Nikerova Yu. A., senior scientific editor of the journal "Salary"

This material continues the cycle of publications about guarantees for working parents.

Dear readers, you are probably already accustomed to the fact that in the magazine we often publish materials devoted to any one topic. This allows you to consider all the nuances of the chosen topic and remove all related questions.

This case is no exception. We bring to your attention the material, which consists of two parts - theoretical and practical.

In the first part - you will familiarize yourself with it now - we will talk about the procedure for granting parental leave and the assignment of the appropriate allowance and their documentation.

You can read the second part of the material in the next issue of the magazine. It will present an algorithm for calculating the allowance for caring for a child up to one and a half years old and, using numerical examples, show how to calculate the allowance in a given situation.

Normative base

Employees who are parents of young children are entitled to parental leave until the child reaches the age of three. This right is guaranteed to them by Article 256 of the Labor Code.

Conventionally, leave to care for a child up to three years can be divided into two periods:

• parental leave until the child reaches the age of one and a half years;

leave to care for a child from one and a half to three years.

The conditional division of the leave into two parts is only relevant for the purposes of paying state social insurance benefits. From the point of view of labor relations, this is one leave, and the legal status of the employee is the same in both cases.

Leave to care for a child up to one and a half years

Care allowance. From the date of granting parental leave until the child reaches the age of one and a half years, the employee at the place of work receives the appropriate monthly allowance. It is established by Federal Law No. 81-FZ of May 19, 1995 “On State Benefits for Citizens with Children” and is paid at the expense of the FSS of Russia.

When assigning a monthly allowance for child care, an employer, in addition to the above law, must be guided by:

• Federal Law No. 255-FZ of December 29, 2006 “On Compulsory Social Insurance in Case of Temporary Disability and in Connection with Motherhood”;
• The procedure and conditions for the appointment and payment of state benefits to citizens with children, approved by order of the Ministry of Health and Social Development of Russia dated December 23, 2009 No. 1012n (hereinafter referred to as the Procedure for the appointment and payment of child benefits).

Compensation in the amount of 50 rubles. A person who is on parental leave is entitled to another monthly payment - compensation in the amount of 50 rubles. It is established by Decree of the President of the Russian Federation of May 30, 1994 No. 1110 and is paid by a commercial organization - at the expense of employer, budget institution- at the expense of budgetary funds. This procedure is specified in the Decree of the Government of the Russian Federation of November 3, 1994 No. 1206. Read more about this payment in the article “ Compensation in the amount of 50 rubles to a young mother"("Salary", 2009, No. 10).

Leave to care for a child from one and a half to three years

For the period of leave to care for a child from one and a half to three years at the place of work of an employee at the federal level, no benefits have been established at the expense of the FSS of Russia.

Employees on parental leave under three years of age, as mentioned above, receive a monthly compensation from the employer in the amount of 50 rubles. The payments established by the regional authorities are received by citizens through the social protection authorities.

Who is entitled to parental leave and monthly allowance

Features of the legislation. Parental leave is granted in accordance with labor legislation. Only citizens working under an employment contract can apply for it.

But the circle of recipients of the monthly allowance for child care is much wider. Among them, in addition to employees working under labor contracts, students studying full-time, the unemployed.

For the employer, the following is important. He can grant leave and assign a monthly allowance only to an employee with whom he has concluded labor contract. An employee who is on parental leave may work part-time and receive benefits.

Parental leave for a part-time partner. One of the readers asked a question to the forum of the website of the magazine "Salary" www.zarp.ru: can a part-time worker take parental leave until he reaches the age of three years at each place of work? Or, if such leave is provided to him by the employer at the main place of work, he must take leave at the place of part-time work without saving wages or quit altogether?

A part-time job, like any other employee, has the right to take parental leave (parts 1 and 2 of article 256 of the Labor Code of the Russian Federation). In the application, he can indicate any duration of such leave, for example, up to one and a half or up to three years. Accordingly, the employer is obliged to provide the part-time worker with this leave.

