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Hospital for difficult childbirth. Maternity payments in case of complicated childbirth. It will include papers

Petrova's employee has been on maternity leave (on maternity leave) since 08/05/2013. until December 22, 2013. The order for prenatal, postnatal leave was made from 08/05/2013. to December 22, 2013 Petrova brought another sick leave, because. delivery was by caesarean section, from 12/23/2013. until 01/07/2013.

Do we still need to make an order to extend Petrova's maternity leave? Or just take a sick leave, and issue a vacation of up to 1.5 years from 11/08/2013 until the child reaches 1.5 years? x years, and unpaid up to 4.5 years. Tell me when the bill will enter into force and whether it will enter?

Answer

Consider your questions:

    Do we still need to make an order to extend Petrova’s maternity leave? Or just take sick leave, and issue up to 1.5 years of leave from 11/08/2013 until the child reaches 1.5 years.

In accordance with Part 1 of Art. 255 of the Labor Code of the Russian Federation, women, at their request and on the basis of a certificate of incapacity for work issued in accordance with the established procedure, are granted maternity leave of 70 calendar days before childbirth and 70 calendar days after childbirth, with the payment of state social insurance benefits in the amount established by federal laws.

In accordance with paragraph 48 of Sec. VIII of the Procedure for issuing certificates of incapacity for work, approved by the Order of the Ministry of Health and Social Development of Russia dated June 29, 2011 No. 624n, a woman can additionally be issued a certificate of incapacity for work for 16 calendar days in case of complicated childbirth. The list of cases related to complicated childbirth is established in the Instruction on the procedure for granting postpartum leave in case of complicated childbirth, approved by the Ministry of Health of Russia on April 23, 1997 No. 01-97. The certificate of incapacity for work issued in this case extends the maternity leave and entails the need to pay additional maternity benefits for the additional 16 days of leave provided.

certificate of incapacity for work issued in connection with pregnancy.

Based on the specified documents, issue an order for leave by or by. Next, familiarize the employee with him under the signature and enter information about the vacation in her.

Vacation period

The duration of the leave is determined by the doctor and indicated on the sick leave. It depends on the circumstances under which the pregnancy and childbirth proceeded. So, the duration of the vacation can be:

    140 calendar days (generally);

    156 calendar days - with complicated childbirth;

    194 calendar days - for multiple pregnancy and the birth of several children;

    160 calendar days (including 90 prenatal days) - if the employee lives (works) in a settlement that has been exposed to radioactive contamination as a result of the accident at the Chernobyl nuclear power plant (in the area of ​​residence with the right to resettlement), or lives in a settlement that has been exposed to radioactive contamination as a result of the accident at the Mayak production association and discharges of radioactive waste into the Techa River (in the general case).

Such rules are established by paragraphs of the Procedure approved.

For more information about the duration of the vacation, see.

During the period of maternity leave, the employee is supposed to.

Nina Kovyazina,

Deputy Director of the Department of Education
and human resources of the Ministry of Health of Russia


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We will tell you when it is possible to extend the sick leave for pregnancy and childbirth and what this is fraught with for the employer. Who can extend sick leave? How is an extension processed?

The employer's burden

Order of the Ministry of Health of Russia dated June 29, 2011 No. 624n regulates the period of sick leave for pregnancy and childbirth. It lasts 140 calendar days if the employee gives birth to one child, and 194 calendar days if two or more babies are born at once.

Reasons for shifting the deadline

A woman in labor can receive an extended sick leave at the antenatal clinic, clinic or hospital where the birth took place. This procedure is necessary if:

  • only during childbirth it turned out that there were several children (sick leave is extended by 54 calendar days);
  • there were complications during childbirth (the duration of the sick leave is increased by 16 calendar days).

When extending the sick leave for pregnancy and childbirth, a new leaflet is drawn up. In the column for the reasons for disability, “05” is affixed with the decoding “Maternity leave”. The additional code “020” is also used - “Additional maternity leave”.

At the bottom of the next sick leave indicate which sheet it is a continuation of. According to the rules, additional vacation days are not a new insured event, so the document should not be primary.

If the sick leave does not indicate that it is a continuation of another, the employer will still have to accept it. And if difficulties arise with the FSS, it is allowed not to oblige, but only to ask the employee to apply for a new disability certificate at the maternity hospital.

