Category: Uncategorized

According to Article 1 of the Law of Ukraine “On Remuneration,” a salary is compensation, typically calculated in monetary terms, that an employer pays to an employee for work performed under an employment contract. The legislation clearly states that salaries in Ukraine must be paid exclusively in the national currency—the hryvnia (UAH) (Part 1, Article 23 of this Law). The hryvnia is the sole legal tender in the territory of Ukraine.

At the same time, Article 192 of the Civil Code of Ukraine allows for monetary obligations to be defined in the equivalent of a foreign currency. This means that an employment contract can specify the salary amount in hryvnias while also indicating its equivalent in a foreign currency. However, the actual payment must be made exclusively in hryvnias.

To avoid disputes, it is advisable to clearly define the mechanism for converting the foreign currency into hryvnias. Specifically, the contract can specify the National Bank of Ukraine (NBU) exchange rate as of a certain date and fix it as a minimum. If the official exchange rate increases by a certain date of the reporting month, the calculation is made at the new, higher rate, but not below the established minimum level. This ensures payment stability and protects the employee from currency fluctuations.

It is also important to regulate the salary calculation procedure in the company’s internal documents: the collective agreement, the salary policy, and the staffing table. The staffing table should specify the position’s salary in hryvnias with a note indicating the foreign currency equivalent and the exchange rate to be used for the conversion.

Formalizing such terms requires amending the employment contract (including through a supplementary agreement), issuing a corresponding order on the change in remuneration, and verifying that the new terms comply with the company’s salary policy.

Key points to consider:

• Salary payments are made exclusively in hryvnias (UAH).
• The option to specify an equivalent in a foreign currency must be clearly regulated by the contract.
• It is recommended to establish a minimum exchange rate to protect the employee.
• All of the company’s internal regulations must be updated accordingly.

Thus, defining a salary in the equivalent of a foreign currency is a legal practice, provided that all legislative requirements are met and the process is properly documented.

1. New Procedure for Dismissing Employees in Combat Zones

Article 5, Clause 3 establishes that employees whose workplaces are located in active combat zones cannot be dismissed for absenteeism (as per Part 1, Article 40, Clause 4 of the Labor Code of Ukraine). The period of absence is unpaid and is not included in the length of service that grants the right to annual leave. This innovation aims to protect employees who are objectively unable to perform their duties.

2. Organization of Record-Keeping and Accounting

Article 7, Clause 1 has been clarified: in combat zones, the employer independently determines the procedure for record-keeping and document storage, provided that accurate records of employees’ work and labor costs are maintained. This allows employers to flexibly adapt their document workflow procedures.

Communication Obligation

Article 7, Clause 3 introduces an obligation for each party to the employment contract to ensure the possibility of communication and to report any change in contact details within 10 days. Failure to comply with this requirement gives the other party the right to communicate using the last known contact details (Article 7, Clause 4).

3. Suspension of the Employment Contract

The new version of Article 13, Clause 1 provides for the suspension of an employment contract at the initiative of one of the parties for up to 90 days, with the possibility of extension by mutual agreement until the end of martial law. During the suspension, the employer does not pay wages, compensation, or other payments, except for amounts accrued before the suspension date. The employer is obliged to notify the employee of the resumption of the contract 14 days in advance.

Importantly, after the suspension period ends, the contract is automatically resumed. If it is impossible for the employee to perform their duties, the contract may be terminated. It is also stipulated that orders for suspension exceeding 90 days without the parties’ consent will become invalid (this provision will enter into force on March 14, 2026).

4. State Supervision and Control

The new version of Article 16 allows for unscheduled state supervision measures (inspections) based on applications from employees or trade unions, now also covering issues of mobbing (bullying). It is important to note that inspections regarding mobbing cannot be conducted simultaneously with other inspections (this provision will enter into force on October 1, 2025).

