年假是亚美尼亚劳动法的重要组成部分，旨在确保员工有充足的休息和恢复精力。本指南全面探讨了亚美尼亚年假的法律框架、雇主责任和雇员权利，为人力资源专业人士、企业主和员工提供实用见解。
亚美尼亚年假的法律框架
亚美尼亚的年假受《亚美尼亚共和国劳动法》管辖，该法规定了休假的最低标准、累积方法和支付要求。这些规定旨在保障员工福利，同时为雇主提供明确的指导。
亚美尼亚劳动法对何时以及如何给予年假做出了全面的规定，确保所有员工在整个工作期间都能获得适当的休息时间。
主要法律参考
《亚美尼亚共和国劳动法典》规定了年假权利的主要法律框架，特别是第 158-169 条，其中详细规定了年假的期限、计算和管理。
最低年假待遇
亚美尼亚所有员工都有权享受带薪年假——这是《劳动法》保障的一项基本权利。基本年假的最低时长根据员工的工作时间安排而有所不同：
- 每周工作五天： 至少20个工作日
- 每周工作六天： 至少24个工作日
这项最低要求适用于所有员工，无论其职位、服务年限或雇佣类型如何。即使是兼职员工也有权享受全额最低年假，而不是根据工作时间按比例分配——法律明确保障所有劳动者享有充分休息的权利。
实际例子
每周工作5天（周一至周五）的员工有权享受至少20个工作日的年假。实际上，这相当于包括周末在内的28个自然日假期，也就是每年整整四周的休假时间。
延长和额外的年假
亚美尼亚法律为特定类别的员工提供延长或额外的休假权利：
延长年假
担任涉及高智力、情绪压力或职业风险职位的员工可享受延长年假：
- 最多 25 个工作日（每周 5 天工作日）或 30 个工作日（每周 6 天工作日）
- 特殊情况下，最多 35 个工作日（每周 5 天工作日）或 42 个工作日（每周 6 天工作日）
亚美尼亚政府规定了哪些职业有资格享受延长休假，通常包括教育工作者、医疗保健专业人员和某些高压力职位。
额外年假
以下人士可获额外年假：
- 在有害或危险条件下工作的员工
- 工作时间不规律的员工
- 从事特殊性质工作的员工
这些额外天数将计入基本最低休假资格。如果员工同时符合延长休假和额外休假的资格，他们可以选择其中一项福利，但不能同时享受两者。
年假累积和资格
了解年假如何累积以及员工何时有资格享受年假对于亚美尼亚的雇主和雇员来说都至关重要。
就业第一年
对于新员工，年假资格遵循以下规则：
- 通常在连续工作六个月后可获得年假
- 经双方同意，可以在前六个月内提前批准休假
- 工作年度从员工的开始日期开始，并于下一个日历年的同一天结束
随后几年
对于第二年及以后的工作：
- 年假可以在工作年度内的任何时间休
- 休假通常按照预先批准的时间表进行
实际例子
员工于15年2023月15日入职，并于2023年15月2023日（六个月后）之后有资格享受年假。其第一个工作年限为14年2024月2023日至XNUMX年XNUMX月XNUMX日。如果双方同意，即使尚未达到六个月的期限，也可以提前休年假，例如在XNUMX年XNUMX月。
雇主责任
亚美尼亚雇主在员工年假的管理和行政方面负有几项关键责任：
1. 确保遵守最低休假规定
雇主必须为所有员工提供至少最低法定休假权利。这一点不容商榷——少于法定最低休假天数（20或24个工作日）的政策将被视为无效，且不符合亚美尼亚法律。
2. 建立休假安排程序
雇主负责：
- 建立透明的年假申请和批准制度
- 制定年假计划以管理工作流程并确保业务连续性
- 保存休假申请和批准的文件
3. 强制休假工资
雇主必须：
- 员工年假期间支付平均工资
- 休假开始前至少三天支付休假工资
- 根据前 12 个月的收入计算平均工资
重要提示
如果雇主未能按时支付休假工资，而这并非员工的过错，那么员工的休假时间将延长支付延迟的天数，并且这些额外的天数也会得到支付。
4. 防止休假过度累积
自 1 年 2023 月 XNUMX 日起，雇主负有特定责任处理员工持续逃避休假的情况：
- 如果员工连续 2.5 年逃避或拒绝休年假，雇主可以单方面安排员工休假
- 超过0.15年，每缺勤一天，雇主必须支付相当于员工平均月薪2.5%的罚款（最高不超过一个月的工资）
该规定鼓励雇主积极监控休假余额并提倡员工定期休假。
5. 尊重受保护群体的休假偏好
雇主必须优先考虑某些受保护员工类别的休假偏好：
- 18岁以下的雇员
- 孕妇
- 抚养14岁以下子女的员工