Getting an extended benefit

To receive benefits for additional days of sick leave for pregnancy and childbirth, a woman in labor must write an application in any form and attach a disability certificate to it. The application must indicate:

  • period of additional rest;
  • information about the sick leave: number, date, issued by;
  • FULL NAME. co-workers.

The mother puts her signature on the application. After providing all the documents, the calculation of the allowance is made. Then it is paid to the employee or transferred to her account.

Calculation of benefits for an extended sheet

If the employee has provided a correctly completed sick leave certificate (issued extension of sick leave for pregnancy and childbirth), then the amount of the payment is calculated according to the indicators of the standard maternity leave.

The calculation is based on the average daily earnings used to pay for the main sick leave. No additional calculations are required.

Employer actions

In the event of situations that lead to the extension of sick leave for pregnancy and childbirth, the employer must act in the following sequence:

  1. Accept documents (application and sick leave).
  2. Generate an order for additional leave (usually use the standard form T-6).
  3. Enter data on the extension of the rest in the employee's personal card.
  4. Display information about additional vacation days in the timesheet.
  5. Calculate the amount of benefits, enter data on the sick leave and transfer or issue funds to the employee.

As a rule, all employed women at the thirtieth week of pregnancy, due to their incapacity for work, go on maternity leave. The standard duration of this leave in the normal course of pregnancy is one hundred and forty days (seventy days before the birth and seventy days after them).

In some cases, the woman is forced to renew the BIR. Thus, an additional number of days is added to its total duration. This happens for the following reasons:

  • multiple births
  • childbirth accompanied by severe nephropathy and eclampsia
  • childbirth with obstetric operations (cesarean section, obstetric forceps, fetal rotation, etc.)
  • childbirth with a large loss of blood with the occurrence of secondary anemia
  • that caused postpartum diseases (endometritis, thrombophlebitis, purulent mastitis and sepsis)
  • childbirth in women with serious heart disease
  • childbirth in women with extragenital diseases

If at least one of the above reasons is present, sixteen more days are added to the postnatal leave (70 days). In the presence of special complications, another forty days are added to the total.


The extension of the leave is carried out in the antenatal clinic by a gynecologist. It is desirable that the medical institution be the same in which the woman was observed earlier during all nine months of pregnancy. Also, to extend the sick leave, you can contact the outpatient clinic where the birth took place.

If, during the examination of the woman in labor, any complications or other reasons were found that do not allow her to go to work, the doctor makes an appropriate entry in the exchange card and in the sick leave.

The disability certificate must indicate the number of days for which the extension is made.

The list of necessary documents for extending the vacation and the rules for drawing up an application

To provide a woman in labor with additional days for rest, she must formally issue an extension. To do this, she or her representative must provide the following documents to the main place of employment:

  • with a request to extend the BIR leave, indicating the reason for the extension
  • sick leave issued by a doctor from the antenatal clinic

The extension of sick leave due to pregnancy and childbirth occurs in accordance with Law No. 131. This law lists all the factors according to which leave can be increased.

If these factors correspond to the reason for the extension of the woman in labor indicated in the hospital, the employer does not have the right to refuse the employee to apply for additional paid leave.

Therefore, on the basis of all provided to him, the employer issues an order to extend the leave for the BIR.

Application for an extension of leave

The main document on the basis of which the order is issued is a statement from an employee, which she writes in free form. In the application, the woman must indicate the following points:

  1. The start and end date of the vacation, taking into account the additional days provided.
  2. The reason why a woman needs to take extra leave. The application also indicates the number, place and date of issue of the disability certificate, which is the basis for increasing the vacation.
  3. Last name, first name and patronymic of the applicant and his signature.

The application, along with other accompanying documents, is sent to the personnel department for the formation of an order. After that, an additional payment is made to the pregnancy benefit for additional vacation days. To make cash payments, the order to continue the vacation is drawn up in two copies, one of which is sent to the FSS.

In the future, this fund compensates the employer for all payments related to maternity leave.

Video about maternity leave:

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The current norms of the Labor Code provide for the provision of an employed woman at the place of work in accordance with the application and sick leave.

Providing care for a newborn and making regular payments requires the coordinated work of the following links in the chain:

On the basis of what and to whom this certificate of incapacity for work is laid

A sheet confirming temporary disability caused by pregnancy and childbirth is necessary for every woman planning to apply for maternity leave, as well as receiving the same name.

