Russia is a country that stretches over a vast expanse of eastern Europe and northern Asia. Once the preeminent republic of the Union of Soviet Socialist Republics (U.S.S.R.; commonly known as the Soviet Union), Russia became an independent country after the dissolution of the Soviet Union in December 1991. Russia has enormous energy resources and significant deposits of many different minerals. Most, if not all, of the raw materials required by modern industry, are found within its borders. Russia is among the world’s leading producers of oil, natural gas.

 

*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Russia.

Capitale :
Moscow
Devise :
Russian Ruble (RUB, ₽)
Langues parlées :
Russian
Nombre d'habitants :
144.10 million (2020 est.)
Salaire minimum :
RUB 13,890
Index du coût de la vie :
$$ (101 of 139 countries)
Payroll Frequency :
Bi-Monthly
Taux normal de la TVA :
20%
Croissance réelle du PIB :
4.7% (2021 est.)

Statutory Holidays

The holidays mentioned below are valid for the year 2022.

Date
Holiday Name
Extra Information
January 1-8
New Year Holidays
January 7
Christmas Day
Movable - As per Orthodox Calendar
February 23
Defender of the Fatherland Day
March 8
International Women’s Day
May 1
Spring and Labor Holiday
May 2
Day Off for Spring and Labor Holiday
May 9
Victory Day
June 12
Day of Russia
June 13
Day Off for Russia Day
November 4
National Unity Day

Onboarding Time


When hiring new employees in Russia through WorkMotion, the approximate onboarding time is only 5 business days. This time may be affected for events beyond our control at present.

 

Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee. 

 

For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.

What You Need To Know


  • Extensive Severance Pay and notice periods are applicable for various contexts of employment termination.
  • January 1 – 7 are celebrated as the New Year’s Holidays.
  • Amendments in the Labor Code in Chapter 49.1 provide guidelines for remote work.

Labor Conditions


Working Hours

The normal length of working time cannot exceed 40 hours in a week. During the working day (shift) the employee should be given a break for rest and meal, not more than two hours long, but not shorter than 30 minutes, which is not included into working hours. The weekly continuous rest cannot be shorter than 42 hours. 

 

Overtime

The employer can request overtime work with the written consent of an employee in the select cases specified in the Labor Code. In other cases, requesting overtime work is allowed with the written consent of the employee and with consideration of the opinion of the elected trade union authority. Overtime work cannot exceed four hours in two days and 120 hours in a year for each employee.

Probation Period

A probationary period condition must be stated in a labor agreement. A probationary period cannot exceed three months if a different term is not specified by federal law. A probationary period cannot exceed six months for chief executives of organizations and their assistants, head accountants and their assistants, chief executives of branch offices, representative offices, and other separate structural units of an organization if the opposite is not stated by federal law.

 

Termination Notice Period

The employees are to be warned about the forthcoming dismissal resulting from the liquidation of the organization or reducing the number of permanent employees or the staff in the organization, personally, putting their sign for the notice two months at the latest before the dismissal.. Even for fixed-term contracts, the employee must be warned about the expiration of the agreement in written form not later than three days prior to dismissal. An employer must notify an employee about the termination of a labor agreement during probation in written form at least three days prior to termination. 

Leave / Time Off

Annual Leave

The duration of the main annual paid leave granted to employees is 28 calendar days. During the first year of work, the employee acquires the right to go on leave after six months of continuous work in the given organization. 

Sick Leave

In the case of sickness, benefits equivalent to average earnings are paid by the employer for the first three days. Thereafter, the social insurance fund pays the sickness allowance. The leave is sanctioned after a medical officer’s examination and certificate. The benefit varies depending on the length of the insured’s coverage period:

  • 60% of the insured’s earnings is paid with less than five years of coverage;
  • 80% with five to eight years;
  • 100% with more than eight years (or if the insured has three or more dependent children); up to the legal monthly minimum wage with less than six months.

Parental Leave

Parents of a child with a disability receive benefits for four vacation days a month. Upon the request of a female or adopting parents, employees are granted a child-rearing leave up to when their child reaches the age of three years. 

From September 1, 2021, parental leave to take care of sick children under eight years old is compensated differently. A parent is eligible for 100% of their average pay. The payments no longer depend on the number of years employed and employers are not affected by the new child support benefit as it is paid from the social insurance fund.

 

Maternity Leave

Upon the request and in accordance with medical reports, females are to be granted maternity leave of 70 (in the event of multiple pregnancies – 84) calendar days before childbirth and 70 (in the event of abnormal birth – 86, the birth of two and more children – 110) calendar days after childbirth with social payments in the amount specified by law.

