Russia

499 EUR per employee per month

Discover everything you need to know about Russia

Talk to an expert Create an account

Hire in Russia at a glance

Here ares some key facts regarding hiring in Russia

Capital: Moscow
Currency: Russian Rouble
Language: Russian
Population: 145,934,462
GDP growth: 0%
GDP world share: 0%
Payroll frequency: Monthly
Working hours: 40 hours/week

Overview in Russia

Russia, the largest country in the world, spans 11 time zones and features diverse landscapes from Arctic tundra to Central Asian deserts. It is divided into five main regions: the Kola-Karelian region, the Russian Plain, the Ural Mountains, the West Siberian Plain, and the Central Siberian Plateau. Russia is rich in natural features like Lake Baikal and Mount Elbrus and has extensive coastlines along several major bodies of water.

Historically, Russia's narrative includes the early Kievan Rus', the rise of the Tsars, the Romanov dynasty, the Soviet Union era, and the post-Soviet economic and political transitions. Today, Russia's economy is heavily reliant on its vast natural resources, including oil and gas, though it faces challenges like income inequality and an aging population.

The workforce is well-educated but faces skill mismatches, and the economy is bolstered by sectors such as oil and gas, mining, manufacturing, and a growing service sector. Cultural norms influence Russian work practices, emphasizing strong work ethics, hierarchical communication, and centralized decision-making. Emerging sectors like IT and renewable energy are also becoming increasingly significant for economic growth.

Get a payroll calculation for Russia

Understand what the employment costs are that you have to consider when hiring Russia

Employer of Record in Russia

Rivermate is a global Employer of Record company that helps you hire employees in Russia without the need to set up a legal entity. We act as the Employer of Record for your employees in Russia, taking care of all the legal and compliance aspects of employment, so you can focus on growing your business.

How does it work?

When you hire employees in Russia through Rivermate, we become the legal employer of your staff. This means that we take on all the responsibilities of an employer, while you retain the day-to-day management of your employees.

You as the company maintain the direct relationship with the employee, you allocate them the work and manage their performance. Rivermate takes care of the local payrolling of the employee, the contracts, HR, benefits, and compliance.

Responsibilities of an Employer of Record

As an Employer of Record in Russia, Rivermate is responsible for:

Creating and managing the employment contracts
Running the monthly payroll
Providing local and global benefits
Ensuring 100% local compliance
Providing local HR support

Responsibilities of the company that hires the employee

As the company that hires the employee through the Employer of Record, you are responsible for:

Day-to-day management of the employee
Work assignments
Performance management
Training and development

Taxes in Russia

In Russia, employers are required to contribute to various social insurance funds, which include the Pension Fund (PFR), Social Insurance Fund (FSS), Medical Insurance Fund (MHI), and Accident Insurance, with rates varying based on salary caps and occupational risk. Additionally, employers must withhold a 13% personal income tax from employee salaries and remit it to tax authorities. Social security contributions are due monthly, while income tax is transferred on the day of salary payment.

Taxpayers can claim deductions for medical expenses, private pension contributions, education costs, property taxes, and mortgage interest, subject to caps and requiring proper documentation. Russia also has a standard VAT rate of 20%, with exemptions and reduced rates for specific services. VAT-registered businesses must file returns electronically, with payments due by the 25th day following the return period.

Special tax incentives are available in Special Economic Zones (SEZs) and for businesses meeting specific criteria, such as reduced profit tax rates and investment tax credits for acquiring new fixed assets. Other incentives include a simplified tax regime for small businesses, tax breaks for R&D activities, and exemptions from import duties under certain conditions.

Leave in Russia

In Russia, full-time employees are entitled to a minimum of 28 calendar days of paid vacation annually, which equates to about 20 working days. Employees qualify for this full vacation entitlement after one year of service, although they can take a proportionate amount of leave before completing the year. It's also possible to take unpaid leave before six months of service if agreed upon with the employer.

Vacation leave must include at least one uninterrupted period of 14 days, with the possibility of carrying over unused days to the next year. Additional leave is available for certain employees, such as those under 18, those in hazardous jobs, teachers, and those working in the Far North, with the amount of extra leave varying by category.

Russia also observes several national holidays, including an extended New Year celebration from January 1-8, Orthodox Christmas on January 7, and other significant days like Defender of the Fatherland Day, International Women's Day, Spring and Labour Day, Victory Day, Russia Day, and Unity Day.

Other types of mandated leave include sick leave, maternity leave (140 days paid), paternity leave (10 days paid), and additional options like unpaid parental leave for child care, educational leave, and unpaid leave for personal reasons. These provisions are part of the Russian Labour Code, aiming to ensure employees have adequate rest and time for personal matters.

