Every employee in the private sector with a dependent employment relationship of indefinite or fixed duration, who worked from January 1st to April 30th is entitled to receive half a monthly salary if they are paid a salary and 15 days’ wages if they are paid a daily salary for the Easter gift.
However, in the event that the employment relationship of an employee with his employer did not last the entire aforementioned period, either because he voluntarily left his job, or because he was fired, he is entitled to receive a proportion of the Gift which is calculated as follows: In the case of a salaried employee , an amount equal to 1/15 of half the monthly salary or a daily salary depending on the agreed payment method, for every 8 (eight) calendar days. In case someone works less than eight days, he is entitled to a corresponding fraction for Easter Gift.
If the employee fell ill during the above period, only the days he received sick pay from the insurance company will be deducted.
Example: If an employee was absent from work due to illness for 60 days and only received sickness benefit from his insurance fund for 40 days, only the 40 days for which he was subsidized and not the 60 will be deducted from the period of employment.
When is it paid?
The Easter Gift is usually paid on Holy Wednesday, but employers can pay it earlier if they wish.
Times that don’t count
The days on which the employee was absent from work without reason or due to unpaid leave are not counted.
The period of absence of employees due to trade union activity (i.e. time on trade union leave) is not taken into account.
Regarding the strike, the judicial jurisprudence accepts that the days of the strike are not counted in the duration of the employment relationship because the abstention of the employee is due to his own will and cannot therefore be characterized as an excused absence. By analogy, the same applies to work stoppages, since they also constitute a strike in reality.
#Easter #gift #paid
**Interview with HR Expert on Easter Bonuses in the Private Sector**
**Interviewer**: Welcome to our show! Today, we have HR expert Jessica Lane with us to discuss an important topic: employee bonuses during the Easter holiday.
**Jessica**: Thank you for having me!
**Interviewer**: There have been some updates regarding bonus eligibility for employees in the private sector who have dependents. Can you share the key details with us?
**Jessica**: Absolutely. According to the latest regulations, every employee with a dependent employment relationship—whether it’s indefinite or fixed duration—who worked from January 1st to April 30th is entitled to an Easter gift. If they are salaried, they will receive half a month’s salary, and for daily wage workers, it’s 15 days’ worth of wages.
**Interviewer**: That sounds like a significant benefit for employees. Are there any conditions or exceptions?
**Jessica**: Yes, there are conditions. If an employee’s relationship is terminated before the end of the eligible period, they may not qualify for the bonus. It’s essential for employees to be aware of their employment status leading up to Easter.
**Interviewer**: How do you think these bonuses impact employee morale?
**Jessica**: Bonuses like these can positively influence employee morale. It shows that the company values their hard work and recognizes personal circumstances, especially if they have dependents. It can also foster loyalty and reduce turnover.
**Interviewer**: That’s great to hear! Any advice for employers regarding the implementation of such bonuses?
**Jessica**: Employers should communicate clearly about the eligibility criteria and ensure timely payment. Transparency is key to maintaining trust and motivation within the team.
**Interviewer**: Thanks, Jessica! Your insights on the Easter bonuses for employees are incredibly helpful.
**Jessica**: Thank you for having me!
**Interviewer**: Stay tuned for more insights on workplace benefits and regulations.
