An independent reference on employees' labour rights. It is not legal advice, a recruitment agency or a public body, and it is not connected with the former website on this domain.
Guides
Most employment questions come up at predictable moments: before an interview, in the first weeks at a new job, before leave and when you leave. For each of them there is a short set of actions that saves nerves and time. The guides below do not replace a lawyer, but they help you act step by step and keep the important things in writing.
A request made in writing works better than a spoken one. A letter with a note confirming receipt keeps the conversation with your employer focused.
These checklists describe the usual order of steps under the general rules of the Russian Labour Code. Your organisation may have its own internal documents, so confirm details with HR and check your contract. Rules differ in other countries: check your own law or ask a local adviser.
Typical moments in a working life and what is worth doing at each of them.
Reread the job advert and note what it says about the position, schedule and pay, and what is missing. Prepare questions about the type of contract, probation and how pay is made. If nerves stop you speaking calmly, look at our note on your voice at interviews.
Interview voice (in Russian)
Check that the contract is signed and you have a copy, and that the probation clause is written into the contract itself. Probation cannot last more than three months, or more than six months for heads of organisations, their deputies and chief accountants. Keep your tasks and work results.
Find out which dates your leave has in the schedule and discuss them with your manager in advance. Annual basic paid leave is 28 calendar days; if the employer wants to move the dates, ask for the reason and for the agreement to be put in writing.
Write a letter of resignation and hand it in so that the date of receipt is confirmed. The general notice period is two weeks. On your last working day, check your documents and final settlement.
Count back from the last day you want to work. Under Article 80 of the Russian Labour Code, the employee gives the employer written notice no later than two weeks before, unless the law sets another period.
State that you are asking to be dismissed at your own request and give the dismissal date you want. Date and sign it, and make a copy for yourself.
Hand in the letter and have receipt noted on your copy, or send it in a way that confirms the delivery date. The notice period runs from that date.
Hand over current tasks and return any equipment and your pass, if that is the practice in your organisation. Note what you handed over and to whom, so that no questions arise later.
On the day of dismissal, ask for the documents related to your work and your records of employment in the form you need. Check the dismissal date and the grounds.
Under Article 140 of the Russian Labour Code, all amounts due to the employee are paid on the day of dismissal. If the money has not arrived, write to your employer, and if they refuse, contact the labour inspectorate or the court.
The papers that matter to an employee: the contract, the hiring order, the payslip, written requests and records of employment, and why to keep copies.
Hypothetical examples: working without a contract, probation extended verbally, infrequent pay, moved leave, an unpaid final settlement, a service contract instead.
Short answers to common questions before hiring, while in work and when resigning of your own accord.
These materials are based on the Labour Code of the Russian Federation and describe Russian law only. Labour rules change from time to time, so check each article against the current version on the official legal information portal. Rules differ in other countries: check your own law or ask a local adviser, and in a real dispute with an employer contact a lawyer or the labour inspectorate.