When hiring in Ukraine, employers must pay close attention to how employment contracts are structured and enforced. Whether you are offering full-time positions or engaging talent for short-term projects, clear contractual terms are essential for compliance and employee satisfaction.
Ukrainian labour law recognises both indefinite and fixed-term employment contracts. Indefinite contracts are the default and continue until either party terminates the agreement. Fixed-term contracts, on the other hand, are only permitted when justified by the nature of the work or specific business needs. If a fixed-term agreement is extended without proper justification or simply rolls over multiple times, it risks being reclassified as indefinite by a Ukrainian court.
Contract work in Ukraine is common in sectors requiring flexibility or seasonal labour. However, even in such arrangements, employers must adhere to minimum labour standards, including working hour limits, overtime pay, and leave entitlements.
Employers should also distinguish between employment contracts and service agreements used for independent contractors. Each follows different rules regarding tax, benefits, and legal protections. Mistaking one for the other can lead to liability issues down the line.
To stay compliant and competitive, employers should always formalise agreements in writing. A Ukraine employment contract sample should include the job title, responsibilities, place of work, salary (noted in UAH), working hours, duration (if fixed-term), and termination conditions. Collective agreements or internal policies may also influence contract terms.
Given Ukraine’s evolving regulatory environment—especially in light of remote work and geopolitical developments—staying up to date with local law is critical. Employers unfamiliar with the nuances of Ukrainian labour law may benefit from working with a local HR expert or Employer of Record to ensure contracts are valid, enforceable, and suited to business goals.
Hiring employees in Ukraine involves careful attention to contractual requirements and workplace regulations. Whether you are expanding operations or engaging talent through a local partner, aligning with Ukraine’s employment legislation is key to ensuring a compliant and efficient working relationship.
In Ukraine, an employment agreement must be executed in writing. It must outline the employee’s full name along with the key terms and conditions of employment, such as job title, responsibilities, start date, work location, working hours, pay, and any applicable probation period. These contracts establish a formal basis for the employment relationship and are essential to avoiding disputes.
Employers can choose from several types of employment contracts, depending on the nature of the role:
A unique feature of Ukraine’s labour framework is the Diia City regime, introduced in 2021 to support the tech sector. Under this initiative, residents of Diia City (typically tech companies) may engage individuals using gig contracts—a hybrid form of agreement that combines features of both employment and civil law relationships. These contracts are exclusive to the IT sector and provide greater flexibility for both parties.
Probationary periods are also regulated. In most cases, the probation term may last up to three months. However, for certain roles or industries, it can extend to six months with the consent of the relevant trade union. This period must always be specified in the employment agreement.
Ukrainian labour law requires employers to maintain certain written internal policies. At a minimum, every organisation must have:
These documents must be adopted formally, and where a trade union exists, the policies are to be co-developed with union input. Furthermore, the labour collective—a general meeting of at least half the workforce—must approve the internal rules. This makes the process of implementation more collaborative, though also more procedurally complex.
For multinational organisations, global workplace policies (e.g. anti-discrimination, remote work, data protection) must be localised to be enforceable in Ukraine. This includes translating documents into Ukrainian and ensuring they are approved in accordance with local procedures. Failure to do so may result in policies being deemed invalid in the event of a labour dispute.
Importantly, while employment agreements themselves do not require third-party sign-off, any modifications to the agreement or employment termination in certain scenarios may involve consultation or approval from the relevant trade union.
By incorporating clearly written employment contracts and policies in Ukraine, international employers can foster a legally sound and productive working environment. It is worth seeking local expertise or partnering with an Employer of Record to navigate these requirements effectively.
When hiring in Ukraine, it is important for employers to be aware of how employment contracts are formed and what terms are included. Ukrainian law outlines both written and implied obligations, with clear rules on how to document, amend, and enforce them. These legal frameworks form the backbone of any employment relationship, from the date of hire through the duration of the contract.
Express terms are the clearly stated and mutually agreed-upon provisions in an employment contract. In Ukraine, these are typically set out in a written document, signed by both parties. The agreement can be concluded either before or on the same day as the internal hiring order but only becomes valid when that order is issued. The employer must also enter this event into the employee’s labour book and report the hire to the State Fiscal Service.
Common express terms of a contract in Ukraine include:
In addition to employment agreements, express contract terms also apply to other types of agreements in Ukraine. Contracts between legal entities, or those exceeding certain financial thresholds, must be in writing to be valid. Notably, Ukrainian law allows for electronic contracts as well, with proper digital systems recognised as equivalent to written signatures.