As for the monthly benefit for caring for a child until he reaches the age of one and a half years, an external part-time worker can receive it only from one of the employers, as well as lump sum at the birth of a child. Article 13 for each place of work federal law dated December 29, 2006 No. 255-FZ “On compulsory social insurance in case of temporary disability and in connection with motherhood” allows you to pay only benefits for temporary disability and for pregnancy and childbirth.

Change of caregivers

An employee who is on parental leave is allowed to use it in whole or in part (part 2 of article 256 of the Labor Code of the Russian Federation). If necessary, all family members working under an employment contract can sit with the child in turn. But the simultaneous granting of parental leave to several family members is excluded (decree of the Constitutional Court of the Russian Federation dated February 6, 2009 No. 3-P).

Example 1

The parental leave, the right to which arose on February 18, 2010, was decided to be used in turn by P.P. Samotsvetov (father) - an employee of JSC "Volzhsky Yantar", E.V. Samotsvetova (mother) and V.M. Efimova (grandmother) - employees of LLC "Stone Fairy Tale".

How should parental leave be granted to the indicated persons if E.V. Samotsvetova (mother) asked to be given the said leave for three months (from February 18 to May 17), P.P. Samotsvetov (father) - for a month (from May 18 to June 17), and V.M. Efimova (grandmother) - from June 18 until the child reaches the age of three?

Solution

AT this case there are no periods during which several family members would be on parental leave at the same time. All relatives of the child who asked for leave are in labor relations with employers. Thus, each of them at the place of work can be granted leave according to their statements. During the period of vacation, relatives are entitled to receive at the place of work a monthly allowance for child care and a monthly compensation in the amount of 50 rubles.

Documentation of parental leave and the appointment of a monthly allowance

Let's move on to the execution of the documents necessary to provide the employee with parental leave and the assignment of appropriate payments.

Documents submitted by the employee

Leave documents for child care, which the employee must submit to the employer:

• an application for parental leave until the child reaches the age of three years (or a shorter duration);

a copy of the child's birth certificate;

• a certificate from the place of work of the second parent of the child that he does not use the specified leave.

Documents for assigning payments. The list of documents required for the appointment of a monthly allowance for child care is specified in paragraph 54 of the Procedure for the appointment and payment of child allowances. Among them are the documents listed above. The provision of additional paperwork depends on each specific case. Usually the list is supplemented by the birth documents of the previous child (children).

All requests in one application. The employee has the right in one application to express a request:

on granting him parental leave;

• the appointment of a monthly allowance for child care and monthly compensation in the amount of 50 rubles.

A sample document is shown below.

Documents to be issued by the employer

Based on the employee's application for parental leave, the employer issues an appropriate order. One of the options for issuing such an order is to design it in any form.

A sample order is shown below.

You can read about the use of unified forms in the preparation of primary accounting documents in this issue in the article ""Primary" in any form."

Start date of parental leave

The law does not establish a specific day from which parental leave is granted. The employee has the right to independently decide when and for how long to apply for such leave (clause 46 of the Procedure for the appointment and payment of child benefits). Obviously, the said leave cannot be granted during the period of maternity leave. This, in particular, is confirmed by the decision of the Federal Antimonopoly Service of the West Siberian District of August 21, 2006 No. Ф04-2846/2006 (23662-А46-34). The judges pointed out that the legislation does not provide for the imposition of maternity and parental leave for up to one and a half years. The right to parental leave arises from the day following the day of completion of the maternity leave.

In turn, the employee can also interrupt maternity leave. Read more about this possibility in the article ""Children's" holidays: a choice".

Since we are talking about the start date of parental leave, let's talk about the day it ends.

End date of parental leave

When does parental leave end? When should an employee return to work after such a vacation? Similar questions from readers regularly come to the editors of the magazine "Salary".

Employer approves by order both the start date and the end date of parental leave. The basis for issuing an order is the application of the employee and the necessary documents.

The employee determines both the start date and the end date of parental leave. So, he can ask for leave immediately after the end of the maternity leave, for example, until the child reaches the age of one and a half years. The employee must return to work on the first working day after the end of the vacation. In our case, this is the first working day after the child reaches the age of one and a half years. Specialists of the Ministry of Health and Social Development of Russia agree with this approach.

Also, going to work should be correlated with the work schedule of the employee. If he works in shifts, then the day he returns to work after the end of the parental leave for him will be the first working day according to the schedule.

