When hiring in Ukraine, employers should be aware that local labour laws establish a strong foundation of employee protections, even if they do not take the form of a unified, formalised scheme. Protections are built into various laws and regulations that govern employment practices, workplace safety, and employee rights.
Ukraine’s Labour Code sets out many of these standards, covering areas such as employment contracts, working hours, paid leave, and dismissal procedures. For example, employees are entitled to annual paid leave, sick leave, and protection against unlawful termination. Employers must also follow mandatory notice periods and, in certain cases, provide severance pay.
Anti-discrimination legislation and equal treatment laws also reinforce worker protections. Employers are prohibited from discriminating based on gender, age, disability, ethnicity, political views, or other protected characteristics. Recent reforms have placed growing emphasis on safeguarding mental health, workplace dignity, and protections against harassment, including mobbing.
Though Ukraine does not operate a centralised employee protection scheme, many of its legal provisions serve a similar function. Protections apply to both Ukrainian nationals and foreign workers with valid employment authorisation, though some regulations may vary depending on contract type and sector.
Employers working with or through local partners—such as staffing firms or compliance providers—should pay close attention to how rights are applied to both direct and agency workers. With evolving expectations and international alignment efforts underway, companies that stay informed and act responsibly are better positioned to maintain compliance and employee trust.
To ensure your organisation upholds its obligations and avoids legal missteps, consider consulting local labour experts or legal advisors familiar with employee protections in Ukraine. Staying ahead of developments is key to operating successfully and ethically in the Ukrainian market.
Employees who speak up about corruption, fraud, or violations of public interest play a critical role in fostering transparency and accountability in the workplace. For employers in Ukraine, supporting and protecting whistleblowers is not only a matter of compliance—it is a matter of building trust within the organisation.
The rights of a whistleblower in Ukraine are primarily safeguarded under the Law of Ukraine “On Prevention of Corruption”. Employees who report corruption or corruption-related offences cannot be dismissed, forced to resign, demoted, or subjected to disciplinary action for making such reports. They are also protected from other negative consequences or the threat thereof.
These protections extend to those who report suspected violations both internally within the organisation and externally to competent authorities. Employers are legally obligated to maintain confidentiality, avoid retaliation, and uphold the whistleblower’s rights during and after the investigation. Ukraine’s anti-corruption framework also ensures anonymity in reporting and provides the option for whistleblowers to use secure channels for disclosures.
Whistleblowers may additionally be entitled to legal aid and compensation if they suffer damages as a result of their disclosure. These guarantees are meant to encourage lawful disclosures without fear of retribution.
While legal protections form the foundation, employers should take proactive steps to establish a secure and supportive reporting environment.
Best practices include:
By aligning your practices with Ukrainian law and demonstrating a clear commitment to ethical standards, your organisation not only reduces legal risk but also builds a more resilient and transparent business.
Whether you are navigating the nuances of Ukrainian labour law or establishing internal reporting mechanisms, staying informed on Ukraine’s whistleblower protections is a vital part of compliance and ethical leadership.
In an increasingly digital world, safeguarding personal information has become a priority for organisations and governments alike. For employers, being compliant with data privacy regulations is essential not only to avoid legal repercussions but to maintain employee trust and operational integrity.
Ukraine regulates data protection through the Law of Ukraine “On Personal Data Protection”, which outlines how personal information may be collected, stored, and processed. As a general rule, processing personal data requires the explicit consent of the data subject. However, employers are permitted to process basic employee data—such as names, tax identification numbers, and bank details—without prior consent, provided the processing is necessary to fulfil legal obligations like salary payments or social insurance reporting.
When it comes to sensitive personal data—such as health information, political views, or religious beliefs—employers must obtain explicit written consent or have a statutory basis for processing. Moreover, handling sensitive data typically requires notifying the Ukrainian Parliament Commissioner for Human Rights.
Cross-border data transfers, such as moving HR data to headquarters abroad, are subject to stricter controls. In such cases, employers must ensure that an appropriate legal mechanism is in place, like a formal data transfer agreement, along with the individual’s informed consent.
To stay compliant with Ukraine’s data privacy laws, employers should implement robust internal protocols. This includes:
Adopting a comprehensive data protection and privacy practice in Ukraine not only ensures compliance but also signals to employees and partners that your organisation values security and transparency.
Whether you are handling routine payroll or conducting international operations, keeping pace with Ukraine’s evolving data privacy framework is key to operating responsibly and legally.
Employers in Ukraine engaging temporary agency workers need to ensure fair and consistent treatment in the workplace. While Ukrainian labour law does not explicitly separate temporary from permanent employees regarding pay parity, it emphasises fair employment practices that protect all workers’ rights. This means temporary agency workers should generally expect equal treatment in key aspects of their employment.
In Ukraine, temporary agency workers must receive wages comparable to those of permanent employees performing similar tasks, reflecting their experience, qualifications, and responsibilities. Their working hours, including overtime and breaks, should align with those of permanent staff. Similarly, they are entitled to the same rest periods, weekly days off, and paid holidays.
