In depth

Updated regulations for employing persons with disabilities

On 1 January 2026, Law No. 4219-IX, which provides for the updated regulations for employing persons with disabilities, takes effect. Its key provisions are as follows:

• Introduction of more options to support employees with disabilities: Instead of only meeting the hiring quota, employers can choose to pay a contribution to support the employment of persons with disabilities. This payment will replace the current fine for not meeting the quota.
• The contribution is to be calculated by the company as a product of the following indicators for the relevant quarter: (i) 40% of the company’s average monthly salary in the relevant calendar quarter; (ii) the number of months in the quarter; and (iii) the difference between the required quota and the average number of the company’s employees with disabilities in the relevant quarter (with due regard to the salary requirements established by the law).
• The hiring quota constitutes: (i) one workplace for companies with 8 to 25 employees; (ii) 4% of workplaces for companies with 25+ employees; and (iii) 2% of workplaces for companies whose main business is rehabilitation, training, or care for persons with disabilities.

Permission for multiple citizenship

On 16 January 2026, Law No. 4502-IX will enter into force. Its key provisions are as follows:

• Recognition of the concept of multiple citizenship, allowing individuals to hold citizenship for two or more states concurrently.
• Introduction of a simplified procedure for acquiring or restoring Ukrainian citizenship for citizens of Canada, Czech Republic, Germany, Poland, and the US. A list of such states is specified by the Cabinet of Ministers in its Resolution No. 1412 dated 5 November 2025.
• Recognition of several instances of multiple citizenship, namely: (i) simultaneous acquisition of Ukrainian and foreign citizenship by birth; (ii) acquisition of foreign citizenship by a Ukrainian citizen by virtue of marriage; and (iii) acquisition of Ukrainian citizenship by a foreign national through a simplified procedure

Updated regulation on information exchange during martial law

On 14 June 2025, Law No. 4412-IX came into effect. The law addresses several gaps related to communication between employers and employees, particularly as follows:

• Both parties to an employment agreement must remain available for communication and promptly (within 10 calendar days) notify the other party of any changes to their contact details.
• If communication via the last known details is impossible, the statutory requirement to provide notices on labor rights, obligations, or the termination of the employment agreement does not apply.
• Companies must update their contact details in the Unified State Register of Legal Entities, Individual Entrepreneurs, and Public Organizations within 60 calendar days from the law’s effective date.

Updated regulation on employment suspension

Law No. 4412-IX also introduces some changes regarding suspension of employment agreements during martial law, detailed as follows:

• Suspension of an employment agreement cannot exceed 90 calendar days in total during martial law, except in certain cases. After this period, the employment agreement will be fully reinstated.
• If, after reinstatement, the parties cannot fulfill their obligations, the employment agreement should be terminated based on the grounds established by law.
• If the employer decides to cancel the suspension, it must give the employee 14 days’ prior notice of the date they are required to return to work.

Updated rules on home-based and remote employees’ business trips

On 2 May 2025, Law No. 4339-IX came into effect. Its key provisions are as follows:

• The employment agreement may include specific terms for home-based and remote employees’ business trips.
• A remote employee sent on a business trip must inform the employer of their current location by any convenient means.
• The point of departure and return for a remote employee’s business trip will be determined by the employer, in agreement with the employee and specified in the business trip order.
• With the employer’s consent, an employee may switch to working from home or remotely while their child under 14 is studying remotely in a secondary school.

Introduction of sick leave allowance for secondary employees

On 4 April 2025, Law No. 4158-IX came into effect. The law allows employees to receive sick leave allowance and maternity/pregnancy allowance at both their main and secondary workplaces. The law does not limit the number of secondary workplaces where an insured individual can claim these allowances. Previously, such payments were only made at either the main or secondary workplace.

Renewal of harassment inspections by the State Labor Service

During martial law, which is effective in Ukraine since 2022, scheduled labor inspections remain suspended, and unscheduled inspections have been significantly limited. However, as of 1 October 2025, the State Labor Service regained its authority to conduct unscheduled inspections during martial law based on employee or trade union complaints on workplace harassment. At the same time, it is prohibited to conduct such inspections simultaneously with unscheduled inspections on other matters.

Increase in the statutory minimum monthly salary

On 3 December 2025, Law No. 4695-IX “On the State Budget of Ukraine for 2026” was adopted. The law increases the statutory minimum monthly salary from UAH 8,000 (approximately USD 190) to UAH 8,647 (USD 205), effective 1 January 2026. The statutory minimum salary serves as a fundamental benchmark for numerous calculations, including fines for violations of labor laws, the unified social contribution, and minimum wage guarantees and related payments.

Three-month limit on wage claims ruled unconstitutional

In Decision No. 1-p/2025 dated 11 December 2025, the Constitutional Court of Ukraine declared a three-month limit for filing claims on unpaid wages and other payments due to employees unconstitutional, as provided by part 1 of Article 233 of the Code of Labor Laws.

According to the court, this limit narrowed the scope of constitutional rights, violated guarantees of timely remuneration for work, and deprived employees of a real opportunity to effectively exercise their right to judicial protection.

Before the 2022 amendment to Article 233 of the Code of Labor Laws, employees could claim unpaid wages in court without any time limit.

Recommendations

The 2025 labor law developments reflect Ukraine’s commitment to strengthening employee rights and modernizing workplace practices. Employers and HR professionals should stay informed and proactive to ensure compliance. The key takeaways are as follows:

• Prepare for 2026 implementation: Update internal policies and HR systems to reflect the recent developments, if needed.
• Review employment agreements: Ensure provisions on remote work and business trips comply with updated laws.
• Enhance communication protocols: Implement mechanisms to meet new requirements for timely updates of contact details.
• Monitor compliance risks: With the renewal of harassment inspections, ensure that workplace policies are compliant with the applicable laws, amend them, and conduct relevant trainings, if needed.

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Anna Trishnevska, Associate, has contributed to this legal update.

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