Example 2

An employee of Kosmeya LLC A.P. Romashkina is on parental leave until the child reaches the age of three. When should an employee whose child turns three on July 30, 2010 return to work - July 29, July 30, or August 2? The employee works according to the schedule of a five-day work week.

Solution

The answer to a similar question was given by N.Z. Kovyazina, Deputy Director of the Department of wages, labor protection and social partnership of the Ministry of Health and Social Development of Russia in the journal "Salary", 2010, No. 5. Leave to care for a child until he reaches three years old ends on July 30, 2010. Mom can spend this day at home. She should go to work the day after the baby's birthday - August 2.

Filling out the time sheet

Childcare leave in the time sheet (form No. T-12 or T-13) is reflected in the letter code of the coolant or the digital code 15.

If an employee who is on parental leave working on a part-time basis. In this case, at the same time, information about the leave for care and the number of hours worked must be entered in the time sheet.

Note that the unified form of the time sheet does not allow it to reflect all the information necessary to record working time for such employees, since information for each employee can only be placed in two lines, marking:

in the first - about appearances and non-appearances;

in the second - about the hours worked.

The third line is missing to reflect the period the employee was on parental leave. Therefore, we recommend changing the time sheet, supplementing it with the necessary third line.

Example 3

Photographer of Obektiv LLC O.I. Horizontova, while on parental leave, works part-time from Monday to Thursday for 4 hours (from 8.00 to 12.00), and on Friday - 2 hours (from 8.00 to 10.00). How will the time sheet according to O.I. Horizontal for the first half of June?

Solution

In June 2010, the time sheet will be completed as follows (a fragment of the document completed for the first half of the month is given below).

Changes in the form of the time sheet must be approved by order of the head of the organization (part 3 of the Procedure for the use of unified forms of primary accounting documentation, approved by the Decree of the State Statistics Committee of Russia dated March 24, 1999 No. 20). At the same time, two forms of the time sheet can be approved: unified - to record the working hours of the bulk of employees and supplemented by the required number of lines - to record the working hours of employees who work in a special mode.

Care leave and seniority

Parental leave time:

• not included in the length of service, giving the right to an annual basic paid leave (paragraph 2, part 2, article 121 of the Labor Code of the Russian Federation);
• not taken into account in the early appointment of an old-age labor pension.

The period of being on leave to care for a child is included in the general and continuous work experience and in the work experience in the specialty (part 5 of article 256 of the Labor Code of the Russian Federation).

It is also taken into account in the insurance period for calculating benefits for temporary disability, for pregnancy and childbirth (clause 2 of the Rules for calculating and confirming insurance experience to determine the amount of benefits for temporary disability, for pregnancy and childbirth, approved by order of the Ministry of Health and Social Development of Russia dated February 6, 2007 No. 91).

Warranties upon dismissal

For the period of parental leave, the employee retains the place of work (position) (part 4 of article 256 of the Labor Code of the Russian Federation), that is, it is impossible to dismiss such an employee at the initiative of the employer. This guarantee applies to both main employees and part-time employees.

An exception may be the termination of the employment contract at the initiative of the employer upon liquidation of the organization or termination of activity by the employer - individual(Clause 1, Part 1, Article 81 of the Labor Code of the Russian Federation).

The Labor Code (LC) of the Russian Federation provides for parental leave for workers raising minors. Such a period of exemption from participation in labor activity is a social guarantee, as well as part of measures to increase the birth rate in Russia.

Labor law

The right to receive preferential leave from business is enshrined in Article 256 of the Labor Code. It says the following:

“At the request of a woman, she is granted parental leave until the child reaches the age of three. The procedure and terms for state social insurance during the period of the specified vacation are determined by federal laws.

The legislator does not link the privilege with the degree of kinship. The only factor influencing receipt is the fact of care. According to the text of this paragraph, the following can declare the provision of rest:

• a woman who is the mother of a baby;
• his father, grandmother or other relative.

Important! Other relatives are entitled to a preferential absence from the duty station only if the mother is employed.