- 妻子休产假期间的男性
这些群体有合法权利选择在完成六个月的工作后何时休年假。
6。 保持记录中
雇主必须保存以下准确记录：
- 每位员工的年假权利
- 累计假期、已休假及剩余假期
- 已支付休假款项
实际例子
ABC 公司注意到，一名员工过去两年累计了 40 天年假，却从未休过。人力资源经理应主动联系该员工，鼓励其尽快安排休假，并解释称，两年半后，公司将有义务为其安排休假，并可能因拖延休假而面临罚款。
员工年假权利
亚美尼亚员工在年假方面享有几项重要权利：
1. 最短休假期限的权利
每位员工都享有不可放弃的享受最低年假的权利（20 或 24 个工作日，取决于其工作时间表）。
2. 不间断休假的权利
当年假被分成几部分时，员工有权享受至少一段连续的假期：
- 10 个工作日（每周工作五天）
- 12 个工作日（每周工作六天）
这样可以确保员工即使在分段休假时也能获得充足的不间断休息时间。
3. 休假付款权
员工有权：
- 在年假期间领取平均工资
- 请在休假开始前至少三天支付这笔款项
- 如果工资不是因员工过错而延迟发放，则可延长休假
4. 特定群体的优先休假选择
工作六个月后，特定类别的员工可以选择何时休年假：
- 未成年人（18岁以下）
- 孕妇
- 有 14 岁以下子女的员工
- 妻子休产假期间的男性
- 考试期间学生的教育假
5. 未使用假期的补偿权
终止雇佣关系时，员工有权获得任何累积但未使用的年假天数的金钱补偿。
重要注意事项
在职期间，年假不能以经济补偿替代——最低年假必须以实际休假形式休完。只有在雇佣关系终止或合同即将结束的少数自愿情况下，才允许提供经济补偿。
计算和安排年假
休假计算方法
亚美尼亚的年假权利通常以工作日而不是日历日来表示：
- 每周工作 5 天：20 个工作日相当于 28 个日历日（包括周末）
- 每周工作 6 天：24 个工作日相当于 28 个日历日（包括每周休息日）
尽管《亚美尼亚劳动法》并未强制要求按月累积，但许多组织出于管理目的使用此系统 - 将年度权利划分为每月增量（标准 1.67 天工作周约为每月 5 天）。
休假安排流程
年假安排流程通常包括：
- 制定公司休假政策，详细说明申请程序
- 每年年初制定年假计划
- 尽可能满足员工偏好
- 优先处理受保护类别的请求
- 书面确认批准的休假日期
调度示例
XYZ 公司每年 30 月都会制定下一年度的休假日历。员工需在 XNUMX 月 XNUMX 日前提交他们希望的休假时间。人力资源部会审核所有申请，优先处理学校假期期间有学龄儿童家长的申请，然后公平分配剩余的休假时段，以确保全年人员配备充足。最终的休假时间表会在 XNUMX 月中旬发布，以便每个人都有时间进行规划。
年假和公共假期
了解公共假期与年假如何相互作用对于正确计算假期非常重要：
- 员工年假期间的公共假期为 不算数 作为年假权利的一部分
- 这些天仍然是单独的带薪非工作日
- 员工实际上获得了额外的休假时间，而无需使用更多的休假日
实际例子
一名员工的年假时间为20月5日至24月1日。在此期间，12月14日（亚美尼亚大屠杀纪念日）和5月XNUMX日（劳动节）是公共假日。在计算员工使用的年假天数时，这两个假期不计算在内——他们使用了XNUMX天假期，而不是XNUMX天（每周工作XNUMX天）。
| 日期 | 日类型 | 计入年假吗？ |
|---|---|---|
| 四月20-23 | 正常工作日 | 是（4 天） |
| 24 年 4 月 | 公共假期 | 否（0 天） |
| 四月25-30 | 正常工作日 | 是（4 天） |
| 1 年 5 月 | 公共假期 | 否（0 天） |
| 5月2-5 | 正常工作日 | 是（4 天） |
| 周末 | 定期休息日 | 否（0 天） |
| 已用年假总天数： | 为期12天 | |
亚美尼亚有以下公共假日，员工有权享受带薪休假：
- 1月2日至XNUMX日：新年
- 6 月 XNUMX 日：圣诞节和主显节
- 28月XNUMX日：建军节
- 8月XNUMX日：国际妇女节
- 24月XNUMX日：亚美尼亚大屠杀纪念日
- 1 月 XNUMX 日：劳动节
- 9月XNUMX日：胜利与和平日
- 28月XNUMX日：第一共和国日
- 5月XNUMX日：宪法日
