Employment in Russia: Rights of Foreign Employees
A foreign national who works in Russia under a valid employment contract is protected by the Russian Labour Code on the same terms as a Russian colleague. Salary, working hours, paid leave, sick pay and the rules on dismissal apply regardless of citizenship. What differs is the migration layer: the work permit, patent or highly qualified specialist status on which the job depends.
This guide explains how contracts are formed, how probation works, what an employer may and may not do when ending employment, and where to go when a dispute arises. Attorney Elena Petrova advises expatriate employees in Moscow on each of these stages, in English.
Signing an Employment Contract as a Foreigner
The Labour Code requires a written contract signed before or at the start of work. A bilingual version is common, but the Russian text is the one a court will read, so check that both columns match. The contract must name the job title, place of work, start date, salary, working schedule and the grounds on which the employer admits the foreigner to work.
Ask for the job description and internal labour regulations before signing. Bonuses promised in an offer letter but missing from the contract or bonus policy are hard to claim later.
Fixed-term or open-ended
Foreign employees are often offered fixed-term contracts tied to the permit period. A fixed term is lawful only on grounds listed in the Code. If the grounds are absent, the contract may be treated as open-ended.
Probation Period Rules
A probation clause is valid only if written into the contract. The general limit is three months; for heads of organisations, their deputies and chief accountants it may be up to six months. Days of sick leave are not counted toward probation.
If the employer decides the probation was failed, it must notify the employee in writing at least three days in advance and give reasons. A dismissal without written grounds can be challenged in court. The employee may also leave during probation with three days' notice.
Dismissal and Termination
Termination is permitted only on grounds listed in the Labour Code. The most frequent scenarios for expatriates are shown below.
| Ground | Who initiates | Key protection |
|---|---|---|
| Own wish | Employee | Two weeks' written notice, final pay on the last day |
| Mutual agreement | Both sides | Terms, including severance, are negotiable |
| Redundancy | Employer | Two months' notice, severance of average monthly earnings |
| Permit expiry or cancellation | Law | Employer must end the contract; timing and pay are checked |
| Disciplinary breach | Employer | Written explanation requested, strict procedure and deadlines |
Pressure to sign a resignation letter "voluntarily" is a common problem. A letter signed under pressure can be contested, but the burden of proof falls on the employee, so keep messages and witness details.
Labour Inspection and Pre-Trial Disputes
The State Labour Inspectorate accepts complaints about unpaid wages, unlawful dismissal and safety breaches. It can inspect the employer and issue binding orders. A complaint costs nothing and can be filed online, but the inspectorate does not reinstate employees or award compensation.
Many companies have a labour disputes commission. Using it is optional. For wage arrears, a written demand to the employer often speeds up payment, and delayed wages accrue statutory interest.
Labour Courts and Deadlines
Employment disputes are heard by district courts; employees pay no state duty on labour claims. The deadlines are short:
- one month to challenge a dismissal, counted from receipt of the dismissal order or work record;
- three months for most other disputes, counted from the day the employee learned of the breach;
- one year for claims on unpaid salary and other payments due.
A missed deadline can be restored only for valid reasons, such as illness. Hearings are held in Russian; an interpreter can be requested.
Migration Status During a Dispute
Losing the job usually affects the right to stay. For a highly qualified specialist, the employer must notify the migration authority when the contract ends, and a limited period follows to find a new employer. Plan the dispute and the migration steps together.
Contact Attorney Elena Petrova
Send the contract, the dismissal order and any correspondence for review before signing a settlement or leaving the job.
The main channel of contact with the attorney is e-mail: lawyer@lawyer-moscow.com.