In addition to biological parents, this preference applies to adoptive parents. This is stated in the 257th article of the Labor Code. Adoptive parents are given preference in the same manner as parents and other relatives. The right to receive a grace period for retirement comes from the day after the end of disability due to pregnancy and childbirth.

Attention! Foster parents are not entitled to preferences, as well as educators from foster families. Download for viewing and printing:

Duration

Article 256 has one limitation - the age of the child. This means that after three years, this benefit cannot be counted on. There are no other restrictions in the legislation. Therefore, the worker has the right to demand:

• the entire term;
• parts.

Clue! It is allowed to interrupt and apply for a benefit until the child's third birthday as many times as necessary.

Due to the fact that vacation pay upon receipt of this labor preference depends on the age of the baby, a misleading impression is created about the very period of retirement.

People believe that two different ones are drawn up:

• up to one and a half years;
• from 1.5 to 3 years.

This is a wrong opinion. Rest is granted only once. At the same time, the period is limited to three years of the child. The employee has the right to interrupt and resume rest at his own discretion.

Advice! In large families, it is taken by the relative who has the highest salary. The indicator affects payments up to one and a half years.

Do you need on the subject? and our lawyers will contact you shortly.

About the amount of vacation pay

Maternity is divided into two parts, differing in amounts and made dependent on the age of the minor:

• the first part is paid until the child is 1.5 years old;
• the second allowance is compensatory in nature and is assigned from one and a half to three years.

The amount of vacation pay is determined by a special formula that takes into account the average daily income of the recipient for two years by the date of application. In fact, 40% of the specified indicator is charged.

In addition, there are rules and restrictions associated with counting:

• the lower limit is determined by the indicator of the minimum wage (minimum wage);
• the upper one is limited by the maximum base of contributions to the Social Insurance Fund, established by the Government of the Russian Federation for a certain year.

From one and a half years to three mothers in a fixed amount - 50 rubles. In this case, temporary absence from work is allowed to be interrupted and resumed.

Reference! It is not allowed to calculate vacation pay in amounts that go beyond the established threshold limits. Download for viewing and printing:

Calculation formula

The amount of payments is determined by the following formula:

Rp \u003d D x 30.4 × 40%,

• Rp - the required amount;
• D - the value of the average daily income, calculated over two years.

Important: the average daily income is calculated taking into account the following factors:

• annual earnings before taxes, which excludes the following amounts:
• care allowance;
• number of days in a year, excluding the time:
• being on sick leave;
• absenteeism related to children;
• forced paid downtime.

Example

• The application for the provision of rest to care for the baby was received on 03/12/2017. Two years of earnings are taken into account:
  • 2016 - 700 thousand rubles. (cannot exceed 718 thousand rubles);
  • 2015 - 650 thousand rubles (limit - 624 thousand rubles).
• During the period indicated, the applicant twice took sick leave for a total of 24 days:
  • number of days to calculate the average daily income:
    1. 365 + 366 - 24 = 707.
• Amount to be paid:
  • (624 thousand rubles + 700 thousand rubles) / 707 days x 30.4 × 0.4 \u003d 22,772.05 rubles.

Registration procedure

The law establishes an initiative procedure for temporary retirement. Therefore, the employee must herself declare the desire to receive it. This is done in writing in the form of an application. The algorithm for granting benefits is as follows:

1. The employee writes an application, indicating in the paper the start and end dates of the rest time.
2. Appeal must obtain an executive visa. The head has no right to refuse to provide.
3. After approval, the package is sent to the personnel department.
4. On its basis, an order is created, a copy of which is sent to the accounting department for organizing payments.
5. The personnel officer makes special marks in the T-2 form.

Clue! Mom must sign the order. She is provided with the first copy with the signature of the head and details (number and date of publication) for review. If necessary, the employee is given a copy of the order.

How to write an application

To the will of the workers are presented general rules personnel management. They write him:

1. on a blank sheet of paper
2. following the format:
   • header in the upper right corner:
     • addressee data in the format position, surname and initials;
     • own data (name is written in full);
   • name of the appeal "Statement" in the middle of the sheet with a capital letter;
   • the essence of handling in compliance with three-centimeter margins:
     • leave request:
       • an indication of which one “to care for a child until he is three years old”;
       • start number;
     • request for an allowance;
   • application list;
   • signature and date.

