How to accrue compensation for dismissal for an unused vacation
First calculate the average daily or hourly wages of the resigning employee. The rules for computing income established by article 139 of the labour code and by the regulations on the procedure for calculating the average wage.
As the settlement period, use the last three calendar months (unless the collective contract provides a different calculation period). The average daily wage is calculated by dividing the amount accrued during this period wages by the number of days worked.
Next, determine the period for which the worker is entitled to vacation. If a person has been in the organization for a year (which includes the vacation), then he's supposed to expire 28 days. According to paragraph 8 of the Rules on regular and extra holidays, full payment is expected from the employee who has worked for 11 months. If quitting has not worked that period, compensation will be paid in proportion to the number of months worked. Excess days, accounting for less than half of the month are excluded from the calculation, and the excess, is more than half, rounded to the nearest whole month (paragraph 35 of the same Rules).
Based on the amount of time worked, calculate the number of unused vacation days. If the year is supposed 28 days, then for 1 month of work accumulates 2.33 day of rest (28 days/12 months). On this basis it is easy to calculate that, for example, 5 months of labor must be compensated 11.65 vacation days.
For employees who have concluded a short-term contract for a period of up to two months, compensation is paid at the rate of two days per month of work.
Now calculate the amount of compensation. To do this, multiply the average daily earnings by the number of unused vacation days. For example, 250 * 11.65 = 2912.5. This is the amount of compensation.