Worker Consent No Longer Required for Salary Cuts During Martial Law

How Employment Terms Shift During Martial Law

According to ХВИЛЯ: Employers in Ukraine can now lower a worker's official salary during martial law without asking for permission and without giving the usual two-month heads-up. The employee's full-time schedule stays unchanged. This is permitted by Article 3 of Law No. 2136-IX, which waives the notice periods normally required under Articles 32 and 103 of the Labour Code (КЗпП) when changes are made to essential terms of work and pay.

Under Article 97 КЗпП, companies are free to set their own pay structures, including salary scales, bonuses, and additional payments. The exact salary amount is decided by the employer based on legislation and internal company documents. In ordinary circumstances, cutting a salary counts as changing essential working conditions, so Article 32 КЗпП requires at least two months' advance notice. During martial law, that requirement no longer applies.

Employer Responsibilities and Worker Protections

The employer must inform the worker about new terms no later than the day those terms are put into effect. A wage cut can be initiated solely by the employer; no written consent or application from the worker is needed. However, the reduction does not affect the length of the working day. It is also important to note that the existence of martial law does not give companies unlimited freedom to reduce salaries.

Any pay reduction must still have a legal justification and follow the proper procedure. The employer has to take into account the collective agreement and any internal documents that govern the pay system. This information has been covered by outlets such as:

• Khvylya
• Minfin
• Sudovo-yurydychna hazeta

These wartime legal changes are reshaping Ukraine's labor market, especially when it comes to wages. This is part of a broader adjustment of Ukraine's labor rules during wartime. Companies have gained more flexibility in managing payroll costs, which can be vital for staying afloat during a difficult economy. At the same time, the situation highlights the need to safeguard workers' rights and ensure clear communication about any salary adjustments.