Russia Employment Guide

Maternity Leave Policies for International Employers

Pregnant employees are entitled to 140 days of fully paid maternity leave. This period is split evenly, with 70 days to be taken before childbirth and the remaining 70 days after delivery. Compensation is calculated at 100% of the employee's average earnings over the past two years, subject to a statutory daily cap. For 2022, this cap was set at 2,572.60 rubles, with payments administered through the Social Insurance Fund.

In certain medical circumstances, the leave duration can be extended:

• Complicated childbirth: Additional 86 days
• Multiple births (twins or more): Additional 110 days

Case Example: Managing Extended Maternity Leave

Consider a multinational like SailGlobal, which recently supported an employee through a difficult delivery. By leveraging local policy knowledge, they seamlessly extended her leave by 86 days while ensuring continuous salary coverage through social insurance, demonstrating compliance and care.

Paternity Leave: Current Legal Framework

At present, national legislation does not mandate paternity leave. Companies operating in this jurisdiction must design their own policies if they wish to offer such benefits.

Best Practice: SailGlobal’s Voluntary Paternity Policy

Progressive firms like SailGlobal often introduce voluntary paternity leave—typically 5-10 paid days—to support work-life balance and align with global HR standards, even beyond local requirements.

Parental Leave Options and Compensation

Employees may take parental leave for either 1.5 or 3 years, as chosen by the parent. Either mother or father can avail this leave. The Social Insurance Fund provides 40% of the employee’s average salary over the past two years until the child reaches 1.5 years of age.

This leave is fixed and cannot be extended beyond the elected period.

Real-World Application: Dual-Income Households

In one instance, a SailGlobal employee split the 1.5-year leave with their partner, allowing both to maintain career progression while sharing childcare duties—a strategy that boosts retention and employee satisfaction.

Sick Leave Entitlements and Payment Structure

Employees are eligible for up to 15 days of paid sick leave annually. Compensation ranges from 60% to 100% of the average salary, based on tenure and earnings history. The employer covers the first three days, with the Social Insurance Fund responsible for subsequent days.

If sick leave exceeds 15 days, a medical committee may extend it up to 12 months, provided the employee undergoes evaluation every 15 days.

Case Study: Long-Term Medical Absence

An employee at SailGlobal required a 4-month sick leave due to surgery. The company coordinated with the medical board to secure an extension, ensuring salary continuity and a structured return-to-work plan, highlighting effective absence management.