Maternity payments. The most common employer violations recorded at this stage

Welcome to helpguru.ru. In this article we will talk about payments when you are laid off from your job. Legislation at the federal level regulates the protection of rights relating to labor activity. When laying off employees, the employer is obliged to make all necessary payments to employees within the time limits established by law.

All payments, which become mandatory in 2018, compensate the employee for all possible financial losses for the time spent on searching new job time. Payments are calculated on the basis of the Labor Code. It is also stipulated at the legislative level what payments should be paid to the employee upon layoff.

Reduction of staff and reduction in the number of employees

First, you need to define what a staff reduction and a reduction in the number of employees is. The number of employees is the entire composition of workers at a particular enterprise. When staffing is reduced, a certain number of people in a specific position are fired. That is, for example, only three engineers are retained out of the available ten.

The staff represents all employees at the managerial and administrative levels of a particular enterprise. If the staff is being reduced, then the same positions or workers of the entire enterprise should be laid off. That is, when staffing reduction occurs, not just one employee quits, but everyone working in a full-time position.

At the federal level, there is also the concept of dismissal of an employee on the initiative of the manager. And staff reduction in this case is the best method for optimizing the operation of an enterprise. In addition, there are cases when, if one position is reduced, an employee may be transferred to another vacant position. But staff reductions are carried out according to a certain procedure, which is approved by law.

In this case, the employee must be notified of dismissal two months in advance. The notification is made in an individual form and against signature in writing. If the employee refused to sign the order, then a refusal document must be drawn up with the signatures of the employees. If an employee is absent from the workplace for a valid reason, he must be notified.

Employee reduction can be made for various reasons:

Reorganization of the enterprise.
Internal financial crisis.
Lack of a specific staffing unit.
Elimination of position.
Reducing the number of jobs.

The decision to make redundancies is made by the manager independently. But to carry out a legal dismissal, it is necessary to prepare all the necessary documents that will confirm the reduction in staff and the legality of the dismissal.

A reduction in staff or number of employees must be carried out in accordance with the Labor Code, Article 81, Part 1, Clause 2. This article is the main one for early termination of an employment contract with employees.

But before you start cutting, you need to make sure that it will be carried out in accordance with the law. In other words, the employer must refer to the fact that the company needs to lay off employees.

In accordance with Article 179 of the Labor Code, the employer must respect the right to retain employment for some employees, these include pregnant women and those with high qualifications. The reduction is also carried out in a certain order. An employee who has been notified of an upcoming layoff must be provided with alternative positions, if available at the enterprise, and take into account the employee’s abilities, qualifications and health status.

The Constitutional Court of the Russian Federation No. 867 states that the employer is not obliged to justify the decision to make redundancies. Since the employer makes this decision independently, if it is beneficial for the company. If a laid-off employee goes to court or another third-party organization, it does not resolve the issue that the layoff was necessary. That is, the court can only decide the issue of the legality of the dismissal. Although in practice, the employer often has to explain to the court the reason for the reduction and confirm this decision with documentation.

When staffing is reduced, certain part employees have preferential rights to retain their jobs. In accordance with Labor Code Article 179, employees who have high qualifications, educational level, and professional skills have a high chance of maintaining a job.

If there are employees with the same qualifications, then the following employees will most likely be retained:

Citizens who have 2 or more dependent people.
Citizens who improve their skills on the job.
Citizens who were injured or ill during work.
Disabled people and military veterans.

Employees should also know that upon dismissal they must present documents on the basis of which they are entitled to benefits. It is worth knowing that payments when an employee is laid off in 2018 are made on a general basis, and there are no privileges in in this case different categories of citizens do not.

In accordance with the Labor Code, there are a number of categories of citizens who are not subject to reduction:

The employee is on sick leave or on legal leave. If the employer reduces the position in which the employee works, the dismissal will be made only after he returns to work.
Temporary incapacity for work postpones the dismissal of an employee.
Pregnant women and women with children under 3 years of age. This category employees are transferred to another position or dismissed at the end of maternity leave and the child reaches 3 years of age, if the woman left maternity leave earlier.