For information! Part-time workers must apply for each place of employment. Maternity pay is paid by only one employer.

Application List

A minimum of paperwork is required to receive paid time away from the workplace. These include the following:

• the above application;
• a copy of the birth certificate of the baby;
• a certificate from the mother’s place of work stating that she continues to work, if issued to another relative.

Important! The application must indicate the desire to receive payment. Money is not automatically credited.

What is written in the order

The personnel order must fully describe all changes in labor relations with the employee. It should include the following items:

1. legislative basis: relevant article of the Labor Code;
2. type of recreation provided;
3. start and end dates;
4. instructing the accounting department to make payments:
   • up to one and a half years;
   • compensation in the amount of 50 rubles up to the third birthday of a minor;
5. the basis for issuing the order: the appeal of the worker.

In addition, the document must be drawn up on a form containing information about the details of the company (in the header). The signature of the head is placed between:

• the title of his position (on the left);
• surname with initials (on the right).

Many firms develop rules, according to which the document must be endorsed by such specialists before the head:

• accountant;
• lawyer;
• immediate supervisor.

Clue! The employee is obliged to put a signature on the administrative document and the date of familiarization (coinciding with the date of registration).

When to go to work

Legislation limits only the period of rest associated with caring for a son or daughter. Norms do not prohibit returning to work earlier than the agreed time.

Therefore, the release day will be:

• following after the third birthday of the baby;
• any before the specified date at the discretion of the woman.

Clue! If an employee decides to take a second parental leave while on the previous one, then they draw it up from the next working day after the third birthday of the first baby.

How is vacation interruption processed?

The exit to work of an employee is accompanied by the issuance of an order. The vacationer must submit an appropriate application. On its basis, an order is drawn up. There is no special form for it.

You must provide the following information:

1. position given to the vacationer:
   • the one she left with;
   • equivalent;
2. start date of the service;
3. cancellation of the order issued earlier (in case of early exit).

Clue! The employee is introduced to the original under the signature. Copies are sent to:

• to accounting;
• direct supervisor (relevant for large enterprises);
• if necessary, to the employee.

Dismissal during the holiday period

It is legally prohibited to terminate an employment contract while an employee is at home with a newborn. However, there are exceptions to this rule. Dismissal likely:

1. on the personal initiative of the vacationer (of her own free will);
2. due to liquidation of production;
3. due to the termination of the activity of an individual entrepreneur.

Need to remember! After the dismissal of the employee of her own free will, the payments stop. If the employer was the initiator, then the FSS pays benefits.

Dear readers!

We describe typical ways to resolve legal issues, but each case is unique and requires individual legal assistance.

For a prompt resolution of your problem, we recommend contacting qualified lawyers of our site.

Decree

For prenatal and postnatal time, a woman is issued a certificate of incapacity for work. It is the basis for obtaining a special type of maternity leave (M&M). A decree is issued on the basis of:

• statements of the worker;

Reference! A woman in labor has the right not to interrupt her labor activity.

When sick leave is issued

There is a regulation on the provision of disability certificates to pregnant women. The doctor conducting the observation does not have the right to deviate from his strict rules, which provide for the time for issuing the decree:

1. at the 30th week in the usual case;
2. on the 27th parturient women living in territories contaminated with nuclear waste;
3. on the 28th for women expecting twins;
4. on the 22nd - 30th week with premature birth.

For information: a woman in labor can work during disability. But then she won't get paid.

How many days is issued

The prenatal and postnatal periods are established by Article 7 of Law No. 81-FZ of May 19, 1995 and depend on:

• the state of the body of the woman in labor;
• the severity of the birth process;
• the number of fruits.

Table of the number of days provided in different situations

Reference! The adoptive mother of the baby is provided only with a post-natal decree (according to the data from the table).

How is the clearance

For an official absence from the duty station associated with the appearance of the baby, future mom must:

• declare the desire to retire from business in writing;
• attach a certificate of incapacity for work to the application;
• provide a certificate of early registration (for the appointment of a lump sum payment).

