On 14 June 2025, amendments to the Law of Ukraine “On the Organisation of Labour Relations under Martial Law” came into effect. Please note that the provisions of this law apply during the period of martial law.
Below is a summary of the key changes.
New rules on employment of employees whose workplace is located in active combat zones
An employee whose workplace is located in an area where active hostilities are occurring cannot be dismissed for unauthorised absence.
During the period of such an employee’s absence from work, the employer is not obliged to pay wages, and this period is not included in the employee’s length of service.
Updated rules on communication between employer and employee
Both the employer and the employee are required to maintain regular contact and must notify each other of any changes to their contact information within 10 calendar days.
If either party fails to provide updated contact details, communication sent to the most recently known contact information is deemed valid, unless postal or electronic communication is technically unavailable.
New rules on suspension of employment contracts
From March 2026, employers will be permitted to initiate the suspension of employment contracts unilaterally for the period of up to 90 calendar days. Any previously issued orders on suspension exceeding the 90-day limit will become invalid in the part exceeding the allowed period. However, if both parties agree, the suspension may last longer than 90 calendar days but no longer than the duration of martial law.
The notification period for the employer to inform the employee of the resumption of the suspended employment contract has been extended to 14 calendar days.
After the suspension period ends, the employment contract resumes automatically. If fulfilling the obligations under the contract is not possible, the contract is terminated.
During the suspension period, the employer is not required to pay wages, provide paid leave, or other social guarantees.
The suspension of the employment contract does not prevent either party from terminating the employment relationship on general legal grounds.
In the event of contract termination, all due payments and the employment record book (or a duplicate, if the original is unavailable to the employer) must be issued no later than the next working day after the employee submits a written request.
By Mykola Stetsenko, Managing Partner, and Bogdana Parkhomchuk, Counsel, Avellum
