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MOS 999: What It Means and Why It Appears in “Rezerv+”

Posted on 10.03.202610.03.2026 by Stanislav

What Does MOS 999 Mean?

The Ministry of Defence clarified that MOS (Military Occupational Specialty) 999 is a specialty assigned to persons liable for military service who have not undergone military service or training camps. The norm is defined in the Ministry of Defence Order dated 07.09.2020 No. 317 based on Article 39 of the Law of Ukraine “On Military Duty and Military Service.”

This allows the state to estimate the number of persons liable for military service who need to undergo a basic general military training course in the event of conscription for military service during mobilization in a special period.

Why Does MOS 999 Appear?

By design, such a MOS should have appeared for those who did not undergo military service or training camps.

But in practice, we see a situation where the MOS in the employee’s military ID is present, but MOS 999 appears in “Rezerv+”. For some reason, the MOS was not entered into “Rezerv+”. In this case, MOS 999 was pulled up automatically.

This conclusion is prompted by the fact that this inscription means: the register has no information about your military occupational specialty.

At the same time, there are cases when the MOS was indicated in “Rezerv+” as well, but changed to 999 (usually to 999097).

Is It Necessary to Contact the TCC?

In the letter of the Main Personnel Department of the General Staff of the Armed Forces of Ukraine dated 19.09.2025 No. 321/VyhZP/266, it was noted that the presence of the mark “MOS 999. Requires basic general military training” in the “Rezerv+” application does not require the user to take any action. That is, there is no need to contact the TCC (Territorial Recruitment Center).

In other cases, we have a situation where the MOS in the paper military registration document (MRD) and “Rezerv ID” differ. In such a situation, it is still better for the employee to find out in the TCC why there are discrepancies. In fact, sometimes it’s just a human factor and operator errors.

Therefore, if an employee has discrepancies in the paper MRD and “Rezerv ID”, they should contact the TCC to update the information. The employer may hand the employee a notification about the need to update the MRD.

But truthfully, given the December innovations and the fact that today for persons registered in the TCC, only the electronic military registration document is valid, and the old MRDs are valid, but on the condition that their data do not contradict the data of the “Oberih” register, one could also not do this.

Who Has the Right to Annual Leave Outside the Schedule?

Posted on 23.02.202617.02.2026 by Stanislav

The vacation schedule is a plan, but not a strict obligation: it can be adjusted by agreement of the parties.

Leave outside the schedule is of two types:

“must grant” – the employee has the right to a convenient time,
“can agree” – the employer assesses the production need.

Whom the Employer Cannot Refuse

According to Art. 10 of the Law of Ukraine “On Vacations” No. 504/96-VR, annual leave at a convenient time upon request is granted to:

persons under 18;
persons with disabilities;
women before/after maternity leave; women with two or more children under 15 or a child with a disability;
single mothers/fathers, guardians, trustees, and other lonely persons who actually raise children under 15 in the absence of parents;
wives/husbands of military personnel;
labor veterans and persons having special labor merits to the Motherland; war veterans, persons having special merits to the Motherland, as well as family members of fallen (deceased) war veterans and family members of fallen (deceased) Defenders of Ukraine;
parents-educators of family-type children’s homes; employees — members of fire and rescue units to ensure voluntary fire protection (at least one year);
part of the annual leave (at least 12 calendar days) to accompany a child to an educational institution in another locality;
in other cases provided by legislation, collective or employment agreement.

If There Is No Right to “Convenient Time”

The employee can submit an application for granting annual basic leave outside the schedule. The employer can agree or refuse the employee.

To formalize leave outside the schedule, the following algorithm is applied:
employee’s application – order – recording changes in the schedule.

How to Record Changes to the Schedule?

First option — make corrections directly in the vacation schedule in the “Notes” column: for example, note that the period is rescheduled to June or write specific dates (say, 02.06–15.06).
Second option — re-approve the vacation schedule in a new edition.
Third option — officially make changes to the current schedule: issue an order on making changes, and formalize the changes themselves as an appendix to the schedule.

Important: in the second and third options, coordination with the trade union (if it operates at the enterprise) is required.

Payment and Wartime Nuances

Salary for the vacation period is paid before it starts, unless otherwise provided by legislation, labor, or collective agreement.

During martial law, the employer may limit the annual basic leave to 24 days and may refuse leaves (except for maternity leave and leave to care for a child under 3 years old) if the employee is involved in critical infrastructure/defense works/mobilization tasks.