The employer’s contributions for medical benefits also finance family allowances.

 

Paternity Leave

There is no specific clause for paternity leave in the Labor Code. 

 

Adoption Leave

Upon the request of a female or adopting parents, employees are granted a child-rearing leave up to when their child reaches the age of three years. In the event of adoption by spouses the leave is granted to one of them at their discretion. The employees who have adopted a child are granted leave for the period of adoption up to 70 calendar days after the birth of an adopted child and in the event of adoption of two and more children the period is increased up to 110 calendar days after their birth date. 

Other Types of Paid Leave

In addition to the annual general and additional paid leaves of absence granted under the general procedure, the employees are granted additional paid leaves of absence for 24 calendar days for the people working in the far north regions and 16 calendar days for the employees working in the equivalent areas.

 Employees of educational institutions after every 10 years of their continuous service have the right to leave of absence for a period of up to one year.

The employee is released from work on the day of giving blood and its components as well as on the day of medical examination connected with it. Similarly, time-off for medical checkups has to be provided.  

Unpaid Leave

The employer, on the basis of the employee’s written application, must grant a leave without pay to:

LeaveDuration
Participants of the Great Patriotic WarUp to 35 calendar days during a year
Working pensioners receiving an old-age pensionUp to 14 calendar days during a year
Parents and wives (husbands) of military personnel, killed or wounded, or owing to a disease concerned with doing military serviceUp to 14 calendar days during a year
Working disabled peopleUp to 60 calendar days during a year
Employees in cases of childbirth, wedding registration, death of close relativesUp to 5 calendar days

Statutory Benefits

Social security contributions are payable in Russia in the form of mandatory insurance contributions for pension insurance, social insurance, and medical insurance for each employee (personified contributions), as well as via contributions for mandatory social insurance against occupational accidents and diseases.

The contribution rates for 2022 are:

Types of Insurance ContributionAnnual Threshold per EmployeeRates on Remuneration up to the ThresholdRates on Remuneration in Excess of the Threshold
Pension insuranceRUB 1,565,00022%10%
Temporary Disability and MaternityRUB 1,032,0002.9% *
Federal Mandatory Medical Insurance Fundn/a5.1% **5.1% **
Work Injury0.2 to 8.5% as per occupational risk class.

*For foreign nationals who temporarily stay in Russia, the rate is 1.8% rather than 2.9%.

**Not payable on the remuneration of foreign nationals who temporarily stay in Russia (some exceptions apply).

Health Insurance

Compulsory medical insurance covers medical services provided directly to patients by public and private health providers. Benefits include general, preventive, and emergency care, hospitalization, laboratory services, dental care, maternity care, vaccinations, and transportation. Medical Insurance Fund contributions for the employer are not capped. The applicable rate is 5.1%.

Other Insurances

Accident Insurance

 

Apart from the aforementioned personified contributions, employers are required to pay mandatory social insurance contributions against occupational accidents and diseases. These contributions are payable on the total payroll at a flat rate that varies depending on the risk category that the employing company belongs to according to the Russian Social Insurance Fund. The minimum rate is 0.2% of payroll; the maximum rate is 8.5% of payroll based on 32 classes of professional risk related to 22 industry categories. The employer’s contribution varies from 0.2% to 8.5% of the wage fund, depending on the type of activity of the employer.

Unemployment Insurance

 

No contributions are made by the employees or the employers. The benefit is financed from the federal and local government budgets. Regional and local governments may finance supplemental benefits for unemployed persons and their dependents. 

Public Pension

The pension age is  62 (men) or 57 (women) with at least nine years of coverage (gradually rising by one year a year until reaching 15 years by 2024) and at least 13.8 pension points (gradually rising by 2.4 pension points a year until reaching 30 pension points by 2025). The number of pension points is calculated based on the insured’s number of contributions and the length of the insured’s insurance record. The pension consists of a basic flat-rate benefit and an earnings-related benefit.

Other Statutory Benefits

Childbirth Grant

A lump sum is paid. The local government pays an additional amount.

 

Pregnancy Registration Supplement

A lump-sum compensation increased by a factor that varies depending on the region is paid.

 

Child Care Leave Benefit

40% of the insured’s average monthly earnings in the last 24 months is paid.

Extended Family Benefit

As of April 2020, eligible families receive an additional RUB 5,000 a month for each child up to three years of age.

 

Sick Child Care Allowance

60% to 100% of the insured’s wages are paid for the first 10 days of illness; thereafter, 50% of wages is paid until the child’s full recovery.

Disclaimer

The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.

Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.

 

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