- 21 月 XNUMX 日：独立日
特殊场景和实际应用
处理未使用的假期
亚美尼亚劳动法对处理未使用的年假提供了具体的指导方针：
- 年假通常应在获得的工作年度内使用
- 经员工同意，可结转至下一年
- 雇主不得在雇佣期间以金钱补偿取代最低休假
- 雇佣关系终止时，所有未使用的假期必须得到经济补偿
终止示例
一名员工在公司工作一年半后辞职。他在第一年已休了1.5天（原定15天假期），第二年也休了20天。离职时，公司应补偿他5天的未休假期（第一年20天+第二年5天，根据第二年的工作月份按比例计算）。
产假、陪产假和年假
亚美尼亚法律对各种休假类型之间的相互作用有具体规定：
- 女性可以在产假之前或之后立即申请年假
- 妻子怀孕、产假期间，男人可以申请年假
- 产假期间，年假权利继续累积
兼职员工休假
亚美尼亚法律对兼职员工的休假权利有明确规定：
- 兼职员工有权享受最低年假（20 或 24 个工作日）
- 他们的休假权利不根据工作时间按比例分配
- 休假工资根据平均收入计算
兼职示例
员工每天工作4小时，每周工作5天（相当于全职工作的50%）。他们仍然享有20个完整工作日的年假，与全职同事相同。年假期间，员工将根据其兼职收入，按其平均日工资支付工资。
合规挑战和最佳实践
常见的合规挑战
亚美尼亚的雇主在管理年假合规性方面经常面临几个挑战：
- 使全球公司政策与亚美尼亚更高的最低标准保持一致
- 当员工持续逃避休假时，追踪休假情况
- 雇佣终止时计算正确的休假余额
- 管理重叠的休假请求，同时确保业务连续性
- 正确区分公共假日和年假
雇主的最佳实践
为确保合规性和有效的休假管理：
- 创建清晰的文档：制定符合亚美尼亚法律的全面年假政策
- 实施强大的跟踪系统：使用可靠的人力资源软件来监控休假余额并识别累积
- 积极规划：制定年假时间表，管理工作流程，防止过度积累
- 教育管理人员：对主管进行休假法律培训，特别是那些负责管理国际团队的主管
- 保持准确的记录：记录所有休假申请、批准和付款
- 鼓励定期休假：促进工作与生活的平衡，帮助员工充分利用他们的年度福利
合规提示
在亚美尼亚运营的国际公司应确保其全球休假政策符合或超过当地的最低要求。亚美尼亚的年假规定往往比其他一些国家更为宽松——其他地区常见的10-15天标准休假在亚美尼亚并不合规。
常見問題解答
亚美尼亚的最低年假是多少？
亚美尼亚员工的最低年假为：每周工作五天的员工可享受20个工作日，每周工作六天的员工可享受24个工作日。这相当于每年约四个日历周的假期。
新员工什么时候可以享受第一次年假？
新员工通常在公司连续工作六个月后即可享受年假。但是，雇主和雇员可以在入职后的前六个月内，经双方同意提前给予年假。
年假可以拆分成多个时间段吗？
是的，雇主和雇员可以协商将年假分成几部分。但是，每部分年假必须至少为10个工作日（每周工作五天）或12个工作日（每周工作六天），以确保员工获得充足、连续的休息时间。
年假工资如何计算？
年假期间，员工将根据前12个月的收入领取平均工资。工资必须在休假开始前至少三天支付。如果工资延迟支付（非员工过错），休假期将延长延迟支付的天数。
如果公共假期恰逢年假怎么办？
员工年假期间的公共假日不计入年假权益。这些假日仍为单独的带薪非工作日，实际上延长了员工的休假时间，而无需使用额外的休假天数。
未使用的年假可以用金钱补偿代替吗？
在职期间，最低年假权利不能以金钱补偿替代——员工必须实际休假。只有在终止雇佣关系或在合同即将结束的少数自愿情况下，才允许对未使用的假期进行经济补偿。
兼职员工是否有权享受完整的年假？
是的，亚美尼亚的兼职员工有权享受全额最低年假（20 或 24 个工作日），而不是根据工作时间按比例计算。亚美尼亚《劳动法》明确保障兼职员工享有与全职员工同等休息时间的权利。
如果员工拒绝休年假怎么办？
如果员工连续2.5年不休年假，雇主有权单方面安排其休假。此外，超过0.15年未休年假的，雇主还必须为超出期限的每一天支付相当于员工平均月薪2.5%的罚款（最高不超过一个月的工资）。
员工在休产假期间可以累积年假吗？
是的，员工在产假期间可以继续累积年假。女性员工也可以申请在产假前后立即休年假，这样两种假期就可以合并了。
雇主可以拒绝年假申请吗？
