Annual leave is divided into:
● Annual basic leave (Art. 6 of Law No. 504/96-VR);
● Annual additional leave (Art. 7–8 of Law No. 504/96-VR).
The service period for these types of leave is calculated differently.

1. Annual Basic Leave
The service period qualifying for annual basic leave (Art. 82 of the Labor Code, Art. 9 of Law No. 504) includes:
● Time of actual work (including part-time, remote/home-based work);
● Periods when the job and salary were retained (fully or partially) by law;
● Periods of receiving social insurance benefits (temporary disability, maternity leave);
● Unpaid leave provided by law, except for childcare leave;
● Periods of off-the-job training (up to 10 months);
● Time of deprivation of liberty due to aggression against Ukraine, if the job was retained.

Not included: childcare leave up to 3 years; unpaid leave under Art. 26 of Law No. 504 granted after Dec 24, 2023; periods of employment contract suspension; absenteeism.

2. Annual Additional Leave
a) For work in harmful and hazardous conditions (Art. 7 of Law No. 504)
The service period is calculated only for the time actually worked in these conditions, provided the employee:
● Is engaged in such conditions for at least half of the working day;
● Performs work listed in the official list approved by the CMU.

Other periods (sick leave, vacations, training) are not counted.

b) For the special nature of work (Art. 8 of Law No. 504)
Only the time of actual work in positions/conditions that grant this leave is included.
Example: non-standard working hours, work with increased nervous-emotional or intellectual strain.
Other periods (illness, vacations, downtime) are not counted.

3. Military Service and Mobilization
● Since July 19, 2022, time spent in military service without average salary retention does not count towards any type of annual leave.
● Exception: Territorial defense volunteers—their service period is counted.
● Since Dec 24, 2023, special guarantees for pedagogical and scientific-pedagogical staff have been canceled.