Every working person may have a situation that urgently needs to quit. The question arises whether it is necessary to work out 2 weeks upon dismissal of one's own free will. Is there a way to avoid processing?
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Normative base
According to Art. 80 of part 1 of the Labor Code of the Russian Federation, each employee who wants to quit of his own free will is obliged to declare this to the administration two weeks before the stated deadline, by submitting an application in writing.
This requirement is due to the following reasons:
- the management of the enterprise within two weeks will find an employee to replace the one who is leaving;
- the dismissed employee may cancel the decision to leave due to changed circumstances.
The employee is not required to indicate the reason for terminating the contract, this is his own business. Motivation can be moving to another area, illness, disagreement of characters with one of the employees.
Do you need to work
An employee, regardless of the length of service, has the right to quit his job at his own request at any time. To do this, you need to submit to the administration an application for a request to be dismissed from your post at your own request, where you should indicate your name, patronymic, surname, date, position.
The request can be submitted electronically. From the day following the submission of the application, the countdown of the two-week period of stay at work begins. Calendar days are taken into account.
There is a nuance, if the application for resignation was submitted on the last working day before the weekend, then the countdown starts from the next working day. During the illness of an employee, the deadline is not postponed. He can “calmly” get sick, this will not affect the period of working out in any way.
IP
If a citizen works for an individual entrepreneur, then he must declare his dismissal two weeks in advance. This means that he must go to work, and after the expiration of the term, the employment contract is considered terminated. By mutual agreement of the employee with the manager, the termination of the contract can be instant.
Two weeks are given to the employee for reflection, in case he changes his mind. No one is forcing you to work out, this is a formality that protects the rights of the person leaving.
If everything is done according to the rule, then on the last day of working out you need to get your hands on a work book. The next day, the calculation is made in the form of unpaid wages and compensation for unused vacation.
For the late issuance of documents on dismissal, the management may be financially liable, as it prevents the employment of the former employee.
There is a nuance - if the last day of working coincides with one of the days off, then the dismissal is carried out on the last working day preceding the day off. By law, dismissal after the deadline is prohibited.
An individual entrepreneur is a legal entity that is subject to all obligations to comply with the laws of the ToR. This means that you must notify your manager in writing of your dismissal two weeks before the deadline. And he must accept the application and sign it.
By mutual agreement, the employment contract can be terminated immediately. If not, then you will have to work out the due date.
What determines the duration
The law of the Labor Code of the Russian Federation does not contain the word working off, but contains an indication of the period during which he can be dismissed after filing an application.
It depends on various reasons:
- the status and position of the employee;
- personal circumstances;
- working conditions;
- agreements with the administration.
If the management deems it necessary, the employee may be dismissed without working off the term.
A monthly period of working off is assigned to athletes and management personnel. This time is necessary for the selection of a new employee.
Working off within 3 days is assigned:
- seasonal workers;
- working on probation;
- employees under a fixed-term contract for at least two months.
There are situations in which a person can immediately leave the workplace without working out:
- retirement;
- pregnancy;
- disease;
- moving to another place of residence;
- caring for a sick relative or child;
- other reasons, agreed on an individual basis.
If, during the working off of the term, the employee is not obliged to explain the motivation for dismissal, then in order to urgently terminate the employment contract, he must present certificates to the employer confirming a good reason.
Instant termination of the contract without making entries in the work book and the period of working off awaits malicious truants.
Features of dismissal
People who decide to quit of their own free will without working off should be aware of the nuances that allow them to avoid the specified period.
There are the following circumstances that change the procedure for terminating an employment contract:
- unexpected illness after applying for a dismissal. If you are ill, then the period of working off is not postponed. You can safely treat the disease, and the term of working out is already coming. You only have to provide management with a sick leave certificate confirming a good reason;
- vacation - can save you from unnecessary visits to work. If you have not rested yet, you can write an application for a vacation, in which you must indicate your decision to leave your place of work of your own free will. The two-week working period is included in vacation days, so at the end of the vacation you can not come to work. The last day will be the day of dismissal. During the holiday period, you can find yourself a new job. And vacation pay will be a good means of supporting existence. If you fall ill while on vacation and have a sick leave, the vacation period is extended by the duration of the illness.
If within a two-week period the employee changed his mind about leaving, his situation has changed, he has the right to withdraw the letter of resignation and continue to work in his place, but only if the manager has not accepted a new employee for his position.
