So, for the next year of work, the vacation application is endorsed by the director and the treasured vacation pay is already in your pocket. Rest has begun. As many as twenty-eight days of serene pastime. You can go to the sea or spend your vacation in the country, go hiking in the forest or arrange yourself (if possible, of course) a trip abroad. The choice is huge, if funds allow.
But suddenly something starts to go wrong. Feeling of malaise, fever, headache and other symptoms almost openly begin to declare to the newly-minted vacationer that he fell ill, and all his dreams, at least for the first days, were mildly covered. Poorly? You can’t imagine anything worse. Getting sick is generally unpleasant, and even during legal holidays ... In addition, many questions arise. How to be in this situation? What if I took a vacation and got sick? To lie down at home on the couch, good enough time, or go to the clinic? 
Should I go to the doctor on vacation
It’s worth it, and even very much. If you get sick on vacation, no matter what the circumstances, the employee, even if he is currently on legal vacation, needs to see a doctor.
Why visit a doctor
Firstly, a specialist will diagnose and diagnose.
Secondly, he will open a sick leave if he falls ill on vacation and requires inpatient or outpatient treatment.
The fact that at this time the patient is on vacation does not play exactly any role. Based on the Labor Code of the Russian Federation, at the moment, the rules of labor relations between an employee who fell ill during a vacation and his immediate supervisor are clearly determined by the relevant legal norms. 
Right sick employee
In practice, this means the following. If an employee or an employee, while on vacation, is sick or sick, then she / he has the opportunity to extend her vacation for the number of days that will be counted on this sheet. That is why it is necessary to promptly and promptly consult a doctor in order to receive this leaflet confirming temporary disability.
How to notify the employer
If an employee is sick on vacation, for his part, he must always notify his immediate employer of the situation, from the moment he was opened with a sick leave. You can do this in any way that is most comfortable for him:
- make a phone call;
- to appear in person;
- notify by letter, etc.
If it happened that a person has several jobs at the same time, then he can make inquiries directly with the doctor himself, whether he will be able to provide an additional few copies of the sick leave, for each job. After receiving several copies of the certificate of incapacity for work, the employee must inform each employer whom he is directly registered by using the above communication methods. 
Compensation options for lost days of rest
After notifying the employer (or employers), a person whose vacation due to objective circumstances turned out to be partially or completely lost, there are two ways to make up for the losses incurred. But no matter which of them will be adopted, it is necessary to coordinate everything with the working leadership.
If an employee falls ill on vacation, he can recover lost days as follows:
- Rest is extended by the number of days corresponding to those prescribed on the sick leave.This position fully complies with the provisions of the Labor Code, and specifically Article 124, which clearly regulates the fact that upon acquiring temporary disability during the period of the next vacation, the paid period falling at the time covering the above temporary disability must be extended. As for the period of the disease itself, in this case its payment is made in the generally established manner.
- Those calendar days that fell out of the vacation period due to illness can be taken at any other time convenient for the employee.
Actions of the manager in relation to the employee who fell ill on vacation
The manager, who has already received a sick leave certificate from an employee who is on vacation, contacts the latter either in person or through an employee directly responsible for the vacation schedule and agrees on all issues arising from unforeseen circumstances.
Usually, in a situation where there is a great need for an employee (for example, if he is a surveyor or chief accountant), managers prefer to resolve issues themselves. Specifically, in these circumstances, there is a discussion of options for compensating for days lost by the employee if the employee became ill during the holidays.
The employer must clearly determine what to do in this case. In accordance with the same art. 124 of the Labor Code of the Russian Federation, the time that falls on paid leave can be transferred to another period if a person receives and confirms his / her disability. At the same time, his manager has the right to determine this term himself, but taking into account the wishes of his employee.
If an employee quits
Relationships are built very differently if the employee is on paid vacation, after which he is immediately dismissed. In this case, if the employee fell ill during the holidays, prolongation of rest is not allowed.
The employee is paid for his disability certificate, but he cannot receive an additional number of days corresponding to the treatment period. This provision is regulated in the letter of Rostrud No. 5277-6-1.
Statement and recount
Regarding the writing of an application addressed to the head in order to explain the reasons why the employee needs additional time for rest, it is worth saying that, according to paragraph 18, which is part of the set of vacation rules, an application is not required to be written. If sick during the holidays, the rest is extended automatically. The reason is the disability certificate provided. This rule applies if you fall ill on vacation and warn your employer immediately. When the disability certificate is presented after going to work, the manager will ask you to write a statement on the postponement of days. The time and schedule of the transfer is agreed between the employee and the employer.
Recalculation of vacation pay in case of extension of vacation is also not performed. The only exception is the period when the vacation is postponed to another time and if there is a change in the accounting period, characterized by a change in the accrual of average earnings.
In which cases the days are not tolerated
The temporary disability sheet will become the basis for the transfer of days only in the case of annual paid leave. If the sick leave was taken:
- Care for a small child.
- On student leave.
- On vacation at his own expense.
In such cases, this rule will not apply. In this case, the employee does not have the right to receive benefits.
How is sick leave paid?
This issue is primarily of interest to the employee. The main legal basis for financial compensation for temporary incapacity for work, confirmed by the sick leave, is article 183 of the Labor Code of the Russian Federation.Definitely all questions regarding the various processes of cash payments (both during the passage of the work process and when on vacation), as well as their size, are clearly determined by federal laws.
A document characterizing the need for a person to carry out treatment and, as a result, to obtain legal release from work, is a sheet on temporary disability, that is, a sick leave certificate. It is issued in a medical institution (clinic) and at the same time it is issued with the mandatory observance of all necessary requirements.
According to the requirements established by law, the first three days are paid by the employer, and the rest of the illness is already paid by the social insurance fund. Perhaps everyone knows that three days make up the minimum period for which a sick leave is issued, and its longest duration is a whole year.
How is the sick leave payment calculated
Meanwhile, it is difficult and even almost impossible for the employee who received the sick leave to calculate the amount that he will receive from the sick leave. Only an accountant will be able to calculate this, having a special program in front of him. The only thing that is available to the employee is to be aware of various indicators that will somehow affect the final amount calculated on the sick-list. It can be:
- the size of the average wage for the last year;
- insurance period, the period during which contributions are deducted.
This is carried out regardless of how many places the employee worked simultaneously, on one or several. Usually, the higher the insurance experience, the higher will be the amount of cash payments.
It is interesting that the number of days that must be paid on sick leave may have several options for determining payments, each of which depends on a specific factor. For example, if you fall ill on vacation, payment according to the certificate of incapacity for work is carried out from the first day to the last, regardless of anything, even if the full term of the illness is a whole year.
However, exceptions do occur. As in the case if the employee fell ill during the period of paid leave, but at the same time a certain part of the period of incapacity for work went beyond it. In such a situation, sick leave payment will be made only for those days that fall on the vacation period.
Conclusion
If an employee fell ill or was injured during an annual vacation and provided management with a properly executed sick leave, he is entitled to payment in accordance with the general procedure. And vacation days that have come at the time of the illness are transferred to another time.