Do weekends count towards leave and unpaid leave?

The question of accounting for weekends during leave remains one of the most common among employees and employers. This is especially relevant in situations where an employee is planning a vacation or is going on unpaid leave and wants to clearly understand how many actual days they will be absent from work. For example, the most popular query is whether weekends are counted in unpaid leave?

In 2026, the approach to calculating leave in Ukraine is based on the calendar principle, which means that not only working days but also weekends are taken into account. At the same time, there are specific nuances regarding holidays and non-working days, as well as the difference between paid leave and leave without pay.

Are weekends counted in annual leave?

Annual leave in Ukraine is granted in calendar days, not in working days. This means that all consecutive days are included in its duration - both working and weekends. If an employee takes leave from Monday to Sunday, Saturday and Sunday are also counted towards the total number of leave days.

This approach is universal and does not depend on the company's work schedule or the individual employee's routine. Even if the employee works on a shift schedule or has an unusual working week, leave is still calculated in calendar days.

It’s important to understand that including weekends in leave does not mean they receive separate payment - they are included in the total amount of leave pay, which is calculated based on the average salary. Thus, the employee receives payment for the entire period of leave as a single time interval.

How are calendar days of leave counted?

Calendar days of leave are counted consecutively, starting from the first day mentioned in the application or order. It doesn't matter whether weekends or working days fall within this period - they are all counted equally.

For example, if an employee is granted 14 calendar days of leave, the counting is continuous, including all days of the week. The end of the leave is determined by adding the appropriate number of calendar days to the starting date.

A peculiarity of this approach is that the actual number of working days that an employee misses may be less than the total duration of the leave. This is due to the fact that weekends are already included in this period.

It is also worth considering that in the case of dividing the leave into parts, each of them is also calculated in calendar days. At the same time, one part must be no less than the established minimum, but this does not affect the principle of accounting for weekends.

Do holidays and non-working days count in leave?

Unlike regular weekends, holidays and non-working days have a special status. They are not included in the duration of annual leave. This means that if a holiday falls during the leave, it is not counted in the total number of days and actually extends the leave.

For example, if there is an official holiday during a leave, the employee has the right to an additional day off without reducing the total duration of the leave. This rule applies regardless of which day of the week the holiday falls on.

In 2026, the list of holidays and non-working days is defined by legislation and may change due to martial law or other special conditions. Therefore, when planning leave, it is important to consider the current calendar.

Thus, holidays do not 'consume' leave, unlike weekends, which are always included in its composition.

Do weekends count towards unpaid leave?

Unpaid leave, or what is commonly referred to as leave without pay, is also granted in calendar days. This means that weekends are included in its duration on the same principle as in the case of annual leave.

If an employee takes such leave for a certain number of days, all calendar days in succession will be included in this period, regardless of whether they are working or non-working. This can affect the actual duration of absence from work, so it's important to plan the dates correctly.

Unlike paid leave, in this case, the employee does not receive payment for the period of absence. However, the rules for calculating the days remain the same.

It is also worth noting that legislation sets deadlines for such leave, and exceeding these deadlines is only possible under specific conditions. At the same time, weekends are not excluded from the calculation and are included in the total number of leave days.

Features of calculating the duration of leave without pay

Leave without pay has its own calculation features, which distinguish it from annual paid leave not only in terms of finances but also in terms of practical application. The main principle remains unchanged - such leave is granted in calendar days, thus including all consecutive days, including weekends. This rule applies regardless of whether the employee works on a standard schedule or has a variable work schedule.

One of the key features is that the employee independently determines the desired duration of the leave, but within the limits established by law. In 2026, there are restrictions on the maximum number of calendar days of such leave per year, and the employer is not entitled to exceed these limits without valid reasons. At the same time, all days are included in the calculation, including Saturdays, Sundays, and other non-working days.

Another important detail is the absence of exceptions for holidays and non-working days. Unlike annual leave, in unpaid leave, such days do not extend its duration. If a state holiday falls during the leave, it simply counts towards the total term and does not provide the employee with additional days off. This often comes as a surprise to employees who are accustomed to a different principle during paid leaves.

It is also important to note that leave without pay does not affect the calculation of leave pay but may impact other labor indicators. For example, a prolonged period of such leave may be taken into account in determining the seniority for granting annual leave or other social guarantees. Therefore, its use must be justified and well thought out.

Special attention should be given to situations where leave is taken in parts. In such cases, each period is considered separately, but the calculation principle remains the same - calendar days are counted consecutively, without excluding weekends or holidays. This means that even short absence periods may include more actual days than the employee expects.

Moreover, it is important to remember that the start and end of the leave are determined by specific dates mentioned in the application and order. These dates are critical in calculating the duration. If the employee specifies, for example, a period from the 1st to the 10th, all calendar days inclusive are counted in the leave, regardless of which are working days.

Examples of calculating the duration of leave

For a better understanding of the calculation mechanism, let's consider practical examples. The first and simplest case is when an employee takes unpaid leave for 7 calendar days starting from Monday. In this case, the leave will last until Sunday inclusive. Despite Saturday and Sunday being non-working days, they are included in the total duration and are not excluded from the calculation.

Another example: an employee takes leave from Wednesday to the next Tuesday, that is, for 7 calendar days. In this period, weekends are also included, which are automatically counted in the leave. Actually, the employee will be absent from work for five working days but will use seven calendar days of leave.

A more complex situation arises when a holiday falls during the leave period. For example, if an employee takes leave for 10 calendar days and there is a state holiday during this period, that day is not excluded and does not extend the leave. As a result, the employee will still use 10 calendar days, even if one of them is a holiday.

Another example involves dividing the leave into parts. Suppose an employee takes 3 calendar days starting from Friday. In this case, the leave covers Friday, Saturday, and Sunday. This means that the employee actually misses only one working day but uses three calendar days of leave. This approach is often used for the rational use of rest days.

If an employee takes leave from Monday to Friday, that is, formally for 5 days, but specifies calendar days in the application, weekends can also be included in the calculation if they fall within the specified period. Therefore, it is important to formulate the application correctly and clearly indicate the start and end dates of the leave.

In practice, there are also cases where an employee tries to 'bypass' the system by taking leave only on working days. However, due to the calendar principle of calculation, this does not always yield the expected result, as any continuous period includes all consecutive days.

Thus, the examples show that the key factor is the calendar approach to calculation. Understanding this principle allows for proper planning of leave, avoiding misunderstandings, and effectively utilizing available days without pay.