In the event of a layoff, severance pay, along with other payments, must be transferred to the employee on his last working day. On the same day, the employee must be given work book.

Severance pay is a monetary payment to a dismissed employee at an enterprise that is optimizing the number of employees during layoffs.

These payments upon dismissal due to staff reduction include the entire amount of the average salary for the last month, taking into account all deductions.

The employee is also entitled to other types of payments for the next 2 months from the moment of dismissal until the next employment. The calculation must also take into account severance pay. If the employee is registered with the labor exchange, the benefit will be paid within three months from the date of dismissal. You must register within 2 weeks from the date of dismissal.

In accordance with Labor Code Article 217, severance pay is not subject to taxes only if the payment period does not exceed 3 months.

This benefit is calculated on the basis of Labor Code Article 139 and Government Decree No. 922. Billing period is 12 calendar months before the date of dismissal. When calculating the average amount, the entire salary of the employee is taken into account, that is, how much was accrued to him.

The amount of average earnings must necessarily take into account:

All premiums and bonus payments, as well as rewards. No more than one type of additional payment per month is taken into account; if there are more bonuses, then they can be taken into account for the month in which they were absent.
Final bonuses, for example, for length of service or length of service.
Other payments that amounted to the amount of monthly earnings.

If the redundant employee has not worked for 12 months, then the entire period of service is taken into account in the calculation. If the employee worked for less than one month, then the official monthly salary or tariff rate should be taken into account.

But there are periods that are not included in the calculation of average monthly earnings, these include:

If the employee did not receive all wages, but only the average value. This period does not include moments when a woman leaves workplace for feeding a baby.
Sick leave and social leave, such as maternity leave.
If the employee was absent due to circumstances beyond his control.
At the time of the strike, if the employee did not participate, he could not continue to work.
If the employee took extra time to care for a disabled child.
The time when the employee was absent from work for other reasons.

The amount of earnings must include all payments, bonuses and payments made in kind.

There are other payments upon dismissal due to the reduction of an employee, these include monetary compensation for unused days vacation. If a dismissed employee has vacation days left that he did not take off, then the employer is obliged to return them in cash. The accrual is made regardless of the grounds on which the contract is terminated. This compensation is subject to tax and may be included in the amount of severance pay.

There are also other types of payments. That is, if an employee, after receiving a layoff notice, decides to terminate the contract early, then the employer is obliged to provide him additional compensation for the time that was not used after notification. In other words, if instead of 2 months, the employee worked only 5 days, then the employer must calculate the average earnings for the remaining time of up to 2 months, but only if the employer agrees to let him go.

The employee must carefully ensure that all benefits have been paid, including compensation for vacation if it remains unused.

When is dismissal due to reduction made? general rule, then the employee receives the actual salary for the last 2 months of work. This income becomes the main one, it is from it that the main part of the compensation consists. All remaining additional payments are made taking into account this payment. All compensation is made in accordance with the labor code, and payment is made on the last day of dismissal in full. Therefore, the employee needs to know what payments are due when an employee is laid off in order to verify the correctness of the transfers.

When a person is fired due to layoff, he has the right to retain his average earnings for two months after the day of dismissal. This rule applies until the next employment. As a result, the unemployed person has the guarantees that the state has provided for him, that is, provision of a certain amount of money until his next job. This cash support is provided for 2 unemployed months.

But if a former employee registers with the employment service within 14 days, then he has the right to receive payment in case of staff reduction not for two months, but for three. But only if the person does not start a new job.

In this case, the Employment Center makes a decision to extend the payment, and the employer pays the compensation. This benefit will remain until a new employment; if the person has found a job, then no more payments will be made. If a person did not start working from the beginning of the month, then payment will occur only for the time that he was listed as unemployed.

