Leave and time off in Ukraine

Paid time off plays a key role in keeping employees rested, motivated, and productive. In Ukraine, national legislation sets out clear entitlements for annual leave that employers must follow, with options to enhance packages depending on workplace conditions or company policy.

Minimum annual leave in Ukraine

The minimum annual leave in Ukraine is 24 calendar days of paid leave for employees who have completed six months of uninterrupted employment with their current employer. This entitlement applies to most workers across the country and is backed by Ukraine’s Labour Code.

Leave accrues at a rate of approximately two calendar days per month, and while six months of continuous service is the standard threshold for eligibility, employers may grant leave earlier at their discretion. Some employees are entitled to more generous leave packages. For example, minors under 18 years of age and those working in hazardous or difficult environments may receive additional paid leave beyond the statutory minimum.

Guidelines for annual paid leave in Ukraine

Annual paid leave in Ukraine does not include public holidays—if a public holiday falls during an employee’s leave, it is not counted as part of the 24-day entitlement. Unused leave may be carried forward to the next year and accumulated, although employers are encouraged to schedule leave to ensure employees take regular rest.

The minimum annual leave in Ukraine can also be extended through collective bargaining agreements or company-specific benefits. In competitive industries, many employers offer additional days of paid leave or flexibility around when leave can be taken.

To remain compliant and support a positive work environment, employers should ensure their leave policies are clearly communicated and reflect both legal requirements and employee expectations.

Sick leave entitlements in Ukraine

In Ukraine, employees are legally entitled to up to four months of paid sick leave, ensuring financial stability during periods of illness and recovery. Employers should understand both their obligations and the role of the state in this process.

When an employee becomes ill and is medically certified as unfit for work, the first five calendar days of sick leave are paid directly by the employer. The amount paid is typically based on the employee’s average earnings, calculated over the previous two months.

Starting from day six, the cost of sick leave is covered by Ukraine’s Social Insurance Fund, which provides income replacement based on how long the employee has been employed. The longer an employee’s work history, the greater the percentage of their average salary they are entitled to receive.

Here’s how compensation from the Social Insurance Fund is structured:

• Fewer than six months of employment: sick pay is calculated based on the national minimum wage rather than the employee’s actual earnings.
• 0 to 3 years of employment: employees receive 50% of their average salary.
• 3 to 5 years: entitlement rises to 60% of the average salary.
• 5 to 8 years: compensation increases to 70%.
• Over 8 years of employment: employees receive 100% of their average salary during the eligible sick leave period.

Employers are advised to maintain accurate records of employee tenure and ensure proper documentation (such as a medical certificate) is submitted before sick leave payments are processed. Proper coordination with the Social Insurance Fund is also key to ensuring compliance and timely reimbursement.

This structure ensures both employer and state share responsibility, while employees are supported fairly during illness based on their work history.