In land area, Russia is the largest country in the world, covering an area of 17,125,200 square kilometers (6,612,100 sq mi), or approximately one-eighth of the inhabited land area on earth. By the 18th century, Russia had greatly expanded through conquest, annexation, and exploration to become the Russian Empire, the third-largest empire in history, stretching from Norway on the west to Canada on the east. After WWII, Russia constituted the largest part of the Soviet Union, the world’s first constitutionally socialist state and one of the two great powers during the Cold War.
Most of the Russian territory consists of vast stretches of plains that are predominantly steppe to the south, with dense forests to the north, and tundra along the northern coast. It also has an extensive coastline along the Arctic and Pacific Oceans, as well as along the Baltic Sea, Sea of Azov, Black Sea and Caspian Sea. Russia has many rivers and lakes, which contain approximately one-quarter of the world’s liquid fresh water.
Russia is Europe’s most populous country, with the majority being ethnic Russians, who speak the Russian language, followed by Tatar and Ukrainian. Russian is the second-most used language on the Internet after English, one of two official languages aboard the International Space Station and is one of the six official languages of the UN.
According to Russia's Labor Code, employment contracts concluded for an indefinite term are considered to be permanent. If the employment contract does not specify a duration, it is deemed to be concluded for an indefinite period. In cases where neither party requests termination of a fixed-term employment contract due to its expiry and the employee continues working after the contract term's expiry, the employment contract will be deemed to be concluded for an indefinite period.
Russia's Labor Code mandates the conclusion of a written employment contract between the employee and the employer. If the employee is admitted to the workplace with the employer's permission, but without a formal employment contract, they are considered an employee, and a written agreement must be made within 3 days of the admission. 2 copies of the employment agreement must be made and signed by both parties. A copy must be given to the employee, and another must remain with the employer.
The employment contract must include the following information:
Full names of the employee and employer
Information on personal identity documents of the employee and employer
Taxpayer identification number
Information on the representative of the employer who signed the labor contract
The place and date of conclusion of the labor contract
The place of work
The job function of the employee and the position offered
The date of work commencement and the duration of the agreement, in case of fixed-term employment
The terms for remuneration (including base wage or employee's salary rate, extra payments, mark-ups, and incentives)
Work and leisure hours
Compensation for demanding work and for handling harmful materials
The terms and conditions defining the nature of work
The types of social insurance associated with the position.
Non-competition covenants in employment relationships are restricted in Russia. The Russian Constitution and Labor Code guarantee the freedom of labor, including the freedom to choose work and a profession, as a fundamental principle in regulating labor relations and related matters.
Russia's Labor Code provides that an employee can be engaged on a fixed-term contract in temporary work for up to 2 months. Employers may also hire employees for seasonal work when, due to natural conditions, the work can only be performed during a certain period. Temporary employees can also be hired for a temporary extension of the employer's production capacity. Finally, employers may hire temporary employees to replace a temporarily absent employee.
A fixed-term labor agreement is terminated with the expiration of its validity term. An employee must be warned about the agreement's expiration in written form not later than 3 days before dismissal.
Russia's Labor Code provides that, with consent from both parties, the employment contract can include a clause for a probationary period to test an employee's fitness for the job. The probationary period condition must be stated in the employment agreement. If no probationary period condition is stated in an employment agreement, an employee is accepted without such a trial period.
The maximum probationary term is 3 months for full-time employees or 6 months for the heads and deputy heads of organizations, chief accountants and deputy chief accountants, the leaders of branches, representative offices, or other detached structural units of organizations. When a labor contract is concluded for a term of 2 to 6 months, the probationary term must not exceed 2 weeks. If their performance is not satisfactory, the employer has the right to dismiss the employee during the probationary period by giving advance notice of 3 days.
Russia's Labor Code states that the standard duration of working time cannot exceed 40 hours in a week. The employer is responsible for keeping a record of the actual working time of each employee. Employees who work longer than 40 hours per week are eligible for overtime. The law establishes reduced working hours as follows:
For employees under 16 years of age, the working time is up to 24 hours a week.
For employees between the ages of 16 to 18, the working time is up to 35 hours a week.
For disabled employees, the working time is up to 35 hours a week.
For employees who work in harmful and/or hazardous conditions, the working time is up to 36 hours a week.
The length of working time on days preceding non-working holidays is reduced by 1 hour.
In Russia, employees are entitled to an annual paid leave of at least 28 calendar days. During the first year of service, the employee acquires the right to go on leave after 6 months of continuous service with the organization.