When a pensioner is dismissed due to staff reduction, there are no special features in payments; everything is done on a general basis. As a result, a pensioner who was fired is entitled to the following payments:

Severance pay, the amount of which is the average salary. If the pensioner received larger size, then he should get it.
Redundancy benefit, which will be paid within 2 months after dismissal.

It is worth knowing that reaching retirement age is not a reason for dismissing such workers in the first place.

By law, they have equal rights to continue working and receive benefits as other employees. In addition, retirees, as a rule, have high qualifications and productivity, and this, on the contrary, places them in the category of those who are laid off last or not at all.

Calculation of severance pay for staff reduction in 2018

When an employer decides to make redundancies, he needs to know how to calculate severance pay for layoffs correctly. And it will be useful for the employee to find out.

The calculation of compensation payments includes the amount of average earnings for one month. The calculation is based on income for one day and the sum of all days worked, except those when the person was sick or on vacation.

For example, the calculation of basic payments is made as follows: the average income per day is 1,200 rubles, but in fact the employee worked 25 days, resulting in an average salary of 30,000 rubles. This is the amount that will be awarded as compensation. If in employment contract additional payments were prescribed, they are also included in the calculation of compensation.

To calculate severance pay, the following formula is used: VP = RD * SZ, where VP is the amount of severance pay, RD is the number of days in the next month after dismissal, SZ is average earnings.

To calculate average earnings, another formula is used: SZ=GD/730, where GD means the annual total income for the last 24 months.

When the question of staff reductions arises, employees are concerned with the question of what payments are due and how they are processed. In accordance with the latest changes in current legislation, all settlements with the employee that relate to wages for the time worked and the calculation of severance pay must be processed and paid on the last working day of the employee who was laid off due to staff reduction.

But it is worth knowing that before the day of payment, the employee is obliged to submit a bypass sheet, which is drawn up in accordance with the law and in accordance with all the rules of the enterprise; this bypass sheet is confirmation that the employee does not owe anything to the company.

In order for all the necessary amounts to be paid to the employee, which will be paid in the next two or three months after dismissal, it is required at the end of the month in which the dismissal occurs, if the employee has not found another job, contact the former employer for a settlement.

It is worth remembering that all words must be supported by documents, that is, either bring a certificate from the employment center or bring a work record book, which will confirm that at the time of registration the employee is unemployed. Only after these steps will a person be able to begin processing all necessary payments. If a person does not provide documents confirming his unemployment, then the assignment and payment of compensation will not be made.

Let's finally clarify if there was a dismissal due to staff reduction, what payments and compensations are due, as well as who should make all the necessary appointments and payments.

All payments that an employee must receive upon layoff are assigned and paid directly by the employer.

As a result, if a dismissed employee requires compensation for the time he spends looking for a new job within two months after dismissal, then he needs to contact the appropriate department with the necessary documents, after which he will be assigned the necessary payment.

If a person has not found a new job within two months and he needs to receive payment for the third month, then he also needs to go to the last employer from whom he was fired. You must have a certificate issued by the employment center with you. This certificate will prove that the person is still looking for a new job and is registered with this organization as unemployed.

Today it is necessary for everyone to know their rights, especially if they relate to labor relations, since very often employers take advantage of the illiteracy of their own employees. Therefore, if a person was fired during the downsizing of the enterprise, and does not know what to do and where to turn, then he needs to talk to a competent lawyer.

In this case, the lawyer will suggest all the necessary actions and tell you what you need to pay special attention to when making redundancies. You can find out from a lawyer what payments and benefits should be paid after a person is fired.

In times of crisis, enterprises are looking for various ways optimization of activities.

There are few places where the administration thinks about intensifying production processes and introducing new technologies in their work. It is much easier to reduce costs by cutting people.

The reduction is carried out in strict accordance with the Labor Code of the Russian Federation, and in this case the employee is entitled to a number of payments.

