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.