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Additional leave for single mothers: how to get it, the law, the right
A woman who has officially formalized the status of a single mother, if she wishes, can take additional leave from work. We are talking about mothers who raise and support a child without the participation of the father, while paternity is not documented and the father is not indicated in the birth certificate. Divorced people and widows are not included in this category of citizens.
Women from this population group are entitled to 14 days off from work. They are given on demand, can be added to the main vacation or take place separately at the time the employee needs. These days she rests at her own expense – they are not paid.
Additional leave for single mothers can be given 14 days with the consent of the management
There is one important nuance – a woman unquestioningly gets the vacation she needs on demand at the time she needs, but only if this item is spelled out in the employment contract. If this is not agreed, the manager has the right to refuse to provide extraordinary days of rest, and to give leave according to the schedule established at the enterprise.
If during the entire working year the mother did not take advantage of her opportunity to go on additional leave, these days do not accumulate and are not transferred to the next year.
Single mothers with children with disabilities are legally eligible for paid weekends, up to a maximum of 4 days.
If they refuse to grant leave, how to get it
The woman has the official status of a single mother, and this year she did not go on vacation, but her superiors still refuse her. In this case, she can go to court to solve this problem. This must be done no later than 3 months from the moment of infringement of her interests. In this case, the employee must provide all the facts and evidence necessary for the litigation. When clarifying labor issues in court, the employee is not obliged to pay for these services.
A woman with confirmed single mom status is entitled to a number of other work benefits:
- Reduced working hours at night.
- Exemption from business trips, bringing to work on holidays and weekends.
- Providing an individual work schedule.
- Extra days off for caring for disabled children.
- The possibility of dismissal on special terms.
Work at night is carried out only by agreement of a shift schedule, outside of which a woman cannot be involved in work. A special mode of operation can be set both at registration for work and afterwards at any time. Business trips and going to work on weekends are possible after written consent, and in case of refusal, the employer is not entitled to apply penalties.