Management often tries to take advantage of citizen ignorance and save on exit payments. We will consider below how to get what is due and resist arbitrariness.

What is staff reduction and what articles of the Labor Code govern it?

The essence of the reduction is to reduce the number of employees/employees of the enterprise.

The process is carried out according to three schemes:

Legal relations modern enterprise between employees and the employer are arranged in a contractual manner. Legally, layoffs imply termination of the employment contract/agreement initiated by the management of the enterprise - paragraph 2 of Article 81 of the Labor Code of the Russian Federation. Also, all aspects of optimizing the staff are provided for in Articles 178-180 and related provisions of the law.

Reasons for carrying out this procedure

Losing a job often results in litigation between the parties. Claims from fired people also relate to unjustified dismissal.

In this regard, the Constitutional Court of the Russian Federation issued a ruling on December 18, 2007, which freed employers to justify the expediency of reductions. Any employer is free, at its own discretion, to decide to reduce the number of workers if it considers such a step economically justified.

Not regulated, but often arising in practice, grounds for reduction staff/numbers are:

changes in the organizational and legal structure of the organization;
deterioration of the economic situation of the enterprise;
changes in employer standards to professional qualifications workers.

When considering claims, courts decide on the legality of the procedure and order of awarding payments, without making judgments about the need for optimization.

However, in exceptional cases, the employer is forced to justify its decision with documentary evidence. For example, to confirm the reality of reductions at a reorganized enterprise, the court may require a new staffing table.

Losing a job leads to an inevitable deterioration in one’s financial situation. That's why the law introduced restrictions to apply such a step to socially vulnerable workers.

Employer has no right to reduce:

raising children under 14 years of age. If, however, a single mother will be able to continue working until the dependent reaches adulthood.
If a parent is deprived of parenting rights, the person replacing her, a single father, falls under the protection of the law.
All women raising children under three years of age.
The only breadwinner in a family with a disabled child under 18 years of age.
Women who are in .
Workers who received work-related injuries and mutilations at this enterprise.
Disabled due to military trauma.
Employees on vacation or undergoing treatment for temporary disability.

If large-scale optimization is planned, when there are several applicants for the positions being left, Article 179 of the Labor Code on the preferential procedure for preserving jobs comes into force.

A priority receive:

Highly productive workers.
Professionals of the highest category.

If employees are of equal value, then they are considered family and social status. Advantage guaranteed:

family employees with two or more dependents;
persons who are the only ones able to work in the family;
employees who received occupational diseases during work;
undergoing qualification retraining in the direction of the employer without interruption from the production process.

When laying off personnel under 18 years of age, the employer is required to obtain permission from the state labor inspectorate and guardianship authorities (Article 161 of the Labor Code).

Workers' rights

The law does not allow dismissing people due to layoffs without warning. The employer is obliged to warn candidates about an unpleasant event 2 months in writing.

Starting from 2016, in the notice the employer suggests ways to avoid layoffs: for example, working on a reduced schedule. For seasonal workers labor legislation provides for a different notice period - 7 days (Article 296 of the Labor Code).

At the same time, at least formally, the person being laid off should have the opportunity to choose: the employer offers employees alternative options employment (Article 180 of the Labor Code). In this case, the vacancy must correspond to the qualifications of the employee, but the level of payment may be lower.

If mass optimization is expected, the enterprise administration must notify the employment service, and if there is a trade union association, coordinate all aspects of optimization with representatives of labor interests.

List of payments

The Labor Code has established a number of payments for laid-off workers.

To a dismissed citizen laid down:

Wages for the last month or proportional to the period worked before dismissal (Article 140 of the Labor Code);
Compensation for unused vacation;
Severance pay in the amount of average monthly earnings;
Financial support for two months from the date of dismissal in the amount of average earnings.

Important register with the employment service no later than 14 days after “parting” with the enterprise, since, by decision of the Employment Center, the payment period “on average” can be extended by another month if the social service was unable to find a job for an unemployed person within two weeks.

