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According to Article 174 of the Labor Code of Ukraine, the employment of women in heavy labor and jobs with harmful or hazardous working conditions is prohibited. This ban also extends to underground work, except for non-physical tasks or roles related to sanitary and domestic services. Additionally, women are not permitted to lift and move objects exceeding established weight limits.

The maximum weight limits for lifting and moving loads by women are established by the Order of the Ministry of Health of Ukraine No. 241 dated December 10, 1993. When lifting and moving loads in combination with other types of work (no more than twice per hour), the maximum permissible weight is 10 kg. If the lifting is performed continuously throughout a work shift, the limit is 7 kg.

The total weight of a load that a woman can move within one hour must not exceed 350 kg when lifted from a working surface (e.g., a conveyor or table) and 175 kg when lifted from the floor. The total weight includes the mass of the container and packaging.

Maximum Weight Limits for Lifting and Moving Loads by Women

Condition	Maximum Load Weight (kg)
Lifting and moving loads up to 2 times per hour (combined with other work)	10 kg
Lifting and moving loads continuously during a work shift	7 kg
Total weight moved per hour from a working surface (conveyor, table)	350 kg
Total weight moved per hour from the floor	175 kg
Note: The weight of the load includes the mass of the container and packaging.

 

According to Article 175 of the Labor Code, women cannot be engaged in night work, except in cases where it is dictated by special production needs and permitted as a temporary measure.

During martial law, the legal regime has specific features. According to Article 9 of the Law of Ukraine “On the Organization of Labor Relations under Martial Law,” women (except for pregnant women and women with a child under one year of age) may be engaged in heavy labor, jobs with harmful or hazardous conditions, and underground work with their consent. However, Article 8 of the same law prohibits engaging pregnant women and women with a child under one year of age in night work without their consent.

Thus, the legislation provides a comprehensive system of restrictions to protect women’s health, but during martial law, certain exceptions apply, allowing their involvement in difficult working conditions only with their voluntary consent.

On June 18, 2025, Draft Law No. 13380 was registered, proposing amendments to Article 49-2 of the Labor Code of Ukraine regarding the employee dismissal process. It is important to note that this bill has not yet entered into force and is currently under review.

The current version of Article 49-2 of the Labor Code requires employers to notify employees of their upcoming redundancy at least two months in advance. Simultaneously, the employer must offer the employee another available job within the same company that matches their profession or specialty. If no suitable vacancies are available, or if the employee declines the offer, they have the right to contact the state employment service or find a new job independently.

Bill No. 13380 proposes to add a provision allowing the two-month notice period to be shortened if the employee submits a written request to do so. However, even with a reduced notice period, the employer is not exempt from the obligation to offer the employee all vacant positions matching their qualifications from the date of the initial notice until the actual day of dismissal.

This innovation offers flexibility for employees who wish to terminate their employment sooner, for instance, if they have already found another job or due to personal circumstances. At the same time, it places an additional responsibility on the employer to ensure that all relevant vacancies are offered throughout the entire shortened notice period.

Practical advice for employers: If this bill is passed, it is advisable to update internal HR documentation and procedures in advance. Specifically, companies should develop an algorithm for promptly informing employees about available vacancies, create standard forms for written notifications, and establish a procedure for recording requests to shorten the notice period. This will help prevent disputes, increase process transparency, and reduce legal risks.

It is crucial to emphasize that Draft Law No. 13380 is still under consideration, and until it becomes law, the current legal norms remain in effect.

During martial law in Ukraine, the ability of men aged 18 to 60 to travel abroad is significantly restricted. An exception is made for certain categories of individuals, including military-liable persons who are “reserved” (granted a deferment from mobilization) for the period of mobilization and wartime, in accordance with Art. 23 of the Law of Ukraine “On Mobilization Preparation and Mobilization.” Such employees are not subject to conscription and are registered on a special military list.

Current regulations, particularly the Rules for Crossing the State Border by Citizens of Ukraine, provide for the possibility of reserved employees traveling abroad only for official business trips. The issue of traveling abroad during a vacation is not legally regulated. Currently, the procedure for such a trip is determined at the discretion of the border guard service during inspection, which creates a high level of uncertainty and risks for both the employer and the employee.

To cross the border, you must have:
● A foreign passport;
● A military registration document or an electronic record in the “Rezerv+” application with a note of reservation;
● An extract or a copy of the vacation order (specifying the country, duration, and position);
● Additional documents confirming the purpose of the trip.

However, practice shows that reserved employees are often denied crossing the state border based on a vacation order. Most successful cases of traveling abroad are related to оформленням business trips, not vacations. The Ministry of Justice of Ukraine emphasizes the need to clarify the requirements with the State Border Guard Service in advance (by calling 1598 or through official communication channels).

The employee should verify the absence of any travel restrictions and ensure compliance with military registration rules. In case of refusal to cross the border, the consequences can be both reputational and disciplinary.

Clarification from the Ministry of Justice on reserved employees traveling abroad for vacation.

Ukrainian legislation allows an employee to freely manage their salary. According to Part 1 of Article 25 of the Law of Ukraine “On Labor Remuneration,” any restriction on an employee’s right to receive and use their salary is prohibited. This means that the employee has the right to independently determine the method of receiving their payments.

In accordance with Part 5 of Article 24 of the Law of Ukraine “On Labor Remuneration,” salary payments can be made through banks or non-bank payment service providers authorized to open and service accounts, or by postal money order to an address specified by the employee. The main condition is a written request from the employee stating the details for the transfer.

The employee has the right to submit a free-form request addressed to the head of the company, specifying the particular account of another individual to which they wish to receive their salary. The request must clearly state the recipient’s full name, bank details or postal address, and, if applicable, the recipient’s taxpayer identification number.

It is important to emphasize that the employer does not have the right to refuse such a request and cannot impose a specific method or account for receiving the salary. It is also forbidden to charge the employee any commission or other costs associated with transferring the salary to the specified account. Payment for the services of banks or postal operators in such cases is the responsibility of the employer.

For the company’s accounting and HR departments, the procedure is as follows:

• Obtain a written request from the employee with the recipient’s full details.
• Register the request in the company’s internal documentation.
• Issue a corresponding order based on the request.
• Make the transfer within the legally established timeframe.

Thus, transferring an employee’s salary to another individual’s account is entirely lawful, provided that the requirement for written consent is met.