雇主通常可以根据业务需求管理休假时间，但受保护群体除外，他们有权选择休假期限（工作六个月后）。这些群体包括 18 岁以下的员工、孕妇、有 14 岁以下子女的员工以及妻子休产假期间的男性。
结语
亚美尼亚的年假制度为员工提供了丰厚的福利，同时也明确了雇主的义务。亚美尼亚《劳动法》规定，员工最低年假为20-24个工作日（约四周），确保所有员工（无论职位或工作类型）都能获得充足的休息时间。
雇主必须谨慎处理这些要求，确保合理安排休假、及时支付工资并准确追踪记录。应特别注意受保护类别员工的权利以及年假与公共假日之间的区别。
近期关于休假累积的修订强调了鼓励员工定期休假以保障员工福祉的重要性。在亚美尼亚运营的本地和国际公司都应使其政策与这些标准保持一致，以保持合规性并营造平衡的工作环境。
通过理解并正确执行亚美尼亚劳动法典的年假规定，雇主不仅可以履行其法定义务，还可以为更健康、更高效的劳动力做出贡献。
一目了然
- Minimum paid annual leave: 20 working days (5-day week) or 24 working days (6-day week)
- Extended leave (hazardous/special roles): up to 25–35 working days (5-day week) or 30–42 working days (6-day week)
- 参赛资格： after 6 months of continuous employment (earlier by mutual agreement)
- Leave pay: average daily wage, paid at least 3 days before leave starts
- 公共假期： 13 per year (not counted against annual leave)
- Unused leave on termination: must be compensated financially for all accrued leave types
Annual leave is a fundamental right under Armenian employment law. The Labour Code sets minimum standards for vacation entitlements, accrual methods, and payment requirements — creating clear obligations for employers and strong protections for employees. This guide covers everything HR professionals, business owners, and employees need to know about annual leave in Armenia.
The legal framework for annual leave in Armenia
Annual leave in Armenia is governed by the Labour Code of the Republic of Armenia, which establishes comprehensive rules on when and how leave should be granted, the minimum duration, calculation methods, and employer payment obligations. These regulations protect employee welfare while giving employers clear guidelines for compliance.
The Labour Code prescribes detailed provisions on leave duration, accrual, scheduling, and the interaction between annual leave and other leave types such as maternity, paternity, and sick leave.