The labor exchange will extend payment for forced rest, even if the person is late with registration. However, the reasons must be force majeure. Usually – illness or caring for a seriously ill family member.

But if a specialist finds a new place of duty before the expiration of 2 monthly period, payment will be made based on the actual non-working period.

Procedure for calculating severance pay

The procedure for calculating payments is regulated by Article 139 of the Labor Code and government decree 922 of December 2007.

According to their standards, the period for calculating the “average” is assumed to be 12 months preceding the date of reduction.

The calculation includes:

Cash rewards, bonuses, bonus payments. In one month, only one of the total volume of additional payments is taken into account. But there is nothing illegal if unaccounted bonuses are included in months without bonuses.
Allowances for length of service, experience, qualifications, bonus based on the results of work for the year (13th salary);
Other payments included in the monthly salary.

It is worth remembering that the earnings coefficient used for severance payments should not be lower than the federal one on the date of dismissal.

Into account not included:

Temporary disability due to illness, being on social leave - for example, maternity leave;
When the employee was absent from service for independent reasons: business trips, internships, training during working hours;
Strikes and forced downtime enterprises when the employee was unable to work;
Time officially provided by the employer for feeding infant or caring for a disabled child.

When a person who has been laid off has worked for the company for less than a year, the following is taken into account: full period work. If you only worked for a short time, less than a month, severance pay is calculated based on the tariff rate, salary for the position, and other payment standards established for the position.

Early dismissal at the initiative of the employee

The legislator provides the possibility of early termination of the contract in connection with the upcoming reduction. It is carried out exclusively with the written consent of the candidate for reduction.

The advantages of this step:

there is a significant amount of time for advanced training, mastering a new profession and searching for work;
In addition to standard payments, a person receives an additional compensation benefit.

Example. Accrual is based on average earnings in proportion to the time remaining before dismissal. Let's say a person receives a warning about staffing changes planned at the enterprise in 60 days. After thinking for a week, the employee submits an application for early dismissal. Compensation will be accrued for 53 days not worked.

Vacation compensation

Order compensation for unused vacation defined by Article 127 of the Labor Code. The size of the payment depends on the duration of the planned vacation. In this case, compensation for the time spent on vacation is not accrued. For example, a person took part of the time off before being laid off, dividing the vacation period into two parts. Here he will only be paid for the remaining time.

According to Article 81 of the Labor Code, if a redundant person has worked for more than 5 months in the current year, vacation pay is calculated in full. In other cases, compensation will be calculated based on actual time worked.

Procedure for registration and receipt

By and large, the calculation of “compensation” is the concern of the enterprise. In particular, the “personnel” prepares the documentary basis, and the accounting department accrues everything due.

One-time payments are transferred on the last day of employment.

The severance pay is accrued by the former employer at the end of the billing period of the first, second and third months of registration in the Central Employment Insurance Fund. You will need to provide a work book without another employment record.

To see what payments employees are entitled to in case of staff reduction, see the following video:

During pregnancy and the first time after childbirth, the state continues to provide financial support to mothers in the form of maternity benefits. This type of social guarantee is provided to working (employed) women for a period of time (maternity leave established by the Labor Code of the Russian Federation) in a guaranteed minimum amount, a multiple of minimum size wages (minimum wage, until July 1, 2017 is 7500 rub.). this manual paid in fixed amounts. At the same time, the general rules for calculating and calculating payments are regulated by the provisions of Federal laws:

dated May 19, 1995 No. 81-FZ “On state benefits for citizens with children”;
dated December 29, 2006 No. 255-FZ “On compulsory social insurance in case of temporary disability and in connection with maternity”.

Maternity benefits are paid depending on the social status of the recipient from the Social Insurance Fund (SIF) by enterprises or from federal budget educational organizations or Departments of Social Protection of the Population (USPP).