Temporary agency workers must also enjoy equal access to workplace facilities such as canteens, childcare services, and transport options, except in cases where objective reasons justify otherwise. Social benefits, including pension plans, health insurance, and unemployment coverage, should be available to them as outlined by law and collective agreements. Additionally, protections for pregnant or breastfeeding temporary workers—such as maternity leave and breastfeeding breaks—must mirror those afforded to permanent employees. Discrimination based on gender, ethnicity, religion, disability, age, or sexual orientation is strictly prohibited for all workers.
To manage these obligations effectively, many employers turn to specialised employment agencies for workers or work permit agencies in Ukraine when hiring temporary staff. These agencies can help ensure compliance with local labour regulations and assist with proper documentation and contracts.
Employers should establish clear policies that guarantee equal treatment of temporary agency workers, including transparent pay structures and access to workplace resources. Regular training and communication help reinforce these standards and promote an inclusive work environment. Partnering with reputable agencies also aids in navigating legal requirements and protecting your business from compliance risks.
By respecting the principles of equal treatment for temporary agency workers in Ukraine, employers uphold not only the law but also ethical labour standards that benefit your workforce and organisation alike.
Creating a respectful and inclusive workplace is a priority for employers in Ukraine. Ensuring compliance with the country’s anti-discrimination laws and protections against harassment in Ukraine help protect employees and fosters a positive work environment. These legal frameworks safeguard workers from unfair treatment and provide clear employer obligations.
Discrimination in the workplace on any grounds unrelated to job performance is prohibited under Ukrainian law. This includes, but is not limited to, factors such as race, ethnic or social origin, political or religious beliefs, skin colour, gender identity, sexual orientation, disability, family or property status, trade union membership, participation in strikes, language, and age. The anti-discrimination law in Ukraine ensures that all employees have equal opportunities and are judged solely on their professional abilities.
Employers must promote fairness and prevent discriminatory practices in hiring, promotion, remuneration, and workplace interactions. Implementing clear policies and training on diversity and inclusion can help meet these legal requirements while improving organisational culture.
Harassment, including mobbing (persistent bullying by colleagues or supervisors), is explicitly addressed in Ukrainian legislation. The Mobbing Law provides definitions and legal protections for employees facing harassment, outlining employer responsibilities to prevent and address such behaviour. Employers must take prompt action to investigate complaints and protect victims from further harm.
Sexual harassment is also prohibited under Ukrainian law, and employers are required to maintain a workplace free from unwanted sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature. Complaints of sexual harassment must be treated seriously, with thorough investigations and appropriate measures taken to protect the complainant.
Moreover, the Liability Law imposes administrative penalties on perpetrators of mobbing and harassment, reinforcing a zero-tolerance approach in the workplace. Failure to comply with these laws may lead to legal and financial consequences, potentially costing organisations significant sums in fines.
By adhering to these anti-discrimination laws and protections against harassment in Ukraine, employers comply with legal obligations and contribute to a safer and more productive workplace.
Achieving fair compensation for all employees is a critical consideration for employers operating in Ukraine. While there is no explicit legislation titled pay equity laws in Ukraine, the issue of equal pay remains a significant focus in the country’s labour market, with ongoing efforts to reduce disparities and promote fairness.
Ukraine does not have specific legal provisions explicitly dedicated to pay equity. However, general labour laws prohibit discrimination based on gender or other irrelevant factors in remuneration and employment conditions. The State Statistics Service of Ukraine reported that the gender pay gap in Ukraine stood at 18.6% in 2021, marking a notable decrease from 26% in 2015.
This gap means that, on average, women earn less than men for comparable work, often requiring years of additional labour to reach the same cumulative earnings. To address this, Ukraine launched the national campaign ‘Sure You Can,’ aimed at promoting equal economic opportunities and encouraging a culture of fairness across sectors.
Employers are encouraged to adopt transparent salary frameworks and monitor compensation to ensure fair pay practices. While women participate actively in education and professional fields, including technical and scientific disciplines, challenges remain — only 15% of companies are women-owned, and just 17.7% have women in senior leadership roles.
Developing equal pay policies for companies in Ukraine means not only complying with anti-discrimination norms but also fostering diversity and inclusion as strategic business priorities. Regular salary audits, clear criteria for pay decisions, and training on unconscious bias can support these efforts.
By prioritising pay equity, businesses not only enhance employee morale and retention but also contribute to a more balanced and competitive workforce.
Hiring in Ukraine comes with its own set of legal and compliance challenges. Even small mistakes can lead to penalties or reputational risk.
At CXC, we help you stay compliant with Ukrainian labour laws while protecting both your business and your workforce. Our team combines local expertise with global employment standards to reduce risk and keep your operations running smoothly.
Contact us to learn how our Employer of Record (EoR) services can simplify hiring in Ukraine and give you confidence in every employment decision.
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
DISCLAIMER: The information contained on this website is provided for general informational purposes only and should not be construed as legal, tax, or other professional advice on any subject matter. While we endeavor to ensure that the content is accurate and up to date, we make no warranties or representations of any kind regarding the completeness, accuracy, reliability, suitability, or availability of the information contained herein. The content on this site is not intended to be a substitute for professional advice. Users should not act or refrain from acting based on any information on this website without seeking the appropriate legal, tax, or other professional advice tailored to their specific circumstances from qualified professionals. We expressly disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this website. Use of the information on this site does not create an attorney-client, tax advisor-client, or any other professional-client relationship between the user and the website or its authors.
