Employee Rights in Russia

The Russian Labour Code gives employees strong protection. An employer may dismiss a worker only on grounds listed in the law, must pay wages at least twice a month and faces financial penalties for delay. Employees have several routes to defend their rights and do not pay court fees in labour disputes, but the deadlines are short.

Attorney Elena Petrova advises employees, including foreign specialists working in Russia, on contracts, dismissals and pay disputes. Here is what you should know.

The Employment Contract

An employment contract is concluded in writing, in two copies. If a person started work with the knowledge of the employer without a signed contract, the employer must formalize it within three working days. The contract states the job function, workplace, pay, working hours and start date.

Contracts are open-ended by default. A fixed term is allowed only on grounds set by the Labour Code, such as replacing an absent employee or seasonal work. A probation period is generally limited to three months, and six months for heads of organizations and their deputies. Foreign employees also need a work permit or another legal basis to work.

Grounds and Procedure for Dismissal

An employee may resign at will by giving two weeks' written notice. The employer may end the contract only on specific grounds: redundancy, liquidation, failure of probation, repeated or gross breach of duties and several others. Each ground has its own procedure.

In redundancy, the employer must warn the employee in writing at least two months ahead, offer available vacancies and pay severance. Pregnant employees cannot be dismissed at the employer's initiative except on liquidation. Dismissal for misconduct requires an explanation from the employee and must follow the deadlines for disciplinary measures.

Wages and Payment Delays

Pay must be made at least twice a month on dates set in internal rules. Monthly pay for full working hours cannot be below the federal minimum wage. Overtime, night work and work on holidays are paid at increased rates.

For late payment, the employer owes interest for each day of delay, calculated from the Central Bank key rate. The interest is due automatically, even without a claim. If pay is delayed for more than fifteen days, the employee may suspend work after written notice.

Where to Complain

The employee may choose the route. A complaint to the state labour inspectorate is free and may lead to an inspection and an order against the employer. A labour disputes commission may exist within the company. The prosecutor's office also accepts complaints on wage arrears.

A lawsuit is filed with a district court. An employee may sue at the employer's location or at their own residence. Employees are exempt from court fees in claims arising from labour relations.

Deadlines You Cannot Miss

A claim over dismissal must be filed within one month from receiving the dismissal order or the work record. Other disputes have a three-month term from the day the employee learned of the violation. Claims for unpaid wages may be filed within one year from the due date.

A court may restore a missed deadline for good reasons, such as illness. Do not rely on it.

If You Were Dismissed Unlawfully

The court may reinstate the employee, award pay for the period of forced absence and compensation for moral harm. Reinstatement is enforced immediately. Collect the contract, orders, payslips and correspondence as early as possible.

Getting Help With a Labour Dispute

We review the dismissal procedure, calculate claims and represent employees before the inspectorate and the courts.

The main channel of communication with the attorney is email: attorneypetrova1@gmail.com.