Maternity payments are provided at a time:

If a woman worked at several enterprises at the same time, then the accrued salaries for two years are summed up. If she continues to combine work in several organizations, then maternity benefits are paid at one enterprise of her choice.

If the average woman's earnings less than the current minimum wage at the time of going on maternity leave or the total insurance period is less than six months, then to calculate the benefit the minimum wage value is taken (until June 30, 2017 it is 7500 rub.).

In addition, the maximum amount of payments has been established. It should not exceed the size maximum contribution base compulsory social insurance in case of temporary disability and in connection with maternity, which are:

in 2009 and 2010 - 415,000 rubles;
in 2011 - 463,000 rubles;
in 2012 - 512,000 rubles;
in 2013 - 568,000 rubles;
in 2014 - 624,000 rubles;
in 2015 - 670,000 rubles;
in 2016 - 718,000 rubles;
in 2017 - 755,000 rubles.

Therefore, in 2017, maternity benefits were accrued and paid in amounts not exceeding the following values:

How are maternity benefits calculated?

To receive maternity benefits, a pregnant woman must meet following conditions:

be officially employed;
be registered for pregnancy at a antenatal clinic or other medical institution;
in accordance with the certificate of incapacity for work, be on.

The exceptions are the following categories of unemployed:

were laid off during the year due to reduction within no more than 12 previous months and were duly registered with the Employment Center;
study in an educational organization on a full-time basis.

If you belong to the category of citizens who are entitled to maternity benefits, then to receive it you must:

Obtain from a antenatal clinic or other medical institution a certificate of registration for pregnancy, indicating the date of registration.
Check with your doctor.
If you work, or two last year worked at several enterprises, it is necessary to obtain certificates from these organizations on the calculation of average earnings, for subsequent submission to the employer’s department, which will make the payment.
Write an application addressed to the director of the enterprise - employer about leaving and receiving maternity benefits.
All prepared documents must be submitted to the human resources department of the organization.

If during this period the management of the enterprise does not make any decision and does not make payments, then the woman has the right to apply for benefits to the local branch of the Social Insurance Fund (SIF).

Maternity payments for a non-working mother

Receive maternity benefits in the amount RUB 613.14 per month, if they:

are registered with the Employment Service (ESS) as persons who have lost their jobs due to layoffs from an enterprise during its liquidation (or termination of activities in the form of individual entrepreneurs or self-employed people);
V educational organizations at various levels - paid in the form of a scholarship.

To apply for benefits in the first case, a woman must contact the territorial Administration of the Social Protection Service, and in the second case - to educational institution where she receives her education.

To receive payment unemployed woman must provide:

statement;
sick leave from a medical institution;
work book or extract with marks from the last place of work;
a certificate from the Employment Service confirming registration as unemployed.

The decision to receive benefits is made within 10 days from the date of application. You can apply for maternity benefits any day after receipt, but no later than 6 months after its completion.

Are you planning a pregnancy, expecting the birth of a child, or have already experienced the joy of motherhood? One way or another, you decided that it’s time to find out what payments and benefits you can count on when a child is born in 2019. It’s easy to get confused here, it’s not surprising, because in our state there is whole line measures to support motherhood and childhood.

In this section, dear visitors, we will try to help you understand the multitude of payments, benefits and other support measures for the birth of a child in 2019. Please note that to select all due payments and benefits, you can use the benefits selection service.

Primary attention should be paid to the following points:

payments at the birth of a child can be one-time(paid once) and monthly (paid monthly until the child reaches a certain age), as well as support measures are provided in the form of a certificate (birth certificate, maternity capital, certificate for the purchase of housing) and benefits (for example, preferential travel or a discount on utility bills) .
Benefits for the birth of a child at the federal level apply to all citizens, but there are also regional payments - they can be received by residents of certain constituent entities of the Russian Federation. This is the next important point.
The number of children born and/or adopted matters!