Probation Period During Martial Law: How to Formalize

Posted on 20.02.202617.02.2026 by Stanislav

Probation upon hiring is an agreement between the parties to verify the employee’s suitability for the job. In Ukraine, during the period of martial law, the Law “On Organization of Labor Relations Under Martial Law” No. 2136-IX is in effect, which expanded the employer’s possibilities (before martial law, there were categories of employees for whom a probation period was not established), but the requirements of the Labor Code (KzPP) regarding formalization and terms remain valid.

Can a probation period be established for anyone?

Yes. According to Part 2 Art. 2 of Law No. 2136-IX, the condition of probation can be established for any category of employees. Therefore, the prohibitions of Art. 26 of the Labor Code regarding certain categories (in particular IDPs, minors, pregnant women, etc.) do not apply to contracts concluded during the period of martial law.

How to record the condition?

Art. 26 of the Labor Code requires: the probation period must be specified in the hiring order (instruction).

The best practice is a “triangle” of documents: the employee’s application with consent to probation, an order with a specific term, and a written agreement/contract (if applied).

Law No. 2136-IX allows the parties to determine the form of the employment contract by mutual consent (Part 1 Art. 2), but when the agreement is not recorded, it quickly turns into a dispute.

Terms.

According to Art. 27 of the Labor Code: up to 3 months, in exceptional cases — up to 6 months with the agreement of the elected body of the primary trade union organization. For workers (blue-collar) — not more than 1 month.

Separately: for persons liable for military service at enterprises critically important for defense, a limit of 45 calendar days is established (Part 3 Art. 2 of Law No. 2136-IX).

Days when the employee did not actually work, regardless of the reason, are not counted towards the probation period (Art. 27 of the Labor Code), so the actual completion date may shift.

Employee Rights.

During the probation period, the employee is subject to the same conditions as all other employees (Art. 26 of the Labor Code): remuneration, labor protection, sick leave, vacations, etc.

How to dismiss if not suitable.

According to Art. 28 of the Labor Code, the employer may terminate the employment contract during the probation period in case of unsuitability for the position/work by warning the employee in writing 3 days in advance.

Since the dismissal can be appealed, it is worth having evidence: evaluation of results, memos, recording of errors/violations.

If the term has expired and the employee continues to work — they are considered to have passed the probation, and further dismissal is possible only on general grounds (Art. 28 of the Labor Code).

When Can an Employee Be Transferred to Another Job Without Their Consent?

Posted on 19.02.202617.02.2026 by Stanislav

According to the general rule: transfer to another job (i.e., assigning an employee another labor function not provided for by the employment contract) is carried out only with their consent. Without consent — this is an exception that works not “when the manager needs it,” but when there is a threat to people or consequences of emergency events.
Otherwise, the transfer order easily turns into evidence in a labor dispute.

Temporary Transfer Under Art. 33 of the Labor Code (KzPP)

The employer has the right to transfer an employee without their consent for a period of up to one month to another job not stipulated by the contract if the following conditions are simultaneously met:

the work is not contraindicated for the employee due to health reasons;
the transfer is needed only to avert or eliminate the consequences of natural disasters, epidemics/epizootics, industrial accidents, and other circumstances that pose or may pose a threat to the life or normal living conditions of people;
payment for the work performed — but not lower than the average earnings at the previous job.

Additionally, the law prohibits transferring without consent in such cases pregnant women, women with a child with a disability or a child under six years old, as well as persons under 18.

Transfer During Martial Law (Art. 3 of the Law of Ukraine “On Organization of Labor Relations Under Martial Law”)

During the period of martial law, the employer may transfer an employee without their consent to another job not provided for by the employment contract if:

such work is not contraindicated due to health reasons;
the transfer is carried out exclusively to avert or eliminate the consequences of hostilities or other circumstances that pose or may pose a threat to the life or normal living conditions of people;
payment for the work performed is not lower than the average salary at the previous job.

Important limit: without consent, it is impossible to transfer to work in another locality where active hostilities are ongoing.

Separately about downtime: as a general rule, in case of downtime, transfer is allowed with the employee’s consent (Art. 34 of the Labor Code), however, in wartime, the mechanism of Art. 3 of Law No. 2136-IX may work — but only if the above grounds are present.

Practical Minimum for the Employer:

Issue an order, clearly describe the basis (what specific threat/consequences), the term (if Art. 33 of the Labor Code is applied), payment terms, and the start date of work, and also do not ignore medical restrictions.