The admission of a new employee must be recorded in order to give you a refusal. An allegation that a replacement has been found for you has no legal force.
A three-day working period awaits workers with a probationary period. The worker and manager have the same rights.
The boss can at any time fire an employee who does not like it. In turn, he, too, can assert his rights if he feels infringement on the part of the leadership. The contract is terminated within three days.
Pensioners are exempted from the period of working off after filing a letter of resignation. They must provide management with a copy of the pension certificate along with the application.
There are times when a person does not have a reason for an instant release from work, but he just urgently needs it, he can agree with the management. By agreement of both parties, the contract is terminated without working off.
Dismissal of one's own free will without working off also occurs when:
- conscription into the army;
- enrollment in a university;
- change of residence due to a business trip of a spouse;
- deterioration of health due to climate or unsuitable working conditions for the body;
- violation by the management of the organization of labor legislation.
The two-week deadline is just an official formality that both parties must adhere to. If everything happens by mutual agreement, then the dismissal occurs immediately.
No one has the right to forcibly detain an employee. If it is not possible to obtain the consent of the head of the dismissal, you will have to work out the prescribed two weeks. Except in the cases above.
There is an opinion among employees that it is worth writing a letter of resignation, then you can immediately stop fulfilling your duties under an employment contract. This position on this issue is fundamentally wrong and is not based on existing legal norms that regulate the relationship between the employer and employees of the enterprise. The employee cannot consider himself free from the obligations assumed during employment from the moment he informed the management of the organization in writing about his departure.
Mandatory working off upon dismissal of one's own free will upon termination of the employment contract at the initiative of the employee
In accordance with Article 80 of the Labor Code of the Russian Federation, upon dismissal of his own free will, the employee must notify the employer of his decision to terminate the employment relationship two weeks before the date of termination of work. Therefore, there can be no ambiguity in the question of whether it is necessary to work for two weeks upon dismissal, since this period after the application is submitted up to the date of the end of his activity at the enterprise, he must be at the workplace and do his job. This time will be considered a worked two-week period.
In this case, the legislation takes the side of the employer and protects his right to an uninterrupted cycle of work and protects him from possible financial and other losses in the event of a sudden termination of employment by employees of the enterprise. Each company builds a whole chain of relationships in various directions to ensure its activities and extract commercial benefits, for example, interaction with suppliers, with transport companies, with buyers, etc. The loss of one of the links can lead to malfunctions, so the employer is given a period to exercise his right to maintain the normal functioning of all established processes at the expense of time, which, in the opinion of the state, will be enough to find a replacement for the leaving employee.
Of course, the above example exaggerates, but it only seems unrealistic at first glance that so much depends on one employee. But it is worth presenting a picture of what could have been if these two weeks had not been. Everyone could leave the workplace and move to another job without restrictions. So with the help of the law, deterrent factors are included, giving time to resolve all issues before dismissal.
Employees can easily report on their obligations to the employer, and they, in turn, can find a qualified replacement for them. Asking the question of how not to work for two weeks upon dismissal, in this situation it is impossible to get a definite answer. In each case, the employer decides everything, if he finds a replacement immediately, as soon as he learned about the employee’s desire to quit, it makes no sense for him to keep the employee and therefore the working time can be reduced or even canceled. Such an order cannot be considered as coercion of an employee to perform his functional duties against his will and does not infringe on constitutional rights and freedoms. In any case, informing the employee about the need for a two-week work is reflected in the employment contract. The fact of acquaintance with such an order is recorded by means of a signature.
It is also not considered a violation of anyone's rights if, with the mutual consent of the parties, an item is included on an earlier period for notifying the employer if the employee wants to quit. It can be a month or two - the main thing is the existence of mutual agreements, confirmed in writing when drawing up an employment contract.
In some cases, the employee himself can contribute to a significant reduction in the working time or completely avoid it if he proposes a candidate for his position that meets all the criteria established by the employer. But the decision on whether it is necessary to work for two weeks upon dismissal still depends on the will of the employer. Because this is the duty of the employee, provided for by law, and nothing but personal desire can influence the employer in making a decision.
Thus, it becomes clear that there are simply no legal grounds to avoid two weeks of work for an employee upon dismissal of his own free will. It all depends on personal relationships and established practices in the enterprise.