The application is written in the personnel service. The specialist must issue a receipt on acceptance of the package of documents. After the papers are approved by the head, an order is drawn up. The order specifies the following conditions:

• period;
• number of entry into service;
• maintaining a job for a woman;
• instructing the accounting department to calculate and issue benefits for BiR.

Reference! A woman in labor has the right to postpone the start of the grace period. However, the end is not postponed to a later time.

How much pay generic

The administration of the enterprise is obliged to pay sick leave in full:

• within ten days after submission;
• single transfer;
• in the amount of 100% of the average monthly earnings.

When calculating, the accountant adheres to the following rules:

1. The calculation takes into account the income for two years to the date of application. Special periods are excluded from the number of days (described above).
2. The lower threshold for the amount of benefits is limited by the minimum wage. It is used if the income is very small.
3. The upper limit is set based on the maximum base for accruing contributions to the FSS. Earnings exceeding this indicator are not taken into account.

Important! The money can be received within six months from the date of the end of the period of incapacity for work. The consequence of missing this time is the opportunity to receive the due amount only on the basis of a court decision.

Video about what you need to know about parental leave.

The birth of a child is not just a joyful event for every family, it is a great responsibility and new worries for inexperienced parents. Since a newborn constantly requires special undivided attention and supervision, there is a special benefit for women in labor - every mother is provided with a mandatory leave to care for a child up to 3 years.

What is parental leave?

In order to be able to take care of a newborn baby, mothers are given preferential leave, during which they receive social benefits (this provision is regulated by the first part of Article 167 of the Labor Code).

Standard parental leave lasts up to 3 years, this period can be used in full, or can be divided into parts. Often situations arise when a mother simply needs to go to work before the end of her vacation, in which case another family member - dad, grandmother, grandfather (according to the second part of article 167 of the Labor Code) can take over the duties of caring for the newborn.

No less often, reverse situations arise - when the mother cannot resume her main work activity in a timely manner due to the poor health of the baby. Often sick children require special care, so the government went to meet young families, and every mother has the opportunity to extend parental leave for another three years (until the baby reaches the age of 6 years).

Women who have adopted children from orphanage, standard leave is also provided until the child reaches 3 years of age (Article 168 of the Labor Code).

The time spent on vacation up to 3 years of the crumbs is counted in the total length of service, and is also recorded in the continuous length of service and the length of service in their specialty. A woman retains a job with a fixed salary (according to the sixth part of Article 167 of the Labor Code). The same rule applies to any other family member who takes on the responsibility of caring for the baby. As for leave until the child reaches 6 years of age, the second 3 years of it are not counted as work experience, but the job remains, though without wages.

To receive the required leave, the applicant must draw up and record in the personnel department of his enterprise an application of the prescribed form. The document comes into force after approval by the head. The resumption of work activity ahead of time or the extension of leave for another 3 years is also carried out by means of an application. If parental leave is shared between family members, the applicant must provide his management with a statement of desire to apply for such a benefit, as well as a certificate from the place of work of the baby's mother stating that she no longer uses her leave.

Social benefits during maternity leave

To ensure the existence of the family during the vacation of a young mother, a woman in labor receives preferential payments from the social insurance fund, a monthly allowance is paid for the first 1.5 years. When parental leave is used in full (until the baby reaches 3 years old), the remaining time the mother receives monetary compensation in the amount of ½ of the average salary. This payment is made at the expense of funds allocated for wages. For a certain category of the population - the liquidators of the Chernobyl accident, some civil servants and workers in the agricultural industry - social payments for 3 years are paid at the expense of social insurance.

During the holidays, a woman caring for a newborn can work part-time or do homework, while the opportunity to receive the required cash benefits is preserved in full (part 3 of article 167 of the Labor Code). All established payments are preserved even if the mother continues full-time education and receives a scholarship.

To apply for a newborn care allowance, you should prepare the following package of documents:

• application of the established form for the calculation of benefits;
• baby's birth certificate;
• birth certificates of previous children (if any);
• certificate from the work of the second parent that he does not use parental leave. When this benefit is issued to a grandparent, you will need certificates from the place of work of both parents or notifications from the employment service about the status of the unemployed;
• when the applicant simultaneously works in several organizations, certificates from other places of work are required that he does not receive cash benefits from other employers.

