Uncategorized Архіви

Ukrainian Labor Market in Q1 2026: Staff Shortage, “Salary Race,” and Course Towards Inclusivity

Posted on 05.05.202605.05.2026 by Stanislav

Summing up the results of the first quarter of 2026, experts state: the Ukrainian labor market has finally established itself as a “candidate’s market.” Despite difficult macroeconomic conditions, business demonstrates high adaptability, but faces a critical shortage of qualified specialists.

Key Indicators and Figures

According to analytical data for January-March 2026, the situation on the labor market is characterized by the following indicators:

Wages: The average monthly remuneration in the private sector increased by an average of 12-15% compared to the same period last year.
Staff shortage: About 75% of employers name the lack of personnel as the main obstacle to business development. The greatest “hunger” is felt in energy, construction, medicine, and the agricultural sector.
Imbalance of supply and demand: For 10 officially registered job seekers, there are over 16 vacancies, confirming a deep structural gap in the market.

Main Trends of Q1 2026

1. Focus on veterans and inclusivity.
Companies are massively integrating programs for the reintegration of veterans. The share of veterans in the staff of large enterprises has grown to 3-4%. There is also an active involvement of people aged 50+ and the development of the “silver economy,” which helps to partially cover the shortage of young personnel.

2. Automation as a forced measure.
Due to the inability to find people for routine operations, business has significantly accelerated the implementation of AI and automated management systems (ERP/CRM). Every third company considers investments in technology as a way to optimize human resources.

3. Flexibility and mental health.
Over 85% of employers have implemented or expanded mental health support programs. Remote work remains the norm for 60% of office workers, but business increasingly offers hybrid models to preserve corporate culture.

Forecast for Q2

It is expected that by summer the competition for talents will only intensify. Employers will be forced not only to increase salaries but also to offer “security packages” (health insurance for families, housing assistance for IDPs).

“The labor market of 2026 is a challenge for HR strategies. The winners will be those companies that invest in training their own personnel and create conditions for the fastest possible adaptation of new categories of employees.”

The material was prepared by the Promotion team based on data from the State Statistics Service, the NBU, and specialized market research.

Promotion Wishes Happy Easter!

Posted on 10.04.202610.04.2026 by Stanislav

This Sunday, April 12th, millions of Ukrainians will celebrate one of the greatest and most important holidays – Easter.

Today, the Resurrection of Christ takes on a special, deep meaning for each of us. This holiday symbolizes the irreversible victory of light over darkness, life over death, truth and good over evil. It reminds us that after the most difficult trials, dawn will surely come. It is this faith that gives us all the strength not to give up, to continue working, to support the economy, and to build the future of our country.

Promotion team sincerely congratulates its clients, partners and candidates on the bright holiday of Easter!

We are grateful to you for your trust and joint work. May your hearts be filled with peace, and your homes with warmth and family comfort on these festive days. We wish you and your loved ones inexhaustible energy, hope that never fades, and most importantly – the long-awaited victorious and reliable peace for all of Ukraine.

Enjoy your delicious Paska and may you have bright thoughts!

Christ is Risen! Indeed He is Risen!

Promotion: Transition to IFRS as a New Stage of Development, Confirmation of Leadership and Operational Transparency

Posted on 30.03.202630.03.2026 by Stanislav

Promotion (“PROMOTION OUTSOURCING” LLC ) is beginning the transformation of its financial reporting in accordance with the International Financial Reporting Standards (IFRS).

Based on the results of operations in 2024 and 2025, the company became the first in the outstaffing, recruiting, and consulting industry in Ukraine to achieve indicators that require a transition to global standards of transparency.

What are the IFRS Criteria and Why Does Promotion Meet Them?

According to the legislation, the mandatory transition to IFRS applies to public interest entities or large companies. To be considered a “large enterprise” in Ukraine, a company must meet at least two of the three criteria for two consecutive years:

Value of assets: over 20 million EUR
Net sales revenue: over 40 million EUR (actual result for 2025 – 47,983,925.00 EUR, 2024 – 42,083,983.00 EUR)
Average number of employees: over 250 employees (actual result for 2025 – 2,398 employees, 2024 – 1,828 employees)

The achievement of these markers (exceeding net sales revenue and average number of employees) in 2024-2025 confirms the scale of Promotion’s activities and its leadership in the HR services market in Ukraine.

Why Is This Important?

The transition to IFRS is not just a change in the format of tables in accounting. It is a strategic step that brings direct benefits both to the company and to clients and suppliers:

For Promotion: This is a “green light” for entering international markets and simplifying world-class audits. This is a confirmation of our maturity and financial stability.
For clients in Ukraine and abroad: cooperation with a partner whose reporting is understandable in London, New York, or Warsaw. IFRS minimizes risks and guarantees full financial transparency – this is the confidence that the HR provider operates in accordance with the highest global rules and meets the strictest legal requirements.
For partners: The unification of reporting facilitates cooperation in joint international projects and strengthens the trust of banking and financial institutions.

“The transformation to IFRS is our manifesto of openness. We prove that the Ukrainian service business can be large-scale, transparent, and understandable for the whole world.”

In Which Cases the Formalization of Remote Work Is Mandatory

Posted on 27.03.202624.03.2026 by Stanislav

Remote work in Ukraine is primarily regulated by Articles 24 and 60-2 of the Labor Code of Ukraine (KzPP). During the period of martial law, the Law of Ukraine “On the Organization of Labor Relations under Martial Law” also applies, which establishes special rules regarding the form of the employment contract.

Therefore, it is important to distinguish: when an employer is obliged to formalize remote work, and when they only can introduce it.

When the employer is obliged to formalize remote work:

The employer is obliged to formalize remote work when an employee demands a temporary transfer to remote work for a period of up to two months, if actions with signs of discrimination were committed against them at the workplace.

Important! The employer can refuse such a transfer if remote work is objectively impossible given the labor function or if the employee did not provide corroborating facts that discrimination, sexual harassment, or other forms of violence took place.

When the employer can formalize remote work:

when the parties (employee and employer) have agreed on a remote form of work,
during the threat of the spread of an epidemic or pandemic, the need for self-isolation of an employee in cases established by law, the threat of armed aggression or an emergency situation of a technogenic, natural, or other nature,
for the period of remote learning of an employee’s child under 14 years of age in a general secondary education institution under a remote form of obtaining education in accordance with the order (instruction) of the head of such educational institution for the period of such learning.

for:

pregnant women;
employees who have a child under three years of age;
those who care for a child under six years of age according to a medical conclusion;
employees who have two or more children under 15 years of age or a child with a disability;
parents or guardians of a person with a disability since childhood of subgroup A of group I.