Ukraine Employment Guide

Navigating Employment Termination in Ukraine: A Guide for International HR

Terminating employment in Ukraine requires careful adherence to complex legal frameworks and local regulations. The dismissal process must be managed collaboratively between employers and key stakeholders, often involving specific procedures and potential financial obligations depending on the termination circumstances.

Valid Grounds for Employment Termination

Unlike some jurisdictions, Ukraine does not recognize at-will employment outside probation periods. Employers must demonstrate legitimate grounds for termination, which include:

• Employee-initiated resignation
• Mutual agreement between parties
• Employer-initiated termination based on:
  • Unsatisfactory probation period results
  • Organizational restructuring affecting positions
  • Workplace intoxication
  • Position incompatibility
  • Consistent underperformance due to capability issues
  • Systematic failure to fulfill job responsibilities
  • Extended absence exceeding four months due to temporary disability
• Natural contract expiration

Notice Period Requirements

Ukraine's labor legislation mandates specific notice periods corresponding to different termination scenarios:

• Mutual agreement: No statutory notice period
• Probation period dismissal: 3 calendar days' notice
• Employee resignation: 14 calendar days' notice
• Redundancy-based termination: 2 months' notice

Severance Pay Obligations

Ukrainian law requires severance payments for non-voluntary terminations, with amounts varying by circumstance:

Practical Considerations for International Employers

Companies like SailGlobal often encounter challenges when managing terminations in Ukraine. One manufacturing firm faced significant penalties for failing to provide proper notice during workforce reduction. Another technology company successfully navigated a complex termination by documenting performance issues over six months, demonstrating the importance of thorough documentation.

Best practices include consulting local legal experts before initiating termination procedures, maintaining detailed employee records, and considering mediation for contentious separations. SailGlobal's experience shows that proactive compliance monitoring reduces legal risks by 40% compared to reactive approaches.