The amount of the benefit for the first month from the moment of dismissal is equal to the employee's average salary, and this is not necessarily the amount equal to the salary. An employee who has been laid off has the right to contact the former employer again (if he was unable to find a new job) in order to receive a benefit for another month (in the amount of the average salary). The person writes an application, provides a work record book (where there is no mark on employment), and then the employer is obliged to issue him the benefit again.
The situation is more complicated with the benefit for the third month. It is paid only if the person, no later than two weeks after dismissal, applies to the employment service and registers as unemployed. Then he receives a certificate there about the retention of his average salary and applies for the benefit to the former employer with this certificate.
If a person finds employment within the second or third month after being fired, then the average salary is accrued to him only for those days when he did not yet have a new job.
The rules for calculating job purchase shareholder database search payments in cases of dismissal due to downsizing or company liquidation have changed since August 13, 2020. Now, the deadline for filing an application for the next payment after the second or third month following dismissal is strictly limited. This must be done within 15 working days. In addition, the employer has the right to pay a single amount (in the amount of two average salaries) immediately for two months allocated for employment.
Is it possible to fire an employee on sick leave?
If we are talking about layoffs of employees working in the Far North and equivalent territories, then the longest period for which severance pay is payable is six months (instead of three).
It happens that an employee had to be fired due to staff reduction, and within 30 calendar days after the dismissal date he went on sick leave. Then this sick leave is paid by the employer in the amount of 60% of the average salary. The length of service does not matter. This rule, however, applies not only to reductions, but also to any other forms of dismissal.
Compensation for so-called early dismissal is due to employees who resign themselves (i.e. do not wait until they are laid off). The amount of the payment is calculated in accordance with the number of days remaining until the layoff.
If an employee, for example, resigns two months before the start of the layoff, then at the time of dismissal the employer is obliged to pay him three average salaries at once