Before the expiration of the 6-month period of continuous service, the paid leave must be granted upon application to the following categories of persons:
Women before the maternity leave or right after it
Employees under 18 years of age
Employees who adopted a child under three months of age
A husband may be given his annual paid leave by request during his wife's maternity leave.
The employee should be informed of the time of the leave no later than 2 weeks before its start. Unused leave is eligible for rollover into the following year.
Non-working holidays during the leave period are not included in the number of calendar days and are not paid. Additional annual paid leave must be granted to employees involved in work with harmful and dangerous conditions and employees working in the Far North regions. However, Russia's Labor Code does not specify how much additional leave must be granted.
In Russia, employees who become ill or suffer an injury may take sick leave from work. Sick leave is also extended to employees taking care of a sick relative. While taking sick leave, the employee is entitled to a temporary disability allowance between 60% and 100% of their average earnings as follows:
An insured person with an insurance record of 8 years or more – 100% of the average earnings
An insured person with an insurance record of 5 to 8 years – 80% of the average earnings
An insured person with an insurance record of up to 5 years – 60% of the average earnings
The sick leave benefit amount is subject to a statutory ceiling based on the annual base contribution amount for that year. The daily amount for sick leave is calculated based on the employee's actual earnings over the 2 years immediately preceding the illness divided by 730. For an incident of illness which occurred in 2026, the maximum daily benefit would be as follows*:
8 years of service or more (100%) – RUB 6,827.39
More than 5 but less than 8 years of service (80%) – RUB 5,461.91
5 years of service or less (60%) – RUB 4,096.43
*Based on the actual annual base contribution amounts of 2024 and 2025.
If an illness or injury occurs within 30 days after employment ends, insured individuals receive temporary disability benefits amounting to 60% of their average earnings. Temporary disability allowance is paid by the Social Security Fund of the Russian Federation for the entire duration of the temporary incapacity.
Russia's Labor Code grants a total of 140 days of paid maternity leave to pregnant women: 70 days before the delivery and 70 days after the delivery. In the case of multiple births, the leave is extended to 84 days before delivery. In the case of abnormal birth, it is extended to 86 days after delivery. Finally, in the case of the birth of 2 or more children, it is extended to 110 days after delivery. The employee is entitled to receive 100% of their earnings (up to a statutory maximum) during maternity leave, paid by the Social Security Fund of the Russian Federation.
The amounts paid for the standard 140 days of maternity leave are a minimum of RUB 124,702.20 and a maximum of RUB 955,835.61 for 2026. This amount varies depending on the number of days the maternity leave lasts. Russia provides a one-time benefit for the birth of a child. It is provided to 1 of the working parents, and when 2 or more children are born, the benefit is paid per child. As of 2026, the amount is RUB 28,773 per child.
Pregnant employees may not be employed in overtime or night work. They may also not work on weekends or public holidays. Finally, they may not travel for business. The law also prohibits the dismissal of pregnant employees unless the organization is being liquidated.
In Russia, either parent (or another primary caregiver) can take child-rearing leave until the child turns 3 years old. During the first 18 months of this leave, a benefit amounting to 40% of the caregiver's average salary (subject to a cap) is paid by the Social Insurance Fund. The remaining 18 months are unpaid.
Additionally, fathers are entitled to up to 5 days of unpaid leave upon the birth of a child. This leave is categorized as unpaid leave provided for personal reasons and must be agreed upon with the employer.
According to Russia's Labor Code, an employee can terminate an employment contract by providing written notice of at least 2 weeks to the employer. A seasonal employee must provide 3 days notice to the employer if they terminate their employment before the end of the season. An employer of seasonal employees must provide 7 days written notice to the employee if they terminate an employee before the end of the season. Employers and employees may mutually agree to terminate an employment contract before the expiration of the notice period. Notice periods are generally stipulated in individual employment contracts or collective agreements. An employer must give 2 months' notice to employees if the organization is being dissolved. Employers are not required to provide notice if an employee is terminated for cause.
According to Russia's Labor Code, employees whose contract is terminated due to the organization's liquidation or due to redundancy are entitled to severance pay equal to their average monthly earnings for up to 3 months.
If the employment contract is terminated for the following reasons, the severance pay is equivalent to 2 weeks' salary:
The employee refused to be transferred to another job due to a medical condition.
The employee is being drafted to undergo military service or alternative civil service in place thereof.
The employee refused to be transferred to a job in another area together with the employer.
The employee is declared as entirely incapable of working by a medical practitioner.
The seasonal employee's contract is canceled due to the organization's liquidation or a reduction in the number of employees.
Individual or collective employment agreements can vary the amount and length of severance pay given to the employee.
