12. Employment and Migration

General

Russia has a well-developed system of employment law that applies to all companies operating in the country, including foreign companies and their subsidiaries. The rules are generally strict and favour employees, so it is important to understand the basics before hiring anyone in Russia.

Employment agreement

Every employee in Russia must have a written employment contract. Verbal agreements are insufficient. The contract must include mandatory terms, such as:

1. Job title and description of duties;
2. Place of work;
3. Start date and, if applicable, end date;
4. Salary;
5. Working hours, etc.

Employment agreements may also contain additional terms and conditions, i.e. probationary period, confidentiality clauses, etc. The contract must comply with Russian law. If any contractual clause gives the employee worse conditions than provided by employment law, the law automatically overrides that contractual clause.

Fixed-term vs open-ended contracts

Most employment contracts in Russia are concluded for an indefinite term, i.e. have no fixed end date. However, a fixed-term contract (for up to five years) is allowed in certain limited situations. These include, in particular, the following (the list is not exhaustive):
· An employee hired to replace another temporarily absent employee;
· Project-related or seasonal employees;
· General directors, deputy general directors or chief accountants;
· Employees hired to companies created for a specific term and purpose;
· Part-time employees.
If a fixed-term contract is not justified by one of the permitted reasons, the competent state authorities may recognise it as concluded for an indefinite term.

Probationary period

Contracts may include a probationary period for up to three months (or up to six months for senior roles such as general directors or chief accountants). During this period, either side can terminate the contract with just three days’ written notice.
A probationary period cannot be used for some categories of employees. These include, in particular, the following (the list is not exhaustive):

1. Pregnant women and women with children under 18 months;
2. Employees under 18 years old;
3. Recent graduates starting their first job within one year of graduating.

Minimum salary

Salaries are set in the employment contract but must not fall below the statutory minimum wage, which applies to a standard 40-hour working week. The minimum is set at national level, but some regions set a higher local minimum.
As of 1 January 2026, the federal minimum gross monthly salary is RUB 27,093, but the minimum monthly salary in Moscow is set at RUB 39,730.
Salary must be paid in Russian roubles. Payments must be made at least twice a month.

Working hours

The standard working week is 40 hours. Overtime is permitted but only with the employee’s written consent and must not exceed four hours over two consecutive days or 120 hours per year. Overtime is compensated at no less than 1.5 times the standard rate for the first two hours and at no less than twice the standard rate for any subsequent hours. From 1 September 2026, the annual overtime limit may be increased to 240 hours. Under the new rules, the double rate will apply to overtime hours exceeding 120 per year.
As a general rule, employees are entitled to 28 calendar days of paid annual leave. Additional paid leave may be provided by law for certain categories of employees (for example, employees engaged in hazardous work, employees in the Far North regions, or employees with irregular working hours), as well as by the employment agreement, collective agreement or internal company policies.

Ending the employment relationship

Russian law strictly limits the grounds on which an employer can dismiss an employee. The main permitted grounds are:
· When there is staff redundancy or the employer is being liquidated. The employer must notify each employee in writing at least two months in advance. If there is staff redundancy, the employer must offer employees all available vacancies which are equivalent to or below their current qualifications.
· When an employee is unsuitable for an employment position based on the results of formal evaluation.
· When an employee systematically fails to fulfil their work duties without justified reason or commits a single gross violation of their work duties.
· When an employee had submitted to the employee false personal documents during the hiring process.
In respect of specific categories of employees (e.g. the general director, distant employees), additional termination grounds may be provided for in the employment agreement.
Courts in Russia tend to side with employees in dismissal disputes, so it is essential to follow the correct termination procedure in every case. Any mistake in termination procedure, even a minor one, can result in the dismissal being declared unlawful and the employee being reinstated.

Protected categories

Certain employees enjoy additional protection from being dismissed by the employer on majority of legal grounds. These employees include, in particular, the following (the list is not exhaustive):

1. Pregnant women;
2. Women with children under three years old;
3. Single parents raising a child under 14 (or a disabled child under 18);
4. Employees who are on sick leave or annual leave at the time of dismissal.

Internal company policies

All companies in Russia (except very small businesses classified as microenterprises and non-commercial entities) must have a set of mandatory internal policies. These include Internal Labour Regulations, a Labour Safety Policy, a Personal Data Protection Policy, a Remuneration Policy and an Anti-corruption Policy.
These documents must be formalised in a specific way: they should be issued in Russian language (or at least in bilingual format), approved by the order of an authorised representative of the employer and be given to each employee for counter signature. The same formalisation rules apply to any global company policies. Otherwise such global policies will not be enforceable in respect to Russian employees.

Hiring foreign nationals

Hiring a foreign national in Russia involves a multi-step process. The rules differ depending on the employee’s country of origin, but the general principle is that foreign nationals can only start working in Russia once all the necessary permits and documents are in place.
Below is an overview of the key steps.
Step 1: Company registration as an inviting party
Before hiring any foreign national, the company must register with the Russian immigration authorities as an organisation that is entitled to invite foreign workers.
Step 2: Annual quota
Most companies must apply each year for a special migration quota, i.e. a maximum number of foreign employees the company is permitted to hire. The application is submitted in advance (usually in the third quarter of the previous year) and the quota differs by region and industry.
Some categories of employees are exempt from the quota requirement, most notably highly qualified specialists (see below) and nationals of Eurasian Economic Union (EAEU) member states.
There are sector-specific limits on the share of foreign workers in certain industries, e.g. in construction foreign workers may not make up more than 50% of the workforce; in agriculture – 40%; in freight and passenger transport – 24%. Companies that exceed these limits may face significant fines.
Step 3: Work permit for each employee
Once the company has its quota approved by the state, the company must apply for an individual work permit for each foreign employee. A work permit is required for any foreign national performing any type of work in Russia, including short-term assignments.
No work permit is required for:

1. Nationals of EAEU member states;
2. Foreign nationals holding a permanent or temporary residence permit in Russia.

Step 4: Work visa
Most foreign nationals also need a work visa to enter Russia for employment purposes. The process typically is as follows:

1. The employer obtains a work permit and issues a visa invitation;
2. The employee applies for a single-entry work visa at the Russian consulate in their home country;
3. Once the employee arrives to Russia, the single-entry visa is exchanged for a one-year multi-entry work visa.