Minimum annual leave entitlements
All employees in Armenia are entitled to paid annual leave. The minimum duration of basic annual leave depends on the employee’s work schedule:
- 每周工作五天： minimum of 20 working days
- 每周工作六天： minimum of 24 working days
This minimum applies to all employees regardless of position, length of service, or employment type. Part-time employees are entitled to the full minimum annual leave — it is not prorated based on working hours. In practical terms, 20 working days on a 5-day week equates to approximately 28 calendar days (four full weeks) of time off per year.
Extended and additional annual leave
Armenian law provides extended or additional leave for specific categories of employees:
Extended annual leave. Employees in positions involving heightened intellectual or emotional strain, or professional risk, may receive extended annual leave of up to 25 working days (5-day week) or 30 working days (6-day week). In exceptional cases, this can reach 35 working days (5-day week) or 42 working days (6-day week). The Government of Armenia defines which occupations qualify — typically educators, healthcare professionals, and certain high-stress positions.
Additional annual leave. Extra leave days may be granted to employees working in harmful or hazardous conditions, employees with irregular work schedules, and employees performing work of a special nature. These additional days are added to the basic minimum entitlement. If an employee qualifies for both extended and additional leave, they may choose which benefit to receive but cannot combine both.
Annual leave accrual and eligibility
First year of employment
New employees typically become eligible for annual leave after six months of continuous employment. By mutual agreement, leave can be granted earlier. The working year begins on the employee’s start date and ends on the same date the following calendar year.
For example, an employee who joins a company on March 15 becomes eligible after September 15. If both parties agree, some leave could be taken before the six-month mark.
随后几年
From the second year onward, annual leave can be taken at any time during the working year, typically according to a pre-approved leave schedule. Although the Labour Code does not mandate monthly accrual, many organizations use this system administratively — dividing the annual entitlement into monthly increments (approximately 1.67 days per month for a standard 5-day workweek).
雇主责任
Employers in Armenia have several key obligations regarding annual leave management:
Ensuring minimum leave compliance
Employers must provide at least the minimum statutory leave entitlement to all employees. Policies offering fewer days than the legal minimum (20 or 24 working days) are invalid and non-compliant with Armenian law.
Leave scheduling procedures
Employers are responsible for creating a transparent system for requesting and approving leave, developing annual leave schedules to manage workflow, and maintaining documentation of all leave requests and approvals.
Mandatory leave payment
Employers must pay employees their average wage during annual leave, calculated based on earnings from the preceding 12 months. This payment must be made at least three days before leave begins. If payment is delayed through no fault of the employee, the leave period is extended by the number of delayed days — and those extra days are also paid.
Preventing excessive leave accumulation
Since December 2023, employers face specific obligations when employees continually avoid taking leave. If an employee avoids or refuses annual leave for 2.5 consecutive years, the employer can unilaterally schedule their leave. The employer must also pay a penalty of 0.15% of the employee’s average monthly salary for each missed day beyond the 2.5-year period, up to a maximum of one month’s salary.
Leave preferences for protected groups
Employers must prioritize the leave preferences of certain protected categories after they complete six months of employment: employees under 18 years of age, pregnant women, employees raising children under 14, and men during their wife’s maternity leave. These groups have the legal right to choose when to take their annual leave.
保持记录中
Employers must maintain accurate records of each employee’s annual leave entitlement, leave accrued and taken, remaining balances, and all leave payments made.
Employee rights regarding annual leave
Right to minimum leave duration
Every employee has the non-waivable right to the full minimum annual leave entitlement (20 or 24 working days depending on their work schedule). This right cannot be reduced by contract.
Right to uninterrupted leave
When annual leave is split into parts, employees have the right to at least one continuous period of 10 working days (5-day week) or 12 working days (6-day week). This ensures a substantial uninterrupted rest period even when leave is divided.
Right to leave payment
Employees are entitled to receive their average wage during annual leave, have the payment made at least three days before leave begins, and receive an extended leave period if payment is delayed through no fault of their own.