The sick leave determines the beginning and end of the period of disability caused by the emergence of a new life, and the number of days indicated in it directly affects maternity payments, more precisely, their size.

Registration Every insured woman needs a pregnancy and childbirth certificate, as well as:

  • passing public service (internal affairs agencies, customs and other similar organizations);
  • left without a permanent place of work due to liquidation actions in relation to the enterprise and got up for no later than 12 months (not charged during the payment of maternity);
  • an individual entrepreneur who has entered the CHI system on a voluntary basis and regularly pays insurance premiums to the FSS.

Calculation procedure

Calculation benefits for pregnancy and childbirth involves the consistent implementation of the following actions:

  1. Definition of the time interval used for calculation.
  2. Counting the number of days in a period.
  3. The summation of all income received by a woman in a given time period.
  4. Calculation of daily earnings.
  5. Determination of the number of days requiring payment (sick leave period).

Formula used for calculation looks like this:

Benefit \u003d average daily earnings * number of days of sick leave

By duration must coincide with the period of the sick leave (line "Exemption from work").

For calculations, it is necessary to arm yourself with information about the previous 2 years. For example, if maternity leave is planned in 2019, then the calculation will require the period from January 2017 to December 2018. That is, it is not at all necessary to have information about the exact month of registration of the leave, the year in which the insured event occurs is quite enough.

Years are required convert to calendar days.

From the obtained time interval, it is necessary delete days not taken into account in the calculation in accordance with the current legislation:

Not excluded from the billing period.

Every officially employed woman has the right to issue in writing a request that the employer for the calculation of maternity used a different period. For example, if a woman had parental leave during the previous 2 years, then she can be provided with payments for other working years, but only if the applicant wishes and confirms that the amount of the benefit is getting larger.

Revenue part women for 2 years to calculate the maternity allowance includes:

  • wages;
  • any surcharge and surcharge;
  • premium rewards;
  • other other payment included in the wages.

There is a statutory restriction on maximum annual income, to be taken into account when calculating maternity payments, for example, in 2017 the amount was 755,000 rubles, and in 2018 - 815,000 rubles.

Max number of days assigned to a woman is indicated on the sick leave. If the employee plans to immediately take advantage of the prescribed rest, then the entire period will be paid, and if, on the contrary, there is a desire to work a little more, then the payment will cover the actual period of maternity leave.


sick leave depends on the characteristics of pregnancy, that is, if a woman is expecting one child, then she is supposed to 140 vacation days , if two, then 194 days (84 days before birth and 110 days after) , and the presence of complicated childbirth suggests an addition in the amount of 16 days after the baby is born.

Benefit calculation requires use in the following cases:

  • there is no income in each of the years used;
  • the value of the average monthly earnings does not reach the minimum wage;
  • the period of official employment has not reached 6 months.

Registration procedure

The sick leave for pregnancy and childbirth is outwardly similar to the ordinary one, approved by the Ministry of Health and Social Development in 2011.

Registration involves the use of a standard form, which has a watermark and a serial number.

Signed certificate of incapacity for work by an obstetrician-gynecologist, certified by the seal of the medical institution and personal registration number.

A highly secure and easy-to-fill form is currently in effect. To enter data, you can use a gel pen, ink or a printer.

Filling rules

The document must contain the following information:

Duration calculation in different situations

Duration period of disability due to pregnancy and childbirth depends on the following indicators:

  • medical indications;
  • additional measures required by the pregnant woman for recovery, for example, if the place of residence is an area subject to radioactive impact;
  • a special birth process that requires additional days to recover.

sick leave of a pregnant woman divided into 2 parts- before and after childbirth, which also contains a difference in duration:

A woman who has become a mother through adoption of a child under 3 months.

What is additional sick leave. To whom and when is it issued?

Before the start of maternity leave, the woman is paid the full amount of the allowance. But, due to complicated childbirth a woman must be provided with additional paid post-natal leave - 16 calendar days.

Childbirth associated with any complications is a caesarean section, the presence of a heart disease in the mother, etc.

At the time of calculating the benefit, nothing is often known about the subsequent course of childbirth. Sometimes an obstetrician-gynecologist at the stage of observing a woman may suggest a caesarean section, but this will not affect the actions of the accountant, because the basis for calculating the amount of benefits is only a fully completed sick leave.