Employers can amend contracts at any time, provided both parties agree. However, changes to essential terms—such as salary or working hours—require the employer to issue a formal order and notify the employee at least two months in advance.
In case of any ambiguity, Ukrainian courts tend to prioritise express provisions over other interpretations, reinforcing the importance of precision in drafting.
While express terms are the foundation of any employment agreement, Ukrainian law also acknowledges the presence of implied terms—obligations that are not explicitly written but may arise due to:
For instance, if a company consistently provides certain benefits or follows particular procedures, those practices could evolve into implied terms—even if they were never formally documented.
Ukrainian labour law further imposes certain statutory rights and responsibilities on both employers and employees, which may function as implied conditions. These include obligations related to workplace safety, equal treatment, and timely wage payments.
In summary, managing contract terms in Ukraine requires not only drafting robust written agreements but also staying mindful of how ongoing practices or industry norms might shape the broader employment relationship. Working with local legal experts or an Employer of Record can help international employers remain compliant while offering clarity to their Ukrainian workforce.
Extending an employment contract in Ukraine is not just a matter of signing a new form—it comes with legal and procedural considerations that employers must be aware of. Whether you are hiring for a long-term position or bringing on talent for a defined project, knowing how contract extensions function under Ukrainian law helps maintain compliance and avoid unintended legal consequences.
The rules around employment contract extensions in Ukraine vary depending on the type of contract—fixed-term or indefinite.
1. Fixed-term contracts
When a fixed-term employment contract reaches its end date, it must either be formally concluded or renewed. If both parties agree to continue the relationship, they must sign a new agreement (often called an additional agreement) before the original contract expires. If the contract lapses without either party ending it and the employee continues to work, it is automatically converted into an indefinite agreement under Article 391 of the Labour Code of Ukraine.
To prevent automatic conversion, the employer should:
2. Indefinite contracts
There is no specific limit to how long indefinite contracts may last—they simply continue until either the employer or employee initiates termination. Repeated renewals of fixed-term agreements, however, may be seen by courts as an attempt to bypass indefinite employment. In such cases, the contract may be reclassified by a court as an indefinite one, unless the nature of the role or the employee’s specific situation justifies the fixed-term format.
3. Independent contractors
For independent contractors—typically self-employed professionals—the law does not provide detailed provisions on Ukraine extension procedures. These agreements follow the terms agreed upon by the parties, and any continuation generally requires a fresh agreement.
4. Collective agreement context
The Law of Ukraine on Collective Agreements and Contracts adds another layer by allowing collective bargaining arrangements to influence employment terms, including contract durations and renewal conditions.
Employers hiring foreign nationals should also be aware of the Ukraine visa extension process. Employees must have valid work permits, and extensions require:
The government has also implemented various schemes, such as the Ukraine extension scheme and the Ukraine permission extension scheme, to accommodate foreign nationals affected by geopolitical disruptions. While these schemes are not specifically tied to employment contracts, they can impact a foreign employee’s right to remain and work in the country.
Handling employment contract terms and extensions in Ukraine involves clear documentation, timely action, and a working knowledge of applicable legislation. Employers looking to navigate this efficiently may benefit from the support of a local partner or Employer of Record who can manage these procedural steps on their behalf.
Fixed-term employment contracts in Ukraine offer flexibility for employers with short-term staffing needs, but they are subject to specific legal criteria. These contracts are not the standard under Ukrainian labour law and require careful handling to avoid unintended conversion into indefinite agreements.
A fixed-term contract in Ukraine is allowed only under particular conditions. According to the Labour Code of Ukraine, employers can use this type of contract when the nature of the work or specific circumstances justify a limited-term agreement. For instance, fixed-term contracts may be appropriate when:
Employers must have a reasonable justification for using fixed-term contracts. If this justification is lacking, or if the contract is renewed repeatedly, Ukrainian courts may deem it an indefinite contract. This is particularly relevant when the employment continues beyond the contract’s expiration without formal termination or renewal. In such cases, Article 391 of the Labour Code states the employment is automatically converted into an indefinite term.
To mitigate risk, employers should:
Employees working under fixed-term contracts are generally entitled to the same protections and benefits as those with indefinite contracts. These fixed-term contract rights in Ukraine include:
However, employers should take note that the temporary nature of the contract does not override basic labour protections. If an employee believes their contract is being misused to avoid permanent employment obligations, they may contest it in court.
Additionally, Ukrainian law is cautious about turning temporary roles into permanent ones by default. Any effort to repeatedly extend or re-sign short-term contracts can trigger a reclassification. In such cases, the burden of proof lies with the employer to justify the contract’s fixed nature.