Is it necessary to work for two weeks upon dismissal by agreement of the parties
Termination of labor relations between an employee and an employer can be carried out on the basis of a written agreement, which defines all the nuances of the dismissal process. This opportunity is provided by article 77 of the Labor Code. The initiator may be an employer or employee who wants to solve their problems with the consent of the other party, subject to the provision of certain preferences.
A frequently asked question when considering this form of termination of employment is whether it is necessary to work out two weeks upon dismissal. In this case, none of the parties is dominant, and no one receives advantages in determining the procedure for dismissal. Each clause of the agreement will be the fruit of a joint effort to find mutually beneficial terms.
Therefore, there can be no question of mandatory testing. We can only talk about the discrepancy between the date of signing the contract and the date of completion of work, this time will be considered the time worked before dismissal. But this fact is not a prerequisite. This form of termination of employment is beneficial primarily for the employee, if the initiative comes from the employer.
It must be borne in mind that if the management has a ripe desire to dismiss the employee, and apart from dismissal by agreement, he has no other grounds, then the employee has only one thing left - to make the dismissal as profitable as possible for himself.
The lack of working off is only the smallest fraction of the benefits that this method of termination of employment gives him. An important positive point for the employer upon dismissal by agreement of the parties is the impossibility of returning the launched process of dismissal back after signing the agreement. This fundamentally distinguishes it from dismissal of one's own free will, when an employee can withdraw his or her letter of resignation at any time during the mandatory two-week work period.
Thus, it can be concluded that even in the case when the law regulates the mandatory working time, it can be avoided if you agree with the employer on the basis of mutual benefit or if circumstances arise that he considers to be respectful.
If the employer himself is actually the initiator of the employment agreement, the employee does not need to write an application and work for two weeks. The legislation contains a list of situations in which the employer has the opportunity to dismiss a full-time employee.
There are situations when employees try to go on vacation, or before the upcoming dismissal from their position. Will the employee in such a situation need to work for a certain period after the end of sick leave or vacation? The legislation does not provide for such a need.
However, some workers hold certain positions in commercial organizations, while receiving pension accruals. The legislation does not prohibit pensioners from performing labor activities in their specialty.
A citizen has the right to reduce the period of mandatory work due to reaching retirement age only once. After that, in the drafted statement, such arguments can be regarded as abuse. Therefore, the second dismissal is carried out according to the rules common to all.
For citizens who have been assigned a certain category, they are also provided. Such workers are paid a pension. Staff members with disabilities may insist in the application being made to implement the possibility of terminating their direct duties during the period due to the start of accrual of the corresponding payments.
Disabled persons of certain categories have the opportunity to fulfill labor obligations in the specialty they have mastered. Just like pensioners, they can indicate in the letter of resignation only once the reason for assigning disability status. Attitude to such categories implies certain problems with the functioning of the body.
No need to work 2 weeks before dismissal. However, each employer must take into account the circumstances in which the employee is located and dismiss him by agreement. It is best for pregnant women to take maternity leave with subsequent dismissal, to receive all the benefits they are entitled to from the employer.
When an employee provides the employer with the necessary documents with the specified deadlines, she must be fired on the day indicated in the completed application. As a reason for dismissal, a health problem will be considered, and not the fact of pregnancy itself, if the girl is being treated at a specialized medical institution.
If the employee has children, this does not affect the determination of any preferential conditions for dismissal. However, this circumstance can be considered as an argument when trying to negotiate with the employer on the timing of mandatory work.
Documents and calculation
The dismissal order is signed by the head
After a two-week working off, the boss must provide the staff member with the agreed amount of means of payment in the form of vacation pay, or the assigned salary. If nothing like this happens, the employer does not pay money, he will have to provide compensation for each day of the delay.
If the employer does not return the work book at the end of the period after the application is made, this is considered an offense on his part. Since a citizen without this document will not be able to find a job, the employer will have to pay compensation for each day the employee's book is kept.
The date of dismissal indicated in the labor must necessarily correspond to the day the former employee was granted for use. To do this, you will have to draw up an application that indicates information about receiving, providing compensation and changing the terms of dismissal.
You can apply to the court in a situation where the employer refuses to return the worker to the employee. At the same time, it is necessary to take into account the rule, according to which the limitation period for a possible appeal to the court corresponds to one month.
