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 Russia 

Through our G-Nius Hiring Solutions we support your expansion in Russia without the need for you to establish a local entity. We compliantly hire and onboard your Russian employees on your behalf. Whether you need a single employee for a short-term project or a whole team for a longer-term presence, you retain total employee oversight while we oversee all payroll, compliance, and risk mitigation considerations. 

G-Nius Services in Russia

Man in Suit Signing

G-Nius handles:

+ Employee onboarding

+ Employee payroll

+ Employee salary payments

 

G-Nius ensures:​

+ Compliance

Accountant

G-Nius handles:

+ Enrolling/onboarding

+ Payroll/HR admin

+ Salary/tax payments

 

G-Nius ensures:​

+ Compliance

Modern Work Desk

G-Nius handles:

+ Contractor screening

+ Contractor hiring

+ Contractor payments

G-Nius ensures:​

+ Compliance

Employment in Russia

Minimum wages and salaries

  • Minimum wage in Russia is 12,792 RUB per month.


Probation periods

  • A probation period may be established as agreed by the parties for:

    • Everyone up to three months;

    • Executives up to six months; and

    • Short- term employees (2 – 6 months) up to two weeks.

 

Bonuses

  • Both contractual and discretionary bonuses are possible in the Russia.

 

Termination and Severance Considerations

  • Russian legislation stipulates different notice periods for different grounds for termination of the employment contract at the employer’s initiative:

    • In the event an employment contract is terminated due to staff redundancy or liquidation of the company, the employees must be personally notified of such termination not less than two months prior to actual termination with written receipt. Upon the employee’s written consent the employer can terminate the employment contract for the foregoing reasons without a two month notification, provided that the employee is paid additional compensation equal to the employee’s average salary calculated in proportion to the time remaining until the expiry of the redundancy notice period.

    • In the event that a fixed-term employment contract concluded for a period under two months is terminated at the employer’s initiative, the employer should notify the employee of the contract’s termination three days prior to the termination. During the trial period (испытательный срок) the employment contract can be terminated at the employer’s initiative for reasons of unsatisfactory employee performance with a three-day written notice to the employee, specifying the reasons of unsatisfactory results.

    • An employment contract concluded for a secondary job (part-time employment – a second employment during the working hours) may be terminated by the employer subject to a three-day written notice sent to the current employee in case of hiring a new employee for whom this job will be the main one

Maternity leave

  • Female workers are entitled to 70 days of maternity leave before the birth and 70 days after the birth. The allowance is paid directly by the Social Insurance Fund and corresponds to 100% of the employee’s average salary. A maximum amount has been determined as 2,434.25 per day in 2021.

Partner leave

  • Fathers are entitled to paternity leave if the mother has not taken maternity leave. Additionally fathers may take up to 5 calendar days of paternity leave upon the birth of the child. 

 

Vacation and annual leave

  • Workers are entitled to at least 28 days of paid leave per year. An employee can start to use vacation days after six months of work in the company.

  • By agreement between the employee and the employer, the annual paid leave may be divided into parts. However, at least one of the parts of this leave must be at least 14 calendar days.

 

Sick leave

  • Sick leave is paid directly from the Social Insurance Fund. The first 3  days of an employee’s sick leave are paid by the employer. 

Average workweek hours

  • Normal working hours in Russia must not exceed 40 hours per week. 

 

Overtime considerations

  • Overtime work must not exceed four hours per employee for two days in a row and 120 hours in a year.

  • The employer must arrange for an exact record to be kept of the overtime worked by each employee.

  • As a general rule, an employer must have the employee's written consent to work overtime.

  • Certain categories of employees (f.i. pregnant employees) cannot be engaged in overtime work.