Russia: Employee rights

Original author: ALRUD

Consultant editor: Anna Chaykina

Summary

• The Government has introduced measures that are relevant for employers and employees in response to the coronavirus (COVID-19) outbreak. (See Coronavirus - emergency measures)
• In general, an employee's normal working time must not exceed 40 hours a week, although statute provides for a lower maximum normal working week for several categories of employee. (See Hours of work)
• During the working day, employees must be granted a rest and meal break of at least 30 minutes, but no longer than two hours. (See Rest breaks and rest periods)
• Employees must in general have a rest day on Sundays. (See Sunday work)
• Russian law provides for statutory minimum paid annual leave. (See Holiday and holiday pay)
• Pregnant employees are entitled to maternity leave of 70 calendar days before the expected date of birth and 70 calendar days after the birth. (See Maternity and pregnancy rights)
• Employees are entitled to take parental (or "childcare") leave to care for a child aged three or below. (See Parental leave)
• Employees are entitled to take leave in order to care for a sick family member. (See Carer's leave)
• Employees who are studying at state-accredited vocational education institutions, either at the employer's instigation or on their own initiative, must be provided with various periods of both paid and unpaid leave in connection with their studies. (See Study leave)
• Statute provides that employees may request (in writing) unpaid leave owing to family circumstances and for other justifiable reasons. (See Other leave)
• The employer and employee may agree, on the employee's recruitment or during the employment relationship, that the employee will work part time. (See Part-time workers)
• Fixed-term employment contracts may be signed for a period of up to five years, non-renewable. (See Fixed-term workers)
• Temporary agency work is, with some exceptions, prohibited. (See Temporary agency workers)
• Specific rules apply to employees who work remotely. (See Remote workers)
• The transfer of ownership of an organisation's assets is not generally a lawful reason for the termination of the employment contracts of the organisation's employees. (See Transfers of undertakings)
• All employers must draw up internal work rules. (See Internal work rules)
• Employees are subject to "labour discipline". (See Discipline and grievance procedures)
• Employers are required to maintain work-record books (also known as labour books) for employees. (See Work records)
• Employers may implement an electronic document flowchart, subject to certain exceptions. (See Electronic document flowchart)
• Employment legislation regulates the processing of personal data relating to current employees. (See Data and privacy protection)