If the employee goes to court after this period, he will have to provide documents proving that there are good reasons for missing the statute of limitations. If this period expires, the employer's chances of winning the disputed issue in court increase.
If the retiring employee did not contact the employer in order to obtain his work book, the manager cannot be charged with retaining it.
How to quit without a job?
Records in labor are made in the personnel department
After reading the information in this article, you can come to the conclusion that it is not always necessary to work 2 weeks before dismissal. How to avoid fulfilling this condition if the employee leaves of his own free will?
Art. 80 of the Labor Code of the Russian Federation indicates the right of the head of a commercial organization to demand from a resigning employee 2 weeks of working off after submitting an appropriate application. However, this article provides for situations in accordance with which the employee does not have to work out the specified period.
The employee has the right to terminate the agreement due to the inability to fulfill labor obligations. The reason for termination of employment can be various circumstances:
- Reaching retirement age;
- Attending daytime classes.
An employee has the right to quit without working out in a situation where the employer violates the provisions of the current labor legislation or the rules established in the commercial organization itself. In such situations, the employer will have to terminate the previously signed employment agreement within the period indicated by the employee in the submitted application.
Options for a possible dismissal without a two-week working off:
- An agreement with the employer to prematurely terminate the employment agreement before the expiration of the two-week period, or on the day the application was submitted for consideration. This option is considered the most correct and does not imply difficulties;
- An employee can leave for two weeks by providing the employer with a statement before that. There is also an option to apply for sick leave. However, these options imply possible difficulties, since the employer may not provide a well-deserved vacation, or there may simply be no reason to apply for a sick leave. However, this option should not be completely ruled out;
- If the employee cannot, for certain reasons, continue to fulfill his labor duties, or the boss has violated his legal rights.
These are the main known ways of dismissal without a mandatory two-week working off.
Opinion of a legal expert:
An employee has no obligation to work two weeks after he has applied for dismissal. Article 80 of the Labor Code of the Russian Federation obliges the employee to notify the employer of the decision to terminate the employment contract 2 weeks before this event.
Processing and notification are two completely different concepts. They should be distinguished. If the circumstances are such that there is a need for dismissal, you should choose the right time for dismissal. After all, going on vacation for various reasons can always be justified. Each employee always has a part of the unused vacation, which can be used and stop working, and then, at the end of it, quit.
There is a whole list of different possibilities to make a dismissal without violating your interests and the law. On our portal, in addition to this article, there are quite a few more materials on this topic, use them.
Dismissal of an employee: different grounds - different design. About it in the video:
There is an opinion among the people that when you apply for resignation, you cannot immediately leave work - you will have to work for two weeks. But this is not entirely true, since no one directly forces you to work. Moreover - in some cases it is possible to leave immediately after submitting the application! We will talk about how to do this and what needs to be considered further.
What is considered work?
In the current laws and the Labor Code of the Russian Federation there is no such term as "two-week working off". All the more mandatory. However, in Art. 80 of the Labor Code of the Russian Federation there is a mention that an employee who wants to quit must notify the employer about this no later than 14 days before leaving.
In this case, you can draw up an application at least a year before leaving. The key is to submit within two weeks. Why is this deadline set? So the law protects the employer, giving him a period to search for a new specialist who could replace you after dismissal. Yes, and you are given a period to think - during this period you still have the right to withdraw your application if a replacement has not yet been found.
It is important to note that such "development" is valid only upon dismissal on one's own initiative. If you have been made redundant or fired for some wrongdoing, the care process is much faster.
Also, you should not work anything if you went on vacation or sick leave, and then quit.
Do I need to work on dismissal?
As already mentioned - no. But you need to notify in advance. But even for this duty there are exceptions. The Labor Code of the Russian Federation provides for the opportunity to leave the organization at a convenient time for the specialist. To do this, you must fall under one of the following situations.
The parties came to a voluntary agreement
The most optimal option, especially for those whose job responsibilities do not include the task of performing a predetermined amount of work. In this case, management may listen to your reason for leaving the company and approve a specific day on which you want to leave the company.
The application must be agreed with the management, you can’t act at random, your absence will then be regarded as absenteeism.
You pointed out valid reasons for which you cannot continue to work
These include:
- indications of doctors, stable deterioration of health;
- migration to another country, moving to another region of the Russian Federation;
- your spouse was transferred to work in another country or region of the Russian Federation;
- you have reached retirement age;
- you have children under 14;
- you have three or more children;
- you have a need to take care of a seriously ill relative (or a relative with a disability);
- you have enrolled in a full-time study at a university;
- if you are a woman - during pregnancy you are also exempt from working off.
