be warned in writing about the expiration of the employment contract three days prior to termination is not effective. The termination of the employment agreement is indicated by the order or the order of the employer, after which a corresponding entry is made in the employee's work record book.

Usually the last day of work of an employee who works under an employment contract and the employee's exit day that was on vacation coincide. Typically, this should be reflected in the time sheet, which the employee is at work.

Recall that in order to avoid conflict situations with the authorities, you must always clearly stipulate your own mode of operation. It is necessary to coordinate with the authorities the time when you will come to work when you finish work. Remember, all these nuances should be spelled out in the relevant document (this can be a separate agreement, an attachment to an employment contract, a special order), and signed by the authorities. If such documents are not issued in your company, then on your application the manager must issue a visa and sign "I do not mind".