Return to the Newsroom
Mailchimp - subscribe form sidebar

Remote work in Ukraine and its legal regulation

May 7, 2025
This article is also available in
Ukrainian
Accace - Remote work in Ukraine

In today’s world, working remotely is more common than not, and most businesses are adapting their corporate culture. Remote work in Ukraine is of particular importance, as martial law has radically changed working conditions for many people. In this article, we cover the legal framework of remote work in Ukraine and the specific obligations of employers.

Remote work or work from home?

In Ukraine, there are two types of remote work: remote and work from home. In both cases, the employee performs work outside the standard workplace or the employer’s premises. With remote work, an employee can work at any location of their choice. The key feature of remote work is the use of information and communication technologies. In the case of work from home, an employee performs work at their place of residence or in other premises determined by them. The main condition for such work is the availability of a fixed work area and the use of technical means (for example, tools or other equipment).

Benefits of remote work in Ukraine for employers and employees

Remote work has many advantages for both employers and employees. 

By optimizing the conditions for remote work, an employer can, for example:

  • Increase team productivity and efficiency
  • Reduce staff turnover: employee satisfaction affects the level of their loyalty to the company
  • Continue the company’s operations in crisis situations
  • Promote international cooperation: attract and connect colleagues from different parts of the world
  • Find highly qualified staff not available on the local labour market
  • Save money and resources, as there is no need to use the premises on a regular basis or pay for employee travel costs

Remote work in Ukraine offers many benefits to employees, such as: 

  • Flexible working hours and a comfortable working environment
  • Better productivity and the ability to focus on work without distractions
  • The ability to travel and work from anywhere in the world
  • Improved work-life balance
  • Saving time and money
  • A certain level of autonomy and a sense of trust from the employer

Legislative norms regulating remote work in Ukraine

The Covid-19 pandemic has laid the groundwork for the legalisation of remote work. Currently, there are several laws in Ukrainian legislation that address the topic:

  • Law of Ukraine #530-IX On Amendments to Certain Legislative Acts of Ukraine Aimed at Preventing the Occurrence and Spread of Coronavirus Disease (COVID-19)
  • The new version of Article 60 of the Labour Code of Ukraine from 02.04.2020 provides guidance on how to implement a flexible work regime
  • Law of Ukraine #1213-IX from 04.02.2021 On Amendments to Certain Legislative Acts of Ukraine on Improving the Legal Regulation of Remote Work, Work from Home, and Work with Flexible Hours. This law divided remote work into remote work and work from home, regulated by separate articles of the Labour Code – 60-1 and 60-2.
  • After the coronavirus quarantine ended and the events of February 2022, remote work was introduced for the duration of martial law in Ukraine.

On May 2, 2025, the Law of Ukraine #4339 On Amendments to the Labour Code of Ukraine on Improving the Legal Regulation of Certain Issues of Remote Work and Work from Home came into force.

The new law regulates the following aspects:

  • business trips of remote workers, if provided for in the employment contract
  • transfer of an employee to home-based or remote work in connection with the remote education of a child under the age of 14 (upon agreement with the employer)

The Law provides that, upon agreement with the employer, one of the parents is able to work remotely for the period of distance learning of a child under the age of 14 in a general secondary education institution. In this case, the employee has a guarantee of retaining their salary. The current version of Article 60-2 of the Labour Code provides for the possibility for employees with two or more children under the age of 15 and some other categories of employees to work remotely. However, it is important to remember that the employer is the one to decide whether working remotely is possible.

Employment contract or decree: how remote work in Ukraine is regulated by the employer

In peacetime and after the quarantine, remote workers received employment contracts. The Ministry of Economy of Ukraine approved a standard form for a remote work agreement by Order No. 913-21 from 05.05.2021. The use of this form is mandatory. It cannot be changed, but some provisions can be added or specified.

Remote work may be introduced by order or instruction in the event of a threat of an epidemic and/or in the event of a threat of armed aggression or an emergency. The implementation of martial law is an emergency. Therefore, currently there is no need to prepare individual employment contracts. It is sufficient to issue a decree on remote work and inform employees before it starts (there is no need to do so two months prior).

The decree on remote work should include the main conditions as provided by Order No. 913.

If an employee is going to work remotely outside Ukraine, they must notify the employer. This should be stated in the decree or an employment agreement.

Compensation of employees’ expenses and specifics of work performance control

If the terms of the agreement do not regulate the provision of the employee with the necessary equipment, software or information security tools, this obligation is imposed on the employer.

When providing a remote worker with equipment for work, it is necessary to implement a certain procedure in case of its loss or damage. The decree or employment agreement should specify the equipment the employer provides to the employee and that the employee is fully liable for it. The employee can receive the equipment by a written act of acceptance and transfer of material assets.

If the employee provides themselves with the necessary equipment, they are entitled to compensation for their expenses, provided that the procedure, conditions and terms of such compensation are specified in the agreement.

The law does not provide for automatic control over remote workers. The employer must take care of this on its own by setting out the conditions in the contract or order. The main requirements may include:

  • chain of command
  • time for the period of disconnection (break)
  • deadlines and procedure for submitting reports on work performed
  • procedure and frequency of checking email
  • procedure for holding external and internal meetings
  • process for documentation management

Risks for employers and how to minimise them

In addition to the benefits, remote work involves certain risks for the employer, including:

  • reduced control over the work process: without the physical presence of employees, it is more difficult to monitor their productivity and engagement
  • improper performance of work by the employee: not all employees are able to organise their working day effectively, which can negatively affect their productivity
  • data security: working outside the corporate network increases the risk of confidential information leakage
  • decreased loyalty and engagement: some employees may feel disconnected from the company, which reduces their motivation and commitment to the employer
  • employee injury
  • legal and tax issues: if the company engages specialists from other regions or countries, there may be difficulties with formalising labour relations and complying with local legislation

There are several ways in which an employer can minimise these risks. Most of the potential difficulties can be resolved by implementing:

  • work monitoring processes
  • communication tools
  • policies to ensure data security

Based on Article 14 of the Law of Ukraine No. 2694-XII from 14.10.1992 ‘On Labour Protection’, when performing work under a remote work agreement, an employee is solely responsible for ensuring safe and harmless working conditions at the chosen workplace. However, the employer is obliged to systematically instruct the employee on occupational health and safety and fire safety within the scope of the employee’s use of the employer’s equipment.  The employer is also responsible for the safety and proper technical condition of the equipment. Thus, the employer’s obligations to ensure occupational health and safety for remote workers are limited to conducting briefings and transferring equipment in proper condition.

How can an outsourcing partner help?

To optimise all processes related to the organisation of remote work, it is worth partnering with a reliable and experienced outsourcing provider. An outsourcing company can:

  • implement technological solutions for effective communication and workflow control
  • develop the necessary documentation that will meet legal requirements
  • provide reliable and secure data exchange systems
  • support the employer in adapting employees to remote work
  • provide legal and other consultations

Remote work in Ukraine can have an extremely positive impact on the functioning and development of a company. However, when organising it, you should keep in mind potential difficulties and think of the proper solutions in advance.

The specialists at Accace Ukraine have great experience and expertise and can provide comprehensive support to your business. Delegate administrative and organisational tasks and focus on the strategic growth of your company.

Aliya Evstifeeva
HR Specialist | Accace Ukraine
Get in touch with us
Mailchimp - subscribe form sidebar
crosschevron-leftarrow-leftarrow-right