In such cases, all you need to do is document a good reason. This can be a health certificate, papers on admission to an educational institution, documents on transferring to work in another area, etc.
The list of valid circumstances is far from complete, each case is considered individually. Your main task is to have on hand the relevant evidence.
The employer violated your rights
You can leave the organization at any convenient date if you can prove that the employer violated your rights under the Labor Code and the Civil Code of the Russian Federation, as well as local and regulatory acts.
Such violations include, for example, regular salary delays, non-payment of benefits, unwillingness to let you go on legal leave, non-payment of overtime, etc.
An application for violations and attached evidence are submitted to the administration of the employer. If they consider the identified violations to be serious, you will not have to work out.
You received a certificate of incapacity for work or went on vacation
The period of illness or vacation is included in the working off. This is the most thorny path, but also quite legitimate. The only subtlety is that you should not ask for a vacation and declare further leaving at the same time, the employer will not approve of such a step.
If you have tried all possible options, but were constantly refused, it's time to defend your rights in court. This is a long process, but justified.
How to make an application?
If you want to quit without working off, this fact must be reflected in the document. Among other things, you must provide information such as:
- Name and position of the person who will accept the application;
- full name of the employer;
- your full name and the name of the structural unit, if you are a member of it;
- the application itself, which includes a request to fire a certain number and a desire to quit without working off;
- evidence confirming that the reason for leaving is valid or an indication of the details of a voluntary agreement on dismissal;
- the date the application was written;
- signature and decryption.
The application is usually made on company letterhead. But if there is no such letterhead, it is allowed to issue an application on a regular A4 sheet.
How to calculate the working period?
The term is counted not from the moment when you wrote the application, but from the day when the authorities got acquainted with it. Prepare an application in duplicate, in case the application is suddenly “lost” in the personnel department of the enterprise. In this case, you will have a second copy with the signature of the head.
Have you received a signature? So, you can add 14 calendar days to the date of receipt and get the date of departure. Holidays and weekends are also included in this period. The employer does not have the right to shift the terms of dismissal at will.
Remember that even the last working day is the same as all the previous ones. If this day does not fall on a day off, you are not exempt from work duties, but in addition to this, you will also need to study the dismissal order, get all the personnel documents and the rest of the salary in your hands.
You must not “work” for two weeks, but warn the authorized representative of the employer in writing about the termination of the employment contract of your own free will no later than two weeks in advance. The specified period begins the next day after the employer receives the employee's application for dismissal (part 1 of article 80 of the Labor Code of the Russian Federation).
The two-week period is calculated in calendar order, that is, it includes non-working days and days on which the employee was released from the performance of his duties (a period of temporary disability, vacation, etc.). It is possible to notify the employer of dismissal for a longer period (three weeks, two months, one year before the termination of the employment contract, etc.), but the employee is not entitled to demand that the employer terminate the employment contract earlier than two weeks (except in cases where listed below).
However, with the consent of the employer, the employee may be dismissed on any day specified in the application.
Note that absence from work without good reason during the period of notice of dismissal can be recognized as absenteeism with all the ensuing consequences (dismissal on the appropriate grounds, non-payment of days of absenteeism, etc.)
According to part 5 of Art. 80 of the Labor Code of the Russian Federation, after the expiration of the notice of dismissal, the employee has the right to stop working. On the last day of work, the employer is obliged to give the employee a work book, other documents related to work, at the written request of the employee, and make the final settlement with him.
Thus, if the employer did not formalize your dismissal after the notice period expired (including did not issue a work book), you have the right not to go to work and, in court, demand compensation from the employer for the delay in issuing a work book (based on average earnings calculated according to the delay period - Article 234 of the Labor Code of the Russian Federation) and compensation for the delay in unpaid amounts upon dismissal (in accordance with Article 236 of the Labor Code of the Russian Federation).
At the same time, you must have evidence that your application has been received by an authorized representative of the employer (for example, there must be a notice of delivery of the letter + an inventory of attachments to the letter; a receipt (mark) on acceptance of the application on its copy, etc.).
