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　　休年假是員工的法定權(quán)利，如果用人單位不給員工休年假的，就要給予補(bǔ)償，那未休的補(bǔ)償是怎么計(jì)算的呢?以下是學(xué)習(xí)啦小編為你整理的法定年假未休補(bǔ)償?shù)乃惴ǘ加心男┫嚓P(guān)資料，希望大家喜歡!</p><h2> 　　法定年假未休補(bǔ)償?shù)乃惴?/h2><p> 　　當(dāng)年度結(jié)束以及員工離職時(shí)，會發(fā)生年休假如何折算成工資的問題，下面總結(jié)一下：</p><p> 　　1、年度結(jié)束時(shí)有年假未休完。</p><p> 　　《企業(yè)職工帶薪年休假實(shí)施辦法》第十條規(guī)定：“用人單位經(jīng)職工同意不安排年休假或者安排職工年休假天數(shù)少于應(yīng)休年休假天數(shù)，應(yīng)當(dāng)在本年度內(nèi)對職工應(yīng)休未休年休假天數(shù)，按照其日工資收入的300%支付未休年休假工資報(bào)酬，其中包含用人單位支付職工正常工作期間的工資收入。”因此，單位安排休的年休假比法定標(biāo)準(zhǔn)低的，應(yīng)該要支付3倍工資。</p><p> 　　不過《企業(yè)職工帶薪年休假實(shí)施辦法》第十條第二款規(guī)定：“用人單位安排職工休年休假，但是職工因本人原因且書面提出不休年休假的，用人單位可以只支付其正常工作期間的工資收入。”所以有些單位也希望和員工達(dá)成諒解，由員工出具自愿不休年休假的證明，給予1倍的工資。</p><p> 　　2、離職時(shí)有年假未休完。</p><p> 　　首先要糾正員工容易產(chǎn)生的一個(gè)觀念，以為離職時(shí)可以把全年的年假作為計(jì)算基礎(chǔ)，來判斷未休年假，其實(shí)這樣是錯(cuò)誤的?！镀髽I(yè)職工帶薪年休假實(shí)施辦法》第十二條規(guī)定：“用人單位與職工解除或者終止勞動(dòng)合同時(shí)，當(dāng)年度未安排職工休滿應(yīng)休年休假的，應(yīng)當(dāng)按照職工當(dāng)年已工作時(shí)間折算應(yīng)休未休年休假天數(shù)并支付未休年休假工資報(bào)酬，但折算后不足1整天的部分不支付未休年休假工資報(bào)酬。”可見，員工離職時(shí)只有權(quán)利得到自己已工作月份對應(yīng)的年休假。</p><p> 　　具體的折算方法是：(當(dāng)年度在本單位已過日歷天數(shù)÷365天)×職工本人全年應(yīng)當(dāng)享受的年休假天數(shù)-當(dāng)年度已安排年休假天數(shù)。</p><p> 　　如果離職時(shí)已把全年年假休完了，根據(jù)《企業(yè)職工帶薪年休假實(shí)施辦法》第十二條第三款規(guī)定，“多于折算應(yīng)休年休假的天數(shù)不再扣回”。</p><h2> 　　法定年假未休補(bǔ)償?shù)囊?guī)定</h2><p> 　　《企業(yè)職工帶薪年休假實(shí)施辦法》</p><p> 　　第九條　用人單位根據(jù)生產(chǎn)、工作的具體情況，并考慮職工本人意愿，統(tǒng)籌安排年休假。用人單位確因工作需要不能安排職工年休假或者跨1個(gè)年度安排年休假的，應(yīng)征得職工本人同意。</p><p> 　　第十條　用人單位經(jīng)職工同意不安排年休假或者安排職工年休假天數(shù)少于應(yīng)休年休假天數(shù)，應(yīng)當(dāng)在本年度內(nèi)對職工應(yīng)休未休年休假天數(shù)，按照其日工資收入的300%支付未休年休假工資報(bào)酬，其中包含用人單位支付職工正常工作期間的工資收入。</p><p> 　　用人單位安排職工休年休假，但是職工因本人原因且書面提出不休年休假的，用人單位可以只支付其正常工作期間的工資收入。</p><p> 　　第十一條　計(jì)算未休年休假工資報(bào)酬的日工資收入按照職工本人的月工資除以月計(jì)薪天數(shù)(21.75天)進(jìn)行折算。</p><p> 　　前款所稱月工資是指職工在用人單位支付其未休年休假工資報(bào)酬前12個(gè)月剔除加班工資后的月平均工資。在本用人單位工作時(shí)間不滿12個(gè)月的，按實(shí)際月份計(jì)算月平均工資。</p><p> 　　職工在年休假期間享受與正常工作期間相同的工資收入。實(shí)行計(jì)件工資、提成工資或者其他績效工資制的職工，日工資收入的計(jì)發(fā)辦法按照本條第一款、第二款的規(guī)定執(zhí)行。</p><h2> 　　法定年假的相關(guān)條例</h2><p> 　　第一條為了維護(hù)職工休息休假權(quán)利，調(diào)動(dòng)職工工作積極性，根據(jù)勞動(dòng)法和公務(wù)員法，制定本條例。</p><p> 　　第二條機(jī)關(guān)、團(tuán)體、企業(yè)、事業(yè)單位、民辦非企業(yè)單位、有雇工的個(gè)體工商戶等單位的職工連續(xù)工作1年以上的，享受帶薪年休假(以下簡稱年休假)。單位應(yīng)當(dāng)保證職工享受年休假。職工在年休假期間享受與正常工作期間相同的工資收入。</p><p> 　　第三條職工累計(jì)工作已滿1年不滿10年的，年休假5天;已滿10年不滿20年的，年休假10天;已滿20年的，年休假15天。</p><p> 　　國家法定休假日、休息日不計(jì)入年休假的假期。</p><p> 　　第四條職工有下列情形之一的，不享受當(dāng)年的年休假：</p><p> 　　(一)職工依法享受寒暑假，其休假天數(shù)多于年休假天數(shù)的;</p><p> 　　(二)職工請事假累計(jì)20天以上且單位按照規(guī)定不扣工資的;</p><p> 　　(三)累計(jì)工作滿1年不滿10年的職工，請病假累計(jì)2個(gè)月以上的;</p><p> 　　(四)累計(jì)工作滿10年不滿20年的職工，請病假累計(jì)3個(gè)月以上的;</p><p> 　　(五)累計(jì)工作滿20年以上的職工，請病假累計(jì)4個(gè)月以上的。</p><hr /><p> 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