For further clarity, employers should also be aware of the Law of Ukraine “On Collective Agreements and Contracts,” which may outline additional terms through collective bargaining arrangements.
In short, a fixed-term contract in Ukraine is a viable tool for managing temporary roles but must be backed by legal reasoning and proper documentation. When in doubt, consulting local legal experts or HR professionals is advisable to ensure compliance and mitigate risk.
When managing teams in Ukraine, knowing the country’s labour time norms helps employers stay compliant and respectful of employees’ rights. Ukraine’s legal framework sets clear limits on standard hours, overtime, and exceptions, ensuring a balance between operational demands and worker wellbeing.
The standard working hours in Ukraine are set at 40 hours per week, typically spread across a five-day working week—Monday through Friday. Alternatively, a six-day week is allowed, provided daily working hours do not exceed seven.
Public institutions and many private employers operate on a five-day model, but both options are legal under the Labour Code of Ukraine.
The average work hours in Ukraine per day are eight, with common schedules running from 9 a.m. to 6 p.m. including a one-hour lunch break. The actual Ukraine working hours per month may vary depending on the number of public holidays and weekends.
Any time worked beyond the 40-hour weekly limit qualifies as overtime and is strictly regulated. Employers must:
All overtime in Ukraine must be compensated at double the employee’s usual hourly wage—200% of the regular rate. Alternatively, if agreed, overtime performed on a scheduled rest day can be offset by granting an additional day off instead of monetary compensation.
There are important protections in place:
These provisions reflect Ukraine’s emphasis on worker welfare and fair treatment.
Not all roles follow the typical Monday-to-Friday routine. In industries such as healthcare, retail, and transportation, irregular working hours in Ukraine are common. These positions may require shift work, on-call duty, or work on public holidays and weekends.
In such cases, employment agreements or collective bargaining arrangements must clearly outline:
Employers must ensure that even with variable schedules, employees receive sufficient rest and do not exceed maximum legal limits for work hours and overtime.
Employers operating in Ukraine should keep a close eye on scheduling practices to remain within the bounds of local law while fostering a healthy and productive work environment. When in doubt, consulting a local labour specialist or legal advisor can help ensure your policies remain aligned with national standards
Employers in Ukraine have embraced remote and hybrid working models more widely in recent years, particularly in response to global and regional events. As this way of working becomes more common, it is useful for employers to distinguish the different forms of remote work in Ukraine and what their legal obligations are.
Ukrainian labour law recognises two distinct types of off-site work: home-based work and remote work. While they may sound similar, each has its own legal framework and administrative expectations.
Home-based work is more structured. It takes place at the employee’s home or another fixed location that has been mutually agreed upon in writing. The employer has the right to inspect the workspace, and standard working hours generally apply unless otherwise specified. The employment agreement must specify the work location, and any changes to that location require employer approval.
Remote work, by contrast, offers more flexibility. Employees can work from any location and often manage their own schedules. These agreements should also be in writing unless emergency situations—such as war or a pandemic—prevent formal documentation. In both cases, employers are required to provide necessary tools and equipment, and to reimburse employees for job-related expenses.
Changes to working arrangements can also be made in response to broader organisational needs. For example, employers can initiate flexible or remote work with two months’ notice if working conditions change significantly. In urgent situations, like natural disasters or public health emergencies, employers can introduce remote work without notice.
Setting up a successful remote work Ukraine policy means balancing flexibility with legal compliance. Employers should:
It is also wise to monitor changes in Ukrainian labour legislation, as the framework for working remotely from Ukraine continues to evolve in light of changing geopolitical and economic conditions. Reliable local legal counsel or an Employer of Record can help navigate these updates efficiently.
Remote and home-based working can be powerful tools for maintaining business continuity, attracting top talent, and improving work-life balance. With the right approach, employers can make the most of Ukraine’s flexible work options while remaining fully compliant.
Creating locally compliant and well-structured agreements is essential to building strong and sustainable employer-employee relationships in Ukraine. For businesses entering the Ukrainian market, navigating the country’s labour laws and contractual obligations can feel complex—especially when it comes to choosing the right contract type and ensuring fair working conditions.
If your organisation is looking to hire talent or establish compliant teams in Ukraine, getting the right guidance from day one can make all the difference. At CXC, we understand the legal and operational intricacies of the Ukrainian employment landscape—from fixed-term agreements and statutory entitlements to the core provisions every employment contract in Ukraine must include.
Contact us to learn how our Employer of Record (EoR) solutions can support your compliance efforts, simplify HR administration, and help you build resilient, locally compliant teams in Ukraine.
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.