Practical Recommendations for HR Professionals

1. Update internal document workflow procedures, including the storage of electronic and paper documents in combat zones. Ensure the reliability of timekeeping and labor cost accounting.
2. Develop a communication algorithm, including templates for notifying about changes in contact details and confirming their receipt. Ensure you have up-to-date employee contacts and make timely changes to your records.
3. Carefully monitor the terms of employment contract suspensions, especially in the context of the 90-day limit. Ensure that additional agreements are properly executed if the term is extended by mutual consent.
4. Prepare employees for potential unscheduled inspections, particularly concerning mobbing issues. Conduct awareness campaigns on acceptable forms of communication and how to prevent violations.

In the current landscape of Ukrainian business, a key challenge is the integration of war veterans into civilian life and their engagement in professional activities. To address this, the Ministry of Veterans Affairs of Ukraine has developed methodological recommendations for employers, offering comprehensive approaches to organizing employment and developing labor relations with veterans.

The recommendations advocate for creating a veteran-friendly environment that covers not only hiring but also professional and psychological adaptation. Specifically, the document emphasizes the importance of ensuring equal opportunities, preventing discrimination, and considering the special needs of individuals with disabilities resulting from the war.

Special attention is given to the legal framework governing labor relations with veterans. The guidelines are based on Ukrainian legislation, including the Labor Code of Ukraine, the Law “On the Status of War Veterans and Guarantees of Their Social Protection,” and the Law “On Employment of the Population,” along with other acts that guarantee the social and legal protection of veterans and their families.

The document provides employers with detailed steps: from planning recruitment and preparing job vacancies to organizing professional development and creating a corporate culture focused on supporting veterans. Among the proposed measures are developing special adaptation programs, involving mentors, collaborating with veteran organizations, and ensuring barrier-free access to educational opportunities.

The role of company leadership is also emphasized as a driving force for change. A strong management position and public support for a veteran-focused policy can add significant value to the employer’s brand, enhancing trust from partners, investors, and society as a whole. Engaging veterans not only helps a company fulfill its social mission but also gives the business access to highly motivated and stress-resilient employees.

Recommendations for Implementation:

• Develop an internal veteran support policy and have it approved by senior management.
• Train HR departments to work with veterans and conduct interviews that consider their unique needs.
• Implement training and mentorship programs for veterans with opportunities for career growth.
• Ensure workplaces are accessible for veterans and comply with safety and hygiene requirements.
• Establish ongoing communication with veteran organizations and local employment centers.

An online platform specifically designed for posting job vacancies for veterans is now operational. You can register via [this link].

The full text of the Methodological Recommendations can be viewed [at this link].

We are excited to announce that Promotion (LLC “PROMOTION OUTSOURCING”) has launched its new official website — www.promotion-global.com. This modern platform will fully replace our previous website.

Our goal was to update the information about our services, highlight the company’s growth, and showcase the key achievements of Promotion. On www.promotion-global.com, you will find comprehensive details about our solutions and the benefits of partnering with us.

We aimed to create a user-friendly and intuitive website where everyone can quickly find the information they need. Our mission is to provide you with the best possible online experience when interacting with Promotion.

Please note:

• The old website will no longer be operational. Kindly update your bookmarks and use the new address: promotion-global.com.

• Corporate emails with the domain @promotion-staff.com will continue to function as usual. There is no need to worry about any changes to email addresses.

• Starting from January 1, 2026, email forwarding will be set up for messages sent to @promotion-staff.com, redirecting them to the new @promotion-global.com domain. This will ensure uninterrupted communication and a smooth transition to the new corporate email addresses in the future.

We invite you to visit our new website at www.promotion-global.com to explore the updated information about Promotion. We are confident it will be an even more valuable and informative resource for you.

Promotion remains committed to its strategic focus — concentrating on the areas where we can deliver the best results and fully meet our commitments. The transition from “-staff.com” to “-global.com” reflects significant achievements that go beyond just offering services in Ukraine. This change demonstrates Promotion’s ability to support you across multiple countries globally, backed by our professional expertise.

Thank you for your trust and cooperation!

Best regards,
Promotion