Employers now are not obliged to pay an average salary to employees mobilized for military service, but the employees shall remain employed and continue to hold their positions. During the period of martial law, employees must be notified of a change in essential employment terms no later than prior to introduction of such new terms
The employer has now been granted the right to independently decide, whether or not to limit the employee’s annual basic leave to 24 calendar days for the current working year during the period of martial law. At the same time, if an employee was supposed to have a longer vacation period than 24 calendar days, then those unused days can be used after martial law has expired or been cancelled.
New grounds for terminating employment
Death of an employer who is an individual or entry into full force and effect of a court decision whereby such individual is recognized as missing or declared dead (section 8-1 of Article 36 of the Labor Code);
Death of an employee, his/her recognition as missing or declared dead in accordance with a court decision (section 8-2 of Article 36 of the Labor Code);
The employee’s absence from work and lack of information regarding the reasons for such absence for more than four consecutive months (section 8-3 of Article 36 of the Labor Code);
Impossibility of providing an employee with the work specified in the employment agreement, due to the destruction (lack) of production, organizational, and technical conditions, means of production or property of the employer as a result of hostilities, when it is impossible to transfer the employee to another position (Article 41 of the Labor Code). The employer must notify the employee of dismissal no later than 10 calendar days prior to such dismissal (Article 49-2 of the Labor Code) and pay severance pay amounting to no less than the employee’s average monthly salary (Article 44 of the Labor Code).