By virtue of the law, the authorized representative of the employer is an individual entrepreneur, if you are in an employment relationship with an individual entrepreneur, or the head of an organization (director, general director, etc.), if your employer is a legal entity. In accordance with the charter and (or) other internal documents of the organization, the authority to accept and consider such applications from employees can be delegated to another person (for example, the deputy director for personnel, personnel officer, etc.), however, it is possible that the employee will have to prove the fact that these persons have powers in court. Therefore, the most ideal option is to hand over (send a letter of resignation by mail) to a person authorized to act on behalf of the organization by virtue of the Law.
The letter of resignation should indicate the date of termination of employment relations at will (the date of dismissal), taking into account the two-week notice period for dismissal and taking into account the fact that the term begins to run on the day after the employer receives the employee’s application (i.e. when sending the application by mail, you must indicate the date, taking into account the delivery time to the employer of the letter with the letter of resignation and the period provided for by part 1 of article 80 of the Labor Code of the Russian Federation).
IMPORTANT!In principle, the date from which the employee wants to terminate the employment relationship can be indicated in the application in another way, for example, indicating that you are asking to terminate the employment contract after a two-week period from the day following the day the employer received the letter of resignation. However, the lawyers of the TsSTP are not supporters of such an approach to writing resignations of their own free will, since as a result the expiration date of the notice (dismissal) will be uncertain, if only because the procedure for calculating the terms in accordance with the Labor Code of the Russian Federation is debatable. In addition, if such a statement is sent by mail, the employee may not know in a timely manner when it was received by the employer and when he can stop working, and in accordance with Part 6 of Art. 80 of the Labor Code of the Russian Federation, if after the expiration of the term of notice of dismissal, the employment contract has not been terminated and the employee does not insist on dismissal, then the employment contract continues.
When sending a letter of resignation of one's own free will by mail, it should be borne in mind that formally employer-organizations are located at a legal address, which may differ from the address of the actual location of the authorized representative of the employer. Information about the legal address of the organization, as well as the official address of registration of an individual entrepreneur, can be obtained from the tax office and on the official website of the Federal Tax Service -egrul.nalog.ru. If the employee decides to send a letter of resignation by mail, and the legal address of the organization does not match the address of the actual location of the authorized representative of the organization, then it is recommended to send a letter of resignation to both addresses at the same time.
IMPORTANT! It is worth noting that some judges recognize the fact that the employer was properly notified of the termination of the employment contract if the employee provides evidence of sending a letter of resignation to the legal address of the organization, since employers-organizations (and individual entrepreneurs) are required to report to the tax authorities about change of their legal address (and is located at the legal address), and the failure of the employer to fulfill his duties, in theory, should not entail negative consequences for their counterparties under the contracts, including for employees. However, we cannot recognize such judicial practice as established).
In some situations, if there are good reasons, it is possible to terminate the employment contract within the period specified in the employee's application. The Labor Code of the Russian Federation provides a list of such situations, which is not closed.
So, according to part 3 of Art. 80 of the Labor Code of the Russian Federation in cases where the employee's application for dismissal on his initiative (of his own free will) is due to the impossibility of continuing his work (enrollment in an educational institution, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of a collective agreement, agreement or employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee's application.
IMPORTANT!You should know that:
a) in the event of a dispute with the employer, “other cases of the employee’s impossibility to continue working” will be assessed by the court or other law enforcer in a particular situation by internal conviction, i.e., the assessment of the situation itself can be quite subjective.
b) “violations of labor legislation, terms of an employment contract, etc.” must be established by any competent authorities, i.e. you must have official documents on hand indicating that the employer has violated (violates) labor legislation - a court decision, an order from the state labor inspectorate, etc. As explained by the Supreme The Court of the Russian Federation in paragraphs. "b", paragraph 22 of the Decree of the Plenum of 17.03.2004 No. 2, these violations can be established, in particular, by bodies exercising state supervision and control over compliance with labor legislation, trade unions, commissions on labor disputes, the court.
IMPORTANT!Please note that the nuances of voluntary dismissal of certain categories of employees are not reflected above. So, for the heads of organizations, the law establishes longer periods for notifying the employer of dismissal, and for persons who have been placed on a test for employment, in accordance with Part 4 of Art. 71 of the Labor Code of the Russian Federation, during the probationary period, they can decide that the job offered to them is not suitable, and terminate the employment contract at their own request, notifying the employer in writing three days in advance.