The best option would be to prepare documents in advance, then at the right time you will not have to rush to draw up paperwork, which will help save your time, nerves, and sometimes money.

How to plan the right time for parental leave?

In order for a vacation after childbirth to bring you not only positive emotions and relaxation, but also specific benefits, you should plan it correctly. Of course, most of the time will be devoted to the baby, since the defenseless baby is not able to do anything on his own and requires constant attention and care. However, it is imperative to set aside time for yourself, because in order to restore shape after childbirth and just to cheer up, mommy needs to be distracted - go in for sports, visit hairdressers and beauty salons, devote time to her hobbies and hobbies, etc.

Remember a few simple rules, they will significantly save your time and nerves:

• sleep with baby- lack of sleep and fatigue in the morning will negatively affect your mood and well-being, because of which the baby will also feel uncomfortable. Parental leave allows you to do what you want, so indulge yourself in the pleasure of relaxing during daytime sleep baby;
• combine different kinds classes- This applies to active games and walks on the street. The kid will be interested in visiting different places, if today you walked in the yard, then go to the park tomorrow, visit a crowded place the day after tomorrow, etc. A variety of situations will not let you get bored, and the baby will get new impressions;
• share household chores- entrust each of the household with some household chores that you used to do. Now you have a more important responsibility - to look after the newborn, so loved ones should help you. For example, going grocery shopping and garbage collection will be quite within the power of the husband, and older children will be able to vacuum the apartment or wash their shoes. By dividing routine work, you will get a lot of free time, while not overly obliging your relatives;
• make time for yourself- you should be able to do your own business for at least an hour a day. Ask dad or older kids to sit with the baby, and at this time go for a manicure, a hairdresser, etc. If there is no way to get out of the house, organize a home spa - take a bath or make a home face mask. Remember, pleasant cosmetic procedures will definitely cheer you up, and when mom is well, all the family will also be happy;
• work as much as possible- since the rules for applying for parental leave provide for the preservation of social benefits for working mothers, if you wish, you can earn some money - take homework or get a freelance job and do your usual activities via the Internet. Of course, this will be possible after the first half of the year, when the baby becomes a little independent;
• teach your child to be independent. This does not mean that you need to leave him and go about your own business - on the contrary, involve him in doing everything together. If you are cooking, take your baby into the kitchen and invite him to play with pots, spoons, and maybe knead the dough. During cleaning, give the baby a rag, let him help you wipe the dust, such simple activities will show the child that he can also do a lot, and soon the baby will help you on his own initiative, and then he will learn to find things for himself.

Remember that parental leave is designed specifically for the baby, this is the time when you can not be distracted by other things and problems and devote yourself only to your beloved baby. Do not miss the chance to get closer to your child, because then such an opportunity may no longer be.

ON WHAT DATE DOES THE LEAVE TO CARE OF A CHILD UNTIL ONE AND A HALF YEARS BEGINS AND ENDS?

A parent or other relative directly caring for a child is granted leave to care for a child up to three years of age. However, child care allowance is paid only until the child reaches the age of one and a half years. Art. Art. 256, Labor Code of the Russian Federation, art. 14 of Law N 81-FZ, Information of the FSS.

The start date of parental leave will be the day that the employee indicated in the leave application, but not earlier than the date of birth of the child (his adoption, establishment of guardianship over him) Art. 256 of the Labor Code of the Russian Federation.

The start date of parental leave for an employee who is on maternity leave will be the day following the last day of that leave. If she wants to take parental leave from an earlier date, she must cancel her maternity leave.

Parental leave is issued on the date specified in the employee's application for its grant, but no later than the day when the child is three years old. The last day for which the worker needs to pay care allowance will be the day the child reaches the age of one and a half years.

Example. Determination of the period of payment of benefits for the care of a child up to 1.5 years

Malakhova submitted an application for granting her from 06/19/2017 leave to care for a child until he reaches the age of three years. Her child was born on April 12, 2017.

Childcare leave must be issued by Malakhova from 06/19/2017 to 04/12/2020.

The allowance for caring for a child up to one and a half years old will be paid to her for the period from 06/19/2017 to 10/12/2018.

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