If you are not officially employed and have not entered into a voluntary insurance agreement with the Social Insurance Fund, then maternity payments (also known as maternity benefits) and a one-time benefit when registering in the early stages of pregnancy are not entitled.

Now about payments and benefits at the birth of a child in order:

The test showed the coveted two stripes... For further possibility of receiving, you should register with the nearest antenatal clinic before 12 weeks of pregnancy.

During pregnancy, you will most likely need vitamins or medications; more about this in the article Free medications for pregnant women and children under 3 years of age.

It's time to calculate the amount of maternity benefits that you will receive when you leave the country. maternity leave, in the maternity leave calculator.

Only officially employed women (or individual entrepreneurs who have entered into a voluntary social insurance agreement with the Social Insurance Fund) at the onset of 30 weeks of pregnancy have the right to receive a one-time benefit for women who registered in the early stages of pregnancy.

Payments and benefits for maternity and childbirth from 30 weeks of pregnancy.

When you reach 30 weeks of pregnancy (28 for multiple pregnancies), the antenatal clinic will issue you with a certificate of incapacity for work, which will be required at your place of work to receive maternity benefits (maternity benefits), paid to the employee in the amount of 100% of the average earnings. Maternity benefits are assigned within ten days after all necessary documents. Maternity payments calculator.
The amount of a one-time benefit for women registered in the early stages of pregnancy has been since February 2019 RUB 649.84(in January 2019 - 628.47 rubles). You will need a certificate from a medical institution confirming registration for up to 12 weeks. Documents should be submitted at the place where you receive maternity benefits.
Along with the certificate of incapacity for work, the housing complex will give you a birth certificate. Coupon No. 1 of the birth certificate will remain in the antenatal clinic, you will need coupon No. 2 in the maternity hospital, and coupon No. 3 - in the children's clinic.
Perhaps your constituent entity of the Russian Federation pays additional regional benefits for the birth of a child. Muscovites are paid 600 rub. for registration up to 20 weeks of pregnancy.

Payments and benefits after the birth of a child

One-time benefit for the birth of a child. The amount of the benefit remains in 2019 in the amount RUB 16,870.
A monthly allowance for child care up to 1.5 years is paid in the amount of 40% of the average income for the previous two years before the onset of pregnancy to the person actually on parental leave and caring for the child (can be mother, father, grandmother and other relatives relatives). The minimum amount of monthly care allowance from January 2019 is RUB 4,512 for the first child and RUB 6,284.65 on the second, maximum - RUB 26,152.39 MONTHLY. Monthly care allowance calculator.
At the birth of a second and subsequent child, mothers are subject to the issuance of a certificate for maternity capital with a nominal value of RUB 453,026 (in 2019, the amount of maternity capital remains unchanged). It can only be spent on certain purposes. In a number of regions, regional maternity capital is additionally issued.
Families with three or more minor children are provided with benefits and benefits as large families. And also, for the third and subsequent children born no earlier than January 1, 2013, an additional monthly benefit is paid up to 3 years.
Regional payments at the birth of a child. For Muscovites this is: 1) One-time payment at birth for the first child - 5,500, for the second and subsequent ones - 14,500 rubles. 2) Additional benefits for young families (Luzhkov payments). Paid to parents under 30 years of age: for the first child - 5 living wages, for the second - 7RM, for the third and subsequent ones - 10RM. From the 3rd quarter of 2018, the Moscow subsistence minimum per capita is 16,260 rubles, for the working population - 18,580 rubles. 3) Happy birthday three or more children at the same time 50 thousand rubles. regardless of other benefits for the birth of children.
One-time and monthly
The maximum monthly child care benefit in Russia has increased to 26.1 thousand rubles since January 1, 2019. (from previous 24.5 thousand rubles). The amount of maternity benefit for 140 days of maternity leave will be 301 thousand 95 rubles in 2019.

As you can see, the list of payments, benefits and benefits for the birth of a child is significant and not final. We constantly strive to update it, subscribe to site news in a convenient way for you!