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The introduction of the student employment contract, provided for by the Law of Ukraine “On Vocational Education” dated 21.08.2025 No. 4574-IX (hereinafter – the Law) and the updated Art. 21 of the Labor Code of Ukraine (KzPP), has created a new format of cooperation between employers and education seekers. Such a contract combines the student’s studies with real labor activity by profession and allows enterprises to attract future specialists even during their studies. However, it is important for the employer to correctly formalize all stages and take into account specific legislative requirements.

1. Who can be parties to the contract
   A student employment contract is concluded between an education seeker — a student, cadet, or listener of a vocational education institution — and an employer. The subject of the contract is the performance of labor functions within the educational program, particularly within the framework of the dual form of education.
2. Duration of the contract
   The Law explicitly defines limitations: the term of a student contract cannot exceed the term of study. After the completion of the educational program, the contract terminates automatically.
3. Main stages of formalization
   Before concluding an employment contract, the employer and the educational institution sign a cooperation agreement regarding practical training. Next, the student submits an application for employment, the employer issues an order and concludes a written student employment contract. As with regular employment, it is necessary to notify the State Tax Service and conduct safety briefings.
4. Conditions that must be defined in the contract
   – job title and labor functions in accordance with the educational program;
   – work schedule, coordinated with the study schedule;
   – term of the contract and grounds for termination;
   – amount of remuneration (not lower than the minimum).
   The Law establishes guarantees: the employer must ensure working conditions in accordance with labor safety legislation, and the use of students for work not related to the educational program is prohibited (Art. 17 of the Law). Remuneration for work performed is paid on the basis of the employment contract.
5. Features of the work regime and guarantees
   A student cannot be engaged in overtime work on study days (Art. 63 of the Labor Code). Periods of study may be counted towards the length of service granting the right to leave (Art. 82 of the Labor Code). Learning results are taken into account when upgrading qualification ranks (Art. 203 of the Labor Code).

Conclusion
A student employment contract is a tool that allows an employer to invest in personnel training while simultaneously adhering to special rules that protect the rights of the education seeker. A properly drafted contract minimizes risks and ensures transparent, legal labor relations.

On 31.10.2025, the President signed the Law of Ukraine dated 09.10.2025 No. 4630-IX “On Amendments to Certain Laws of Ukraine Regarding the Organization of Labor Relations Under Martial Law.” On 03.11.2025, the document was published in the official publication “Holos Ukrayiny”. Therefore, its norms will start to operate on 03.12.2025.
The Cabinet of Ministers must make changes to the Procedure for reservation of employees during this term.

Let us recall, changes are being made to para. 4 part 1 art. 25 of the Law of Ukraine dated 21.10.1993 No. 3543-XII “On Mobilization Preparation and Mobilization.”

The new edition of this norm provides that at enterprises, in institutions and organizations which are critically important for ensuring the needs of the Armed Forces of Ukraine, other military formations or the functioning of the economy and ensuring the livelihood of the population in a special period, including ultimate beneficial owners of such enterprises who are not their employees.

Military-liable employees of enterprises, institutions and organizations are also subject to reservation, regardless of the number of reserved persons, which are critically important for ensuring the needs of the Armed Forces of Ukraine, other military formations or the functioning of the economy and ensuring the livelihood of the population in a special period in the sphere of the defense-industrial complex:

• who lack or have improperly processed military registration documents;
• and/or who are not on military registration;
• and/or who have not updated personal data specified in subparagraph 1 of paragraph 2 of section II “Final and Transitional Provisions” of the Law of Ukraine dated 11.04.2024 No. 3633–IX “On Amendments to Certain Legislative Acts of Ukraine Regarding Separate Issues of Military Service, Mobilization and Military Registration”;
• and/or who are wanted for violation of military registration rules, legislation on defense, mobilization preparation and mobilization.

The term of reservation of such military-liable employees cannot exceed 45 calendar days from the day of concluding the employment contract.
In case of elimination by such military-liable employee during the term of reservation of violations of military registration rules, such employee is subject to reservation on general grounds in the order defined by this Law and regulatory legal acts of the Cabinet of Ministers of Ukraine adopted for its implementation.

Reservation of such military-liable employees does not exempt them from liability established by law for violation of military registration rules, legislation on defense, mobilization preparation and mobilization.

The Parliament of Ukraine has passed Bill No. 13335, which amends legislation on mobilization and military registration. The document aims to regulate the temporary reservation of employees at critically important enterprises, even if they have violations related to their military registration.

Please note: The law is not yet in effect. It will become legally binding only after its official publication.

Legal Background
Bill No. 13335 was developed to ensure the uninterrupted operation of enterprises designated as critically important for the economy or the defense industry. Its main goal is to mitigate staffing risks when key specialists cannot be hired or reserved due to formal violations in their military records (e.g., missing documents, outdated data, or “wanted” status).

Key Provisions of the Law:

Reservation with Registration Violations:
Allows for the temporary reservation of employees at critically important enterprises for up to 45 calendar days, even if they:

• Are not on military registration.
• Have improperly оформленими military documents.
• Have not updated their personal data or are listed as “wanted” for registration violations.

One-Time Opportunity: This option can be used only once per calendar year for each specific employee.

Obligation to Resolve Issues: During the reservation period, the employee is required to bring their military registration documents into compliance with the law. Failure to do so may grant the employer the right to terminate the employment contract.

Probationary Period: For new hires, an employment contract with a probationary period of up to 45 days is permitted, during which their military registration must be settled.

Conclusion
Bill No. 13335 is a significant step toward supporting critically important enterprises. However, it is crucial to monitor its official publication. Only after being published in official outlets like “Holos Ukrayiny” or “Uryadovy Kuryer” will the law become effective and applicable in practice.

The Ukrainian government continues its course of digitalizing state processes. Recent amendments to the military registration procedure simplify enrollment and de-registration, reduce bureaucracy, and introduce automatic mechanisms.

Remote Registration for Youths via “Rezerv+”
Youths who turn 17 can now register for military service remotely through the “Rezerv+” mobile application. This process does not require a visit to a Territorial Recruitment Center (TCC) or a military medical commission. The option to register in person at a TCC remains available.

Automatic Registration for Men Aged 25-60
Male citizens aged 25 to 60 who were not previously on military registration without legal grounds will now be registered automatically. This is made possible by the integration of state registers, which eliminates manual data entry and human error.

Automatic De-registration
The system will also automatically remove individuals from the register once they reach the maximum age of service in the reserve. Employers are required to update their internal personnel records within seven days of an employee reaching this age limit.

Less Paperwork, More Convenience
The goal of these changes is to make military registration as simple and convenient as possible. Automation reduces the workload on TCCs, shortens queues, eliminates unnecessary bureaucracy, and minimizes the risk of errors, creating a unified electronic system where data is updated and synchronized automatically.

Legal Aspect
These amendments align the military registration procedure (Procedure No. 1487) with modern digital requirements, ensuring transparency and improving data accuracy. This is a step towards creating a new model of an “e-TCC” that operates on a “state as a service” principle.

Conclusion
The introduction of digital solutions in military registration is part of a broader strategy to modernize Ukraine’s defense system. Automatic registration and de-registration make the process fast, transparent, and understandable for every citizen.