Sometimes it happens that childbirth is accompanied by several complications, giving the right to an increase in postpartum leave. For example, initially, during the observation of a pregnant woman, the fact of the birth of twins was established, therefore, the disability sheet was immediately increased to 194 days. And after the birth, the happy mother brought an additional sick leave for 16 calendar days due to a caesarean section. What should an accountant do? Do I need to make additional allowances?

According to FSS employees and in accordance with applicable laws, a woman has the right to receive only one additional vacation, that is, the second sick leave is not payable.

Registration for an individual entrepreneur

A woman conducting business activities as an individual entrepreneur is also entitled to receive maternity benefits.

For this it is necessary to become participant of voluntary social insurance. In addition, a woman must be a payer of contributions to the Social Insurance Fund and pay the insurance amounts related to motherhood in a timely manner.

Maternity leave of a female entrepreneur payable during the current calendar year only in the presence of fully paid last year's contributions.

By the way, if a woman previously had a place of employment (the employer paid contributions for her), and later she decided to start her own business, then wages will not be taken into account when calculating maternity payments.

The procedure for paying maternity leave for female entrepreneurs involves the use of a single scheme - the basis is the minimum wage, the size of which varies depending on the place of permanent residence.

Still sometimes there is a situation of the following nature: a woman works in an organization, and is also engaged in entrepreneurship. Where does she go with the requirement to pay sick leave for pregnancy and childbirth? Both to the employer and to the FSS! Moreover, if the latter option involves exclusively the use of the minimum wage, then at the workplace you can choose the average earnings or the minimum wage established in the region.

The rules for issuing disability certificates in connection with pregnancy and childbirth are described in the following video:

An employee needs additional maternity leave. In such a situation, is it necessary to draw up an application or is one document written before maternity leave sufficient? If a re-application is not needed, what should be referred to in the order for granting parental leave? We will answer these and other questions regarding the writing of an application by an employee, as well as offer a sample application for additional maternity leave.

Vacation duration

Employees with whom an employment contract has been concluded are entitled to maternity leave. Maternity leave is a period of temporary disability for a woman, when she retains her job and position in accordance with the law (Article 255 of the Labor Code of the Russian Federation).

The duration of maternity leave is regulated by labor legislation. In general, maternity leave lasts 140 days (70 days before childbirth, 70 days after).

During the time an employee is on maternity leave, she retains her average earnings.

You can read about the maximum possible maternity benefit in the article ""

For the minimum amount of maternity benefit, see "".

However, if the childbirth took place with complications, then the duration of the vacation increases. The list of birth complications, giving the right to increase the duration of postpartum leave, is contained in the Instruction, approved. Ministry of Health of Russia dated April 23, 1997 No. 01-97<О порядке предоставления послеродового отпуска при осложненных родах>. In particular, complications during childbirth include caesarean section, any multiple pregnancy, purulent mastitis, etc.

Employees of the enterprise working under civil law contracts do not have the right to maternity leave. Maternity leave is granted exclusively to the staff of the organization. Therefore, maternity leave for this category of personnel is not provided for by the current legislation (part 1 of article 2, part 1 of article 13 of the Federal Law of December 29, 2006 No. 255-FZ, subparagraph “a”, paragraph 9, paragraph 14 of the Procedure, approved by order of the Ministry of Health and Social Development of Russia dated December 23, 2009 No. 1012n).

Most clearly, the duration of the vacation can be represented in the table. The duration of maternity leave in 2018 is (part 1 of article 10 of the Federal Law of December 29, 2006 No. 255-FZ):

Writing a re-application

Complicated and multiple births are not uncommon. How to extend maternity leave for an employee? To do this, the employer must provide the following documents:

  • an application in any form for the provision of maternity leave (Article 255 of the Labor Code of the Russian Federation);
  • certificate of incapacity for work (part 5 of article 13 of the Federal Law of December 29, 2006 No. 255-FZ, subparagraph “a” of paragraph 16 of the Procedure, approved by order of the Ministry of Health and Social Development of Russia of December 23, 2009 No. 1012n).

Based on the application of the employee and the sick leave certificate attached to it, an order must be drawn up on the provision of additional maternity leave (for more details, see "