Right to compensation for unused leave
Upon employment termination, employees have the right to receive monetary compensation for all types of accrued but unused leave — not limited to annual leave alone. Under Armenian labour law, this compensation obligation covers the full scope of leave entitlements the employee has earned. While employed, annual leave cannot be replaced by financial compensation — the minimum leave must be taken as actual time off.
Calculating and scheduling annual leave
Leave calculation methods
Annual leave in Armenia is expressed in working days rather than calendar days. For a 5-day work week, 20 working days equates to approximately 28 calendar days (including weekends). For a 6-day work week, 24 working days equates to approximately 28 calendar days (including the weekly rest day).
Leave scheduling process
The typical leave scheduling process involves establishing a company leave policy, creating an annual leave schedule at the beginning of each year, accommodating employee preferences where possible, prioritizing requests from protected categories, and confirming approved dates in writing.
Annual leave and public holidays
Public holidays that fall during an employee’s annual leave period are 不算数 as part of the annual leave entitlement. These days remain separate paid non-working days, effectively extending the employee’s time off without using additional leave days.
For example, if an employee takes leave from April 20 to May 5 and April 24 (Armenian Genocide Remembrance Day) and May 1 (Labour Day) fall within that period, those two public holidays are excluded from the annual leave count — the employee uses 12 working days of leave rather than 14.
Armenia observes 13 public holidays per year:
- January 1–2 — New Year
- January 6 — Christmas and Epiphany
- January 27 — Charitable Day
- January 28 — Army Day
- March 8 — International Women’s Day
- April 24 — Armenian Genocide Remembrance Day
- May 1 — Labour Day
- May 9 — Victory and Peace Day
- May 28 — First Republic Day
- July 5 — Constitution Day
- September 21 — Independence Day
- December 31 — New Year’s Eve
Maternity, paternity, and annual leave
The interaction between annual leave and parental leave has specific provisions under Armenian law. Women can request annual leave immediately before or after maternity leave, and men can request annual leave during their wife’s pregnancy and maternity leave. Annual leave entitlement continues to accrue during maternity leave.
Under Armenian labour law, standard maternity leave is 140 days (70 days before and 70 days after birth). For complicated deliveries, the total is 155 days, and for multiple births it extends to 180 days. Fathers are entitled to 5 working days of paternity leave within 30 days of the child’s birth.
For more on parental leave obligations, see our guide to maternity leave in Armenia.
Handling unused leave and termination
Armenian labour law provides specific guidelines for unused annual leave. Leave should typically be used within the working year it is earned. Carry-over to the following year is allowed with employee consent. Employers cannot replace minimum leave with monetary compensation during employment.
Upon employment termination, all unused leave must be compensated financially. Importantly, this compensation obligation covers all types of accrued leave — not only annual leave. Employers should calculate the exact balance carefully, including any carried-over entitlements from previous years.
If an employee has not used leave for an extended period, the 0.15% daily penalty applies after 2.5 years, and the employer gains the right to schedule leave unilaterally. This 2023 amendment encourages employers to actively monitor leave balances and promote regular vacation usage.
Leave for part-time employees
Part-time employees in Armenia are entitled to the full minimum annual leave (20 or 24 working days). Their leave entitlement is not prorated based on hours worked. Each day of leave is paid at the employee’s average daily wage based on their part-time earnings.
Compliance best practices for employers
Employers operating in Armenia — especially international companies — should take several steps to ensure compliance. Create a comprehensive annual leave policy aligned with Armenian law. Implement reliable HR tracking systems to monitor leave balances and identify accumulation risks. Establish annual leave schedules proactively to manage workflow. Train managers on Armenian leave laws, particularly those overseeing international teams. Document all leave requests, approvals, and payments. Encourage regular leave usage to support employee wellbeing and avoid the penalties that apply after 2.5 years of unused leave.
International companies should note that Armenian annual leave provisions are more generous than many other jurisdictions. A standard practice of 10–15 days common elsewhere would be non-compliant in Armenia. Our 记录服务的雇主 handles all leave administration, payroll, and compliance for companies hiring in Armenia without a local entity.
For a full overview of employer obligations, see our 就业合规 指南。
