Ukraine's New Rules for Suspending Employment Contracts
New regulations governing the suspension of employment contracts during martial law will come into force in Ukraine on March 14, 2026. Under Law No. 4412-IX of May 1, 2025, the maximum period for a unilateral suspension of a contract is set at 90 calendar days. Once this period ends, the contract is automatically reinstated, a measure designed to safeguard workers' rights. This reform aims to bring much-needed clarity to labor relations during the ongoing conflict.
The new rules stipulate that extending a contract suspension beyond the initial 90 days is only permissible with the mutual consent of both employer and employee. Furthermore, the total suspension period cannot exceed the duration of the martial law itself. These provisions are intended to establish clearer expectations for both parties during this challenging period.
Employer Obligations
Employers are required to notify an employee about the resumption of work at least 14 calendar days in advance.
"If an employer decides to resume work before the suspension period ends, they must make a formal decision and inform the employee of the need to return to work no later than 14 calendar days beforehand," state the new rules.
Should an enterprise be destroyed or an employee become unable to perform their duties, the employment contract is to be terminated entirely. Additionally, an employer must provide an employee with their work record book or a duplicate no later than the next working day after receiving a written request. These changes, effective March 2026, are expected to help formalize labor relations during martial law, offering greater stability for all involved.
The introduction of these new suspension rules represents a significant step in protecting workers' rights under martial law. By establishing clear timeframes and conditions, the reform seeks to reduce the legal uncertainty that can arise in complex circumstances. This framework also assists employers in planning their operations while maintaining stability in employment relationships.