The full process from starting the application to the employee arriving in Russia typically takes 12 to 14 weeks.
Registration upon arrival
All foreign nationals arriving in Russia must register with the immigration authorities. In most cases, registration must be completed within seven working days of arrival. The employer (or, if the employee lives in rented accommodation, the landlord) is responsible for such registration.
General registration deadline is seven working days, but may vary depending on nationality, e.g. nationals of EAEU member states have to register within 30 calendar days, citizens of Tajikistan have to register within 15 calendar days.
Biometric data and border controls
All foreign nationals arriving to Russia must provide biometric data (fingerprints and a photograph) at the border.
Foreign nationals staying in Russia without valid legal status are entered into the register of “controlled persons”, which results in significant restrictions, including on opening bank accounts, registering property and conducting business activities. It is therefore essential that all migration documents remain valid at all times.
Russian language requirement
Foreign nationals applying for a work permit are generally required to demonstrate a basic level of Russian language. They must pass a test covering Russian language, Russian history and the basics of Russian law. The test must be taken at an accredited testing centre in Russia.
Some categories of workers are exempt from this requirement, including highly qualified specialists and their family members.

Highly Qualified Specialists (HQS)

Russia has a simplified immigration route for senior professionals and specialists who receive a high salary. This route is known as the Highly Qualified Specialist (HQS) regime and offers significant advantages over the standard work permit procedure.
To qualify for the HQS regime, the employee must receive a salary of at least RUB 250,000 per month, or at least RUB 750,000 per quarter. There is no strict requirement in terms of educational qualifications, the salary threshold is the key criterion.
Key benefits of the HQS route

1. The work permit can be obtained significantly faster than the standard procedure (usually 6-10 weeks);
2. No quota is required;
3. The work permit is valid for up to three years (compared to one year for standard permits);
4. The permit can cover multiple Russian regions;
5. HQS employees and their family members are exempt from the Russian language test;
6. HQS employees and their families do not need to register with migration authorities for the first 90 days after arrival.

Business trips within Russia
Foreign employees holding standard work permits can only travel for work purposes within the Russian region where their permit is valid. Business trips to other regions are permitted, but for a limited number of days per year (generally up to ten days).
Highly qualified specialists have greater flexibility, their work permit can cover multiple regions, and business trips are permitted for up to 30 consecutive days.
Business trips to Russia
Foreign nationals travelling to Russia for short-term business purposes, such as meetings, negotiations, generally need a business visa. A standard multi-entry business visa allows stays of up to 90 days within any 180-day period.
Chinese nationals do not need visa for short trips. They may enter Russia without a visa for up to 30 days for business, tourism, family visits and certain other purposes.
Important: A business visa is issued for business trips only. It does not allow working in Russia. If the purpose of the visit goes beyond a business trip e.g., the person will be based in Russia and perform certain work, then a work visa and work permit are required through the full procedure described above.
Nationals of “unfriendly states”
Russia has an official list of “unfriendly states”, i.e. countries which introduced sanctions or other restrictive measures against Russia. This list currently includes, among others, all EU member states, the United States, the United Kingdom, Japan, etc. Employing in Russia nationals from these countries is not prohibited, but the process tends to be more complex and lengthier.
In addition, Russian migration law changes frequently, and the rules applicable to nationals of specific countries may be updated at a short notice. We strongly recommend checking the effective requirements before starting the hiring process for any foreign national.
Simplified Arrangements for EAEU member states
Nationals of EAEU countries do not need a work permit or a quota. They can start working in Russia on the basis of an employment contract alone, and their family members can accompany them. They must register with the migration authorities within 30 calendar days of the arrival.
Employer obligations
When hiring a foreign national, the employer must notify the Russian Ministry of Internal Affairs (MIA) of the conclusion of an employment contract within three working days of signing. The same obligation applies upon termination – the MIA must be notified within three working days from the end date of the employment contract. For HQS, the employer must also submit quarterly reports to the MIA confirming that the HQS salary threshold is being met throughout the employment period. Failure to comply with any of these notification requirements may result in significant fines.

Consequences of non-compliance

Russian migration law is strictly enforced. Employers which fail to follow the required legal procedures can face significant penalties. It is important to note that fines are calculated per each individual employee. Thus, if multiple employees are affected, the total amount of fines can be extremely high.
Fines for employers
The maximum fine for an employing company that violates migration rules is approximately RUB 800,000 to RUB 1,000,000 per employee. In addition, the company’s business activities can be suspended for up to 90 days.
Company officials (e.g. general director) can also be fined personally up to RUB 50,000–75,000 per violation.
In Moscow, St Petersburg and their surrounding regions, fines for migration violations are at the higher end of the range and such penalty as employee’s deportation from Russia is applied more frequently. Both the company and its general director can be held personally liable for the same violation simultaneously. This means that a single case of non-compliance can result in fines for both the company and its management.
Consequences for the employee
A foreign employee who violates migration rules can be fined and deported from Russia. Depending on the gravity of the violation, the employee may also be banned from visiting Russia for some time. A ban can be imposed if a foreign national received two or more administrative penalties in Russia, including penalties for any non-migration violations (e.g. traffic violations, etc).