President Volodymyr Zelenskyy has signed Law of Ukraine No. 4412-IX, which introduces important changes to the procedure of organising labour relations in Ukraine during martial law. The new legislative changes have a significant impact on the employment contract in Ukraine: they clearly regulate the exchange of information between the parties to an employment contract, as well as the processes of suspension, renewal and termination of employment contracts in these uneasy times for Ukrainians.

The Law came into force on June 14, 2025, but some of its provisions will come into force nine months after that date (paragraphs five, twelve to fourteen of Section 3 of Article I).

Dismissal for absenteeism is prohibited

The new law prohibits dismissal for ‘absenteeism’ (par. 4 part 1 of Article 40 of the Labour Code) of an employee who is absent from work because their workplace is in the territory of active hostilities. It is important for employers to note that the time of absence from work of such an employee is not subject to payment and is not included in the length of service that gives the right to annual basic leave.

The obligation to keep in touch

The law establishes the obligation of the employee and the employer to maintain contact and the possibility of communication with each other on an ongoing basis, even during the termination of the employment contract. If the contact details (address, location, telephone number, email address, etc.) of one of the parties to the agreement change, the other party must be informed immediately (within 10 calendar days).

Fixed term of the contract suspension

The employment contract will now have a clear termination period that cannot exceed 90 calendar days. With the consent of both parties, this period may be extended, but not longer than until the end of martial law.

What are the responsibilities of employers and employees?

Due to new legal requirements, employers are obliged to:

• Update contact details in the Unified State Register of Ukraine (USR)
• Employers who are individual entrepreneurs must notify their employees of the change in contact information within the established timeframe
• Ensure that a mechanism for communication is in place (even if the employment contract is terminated). Each party to the employment agreement is obliged to provide a possibility of communication with the other party at all times (including during the suspension of the employment agreement) and immediately (within 10 calendar days) inform the other party to the employment agreement of any changes in its contact details, including the address of the location (place of residence), e-mail address (if any), telephone numbers, etc.

How an outsourcing partner can help

New changes in Ukrainian labour legislation require businesses to respond quickly, including adapting their HR policies and complying with new rules. New obligations can place a significant additional burden on a company’s HR team. In this context, outsourcing HR administration to a reliable partner can be an extremely effective solution.

In particular, an outsourcing partner can:

• conduct an HR audit of existing employment contracts and their compliance with the new regulations;
• assist with the preparation of documents for the termination, extension or renewal of employment contracts;
• optimise the process of exchanging contact information with employees;
• provide templates of messages and instructions for communication with employees;
• assist with the accounting of the termination of contracts and monitor compliance with the law;
• provide support or assistance in updating contracts

The new law introduces important changes that consider the interests of both employees and employers in the challenging wartime environment. Compliance with the new rules requires a careful approach, documentary evidence and uninterrupted communication. That is why professional support from outsourcing specialists can be a guarantee of stable business operations and minimisation of legal risks.

Aliya Evstifeeva

Senior HR Specialist | Accace Ukraine

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