Benefits in Russia

Russian labor law provides a robust set of mandatory benefits for employees, ensuring their security and well-being. These include:

Paid Time Off: Employees are entitled to at least 28 calendar days of paid annual leave, paid leave on national holidays, sick leave, maternity leave of 140 days, paternity leave of ten days, and other leaves such as for study, military service, and bereavement.
Social Security Benefits: These encompass pension accrual, disability benefits, and unemployment benefits, with mandatory employer contributions to social security funds.
Health and Wellness: Employers may offer private medical insurance, health and wellness programs, life insurance, and disability insurance to enhance the quality of healthcare and support a healthy lifestyle.
Work-Life Balance: Flexible work arrangements, additional paid time off, and childcare assistance are provided to support employees' personal lives.
Other Benefits: Some employers offer perks like company cars, educational assistance, and mobile phone or Wi-Fi allowances.

Healthcare in Russia operates on a dual system:

Mandatory State-Funded Health Insurance (OMI): Provides basic coverage with access to state-run facilities, funded by employer contributions.
Voluntary Private Health Insurance (VHI): Offers enhanced benefits and is commonly provided by employers to attract skilled workers.

The pension system in Russia includes:

State Pension: Funded by mandatory contributions, with eligibility ages gradually increasing.
Funded Pension: Allows voluntary contributions to private or state-managed investment funds.
Employer-Sponsored Pension Plans: Supplement the state pension, with varying contribution structures.

Employees are encouraged to choose retirement plans based on individual needs and circumstances, considering factors like retirement age, income needs, and risk tolerance.

Workers Rights in Russia

The Labour Code of the Russian Federation (LC RF) governs employment termination, specifying lawful grounds for dismissal, notice periods, and severance pay entitlements. Dismissals can be initiated by employers due to reasons like unsatisfactory performance, redundancy, misconduct, or company closure, and by employees through resignation. Employers must provide a documented reason for dismissal, and employees can contest terminations in court.

Notice periods vary, with employees typically required to give two weeks' notice, while employers may need to give up to two months, depending on the situation. Severance pay is generally provided for employer-initiated terminations, except in cases of gross misconduct, with amounts varying based on the reason for dismissal.

Additionally, the LC RF and other laws provide anti-discrimination protections, although these are not comprehensive, particularly concerning sexual orientation and gender identity. Employers are responsible for avoiding discriminatory practices and ensuring fair hiring.

Work conditions are also regulated, with a standard 40-hour workweek, mandated rest periods, and ergonomic requirements to ensure employee well-being. The LC RF, along with health and safety regulations, obligates employers to provide a safe working environment, with specific responsibilities and employee rights outlined. Enforcement of these regulations is managed by various agencies, including the Federal Labor Inspectorate and trade unions.

Agreements in Russia

In Russia, employment relationships are governed by either Labor Contracts or Civil Law Contracts, each defined by distinct legal frameworks and implications.

Labor Contracts:

Governed by the Russian Labor Code (RLC).
Establish a full employer-employee relationship with comprehensive rights and protections such as minimum wage, standard working hours, and paid leave.
Must be in written form and can be either open-ended or fixed-term.
Include special provisions for remote work, part-time, and seasonal work.

Civil Law Contracts:

Regulated under the Russian Civil Code (RCC).
Focus on specific deliverables rather than an ongoing employment relationship.
Offer fewer protections and benefits compared to Labor Contracts.
Misclassification of employees under these contracts to bypass labor laws is illegal.

Key Employment Contract Clauses:

Should detail job description, compensation, benefits, working hours, and termination conditions.
Include provisions for probationary periods, intellectual property rights, and dispute resolution.

Probationary Periods:

Maximum of three months, extendable to six months for high-level positions.
Not applicable for contracts less than two months or for certain protected employee categories.

Confidentiality and Non-Compete Clauses:

Confidentiality clauses are enforceable, requiring employees to protect employer's confidential information.
Non-compete clauses are generally unenforceable post-employment due to constitutional and labor code provisions, though limited exceptions exist for senior executives with specific agreements.

Overall, Russian employment law provides structured frameworks for various employment scenarios, emphasizing legal compliance and protection of both employer and employee rights.

Remote Work in Russia

Russia's Federal Law No. 407-FZ, effective from January 1, 2021, establishes a comprehensive legal framework for remote work, detailing both permanent and temporary arrangements, employer obligations, and technological requirements. The law mandates mutual consent for remote work arrangements, formal documentation, and adherence to general labor regulations. Employers are responsible for providing necessary equipment, establishing secure communication channels, and ensuring data security. The law also covers compensation equality, workplace safety in remote settings, and outlines additional flexible work arrangements like part-time work, flexitime, and job sharing. Furthermore, Federal Law No. 152-FL governs the protection of personal data, emphasizing employee consent, data minimization, and stringent security measures to safeguard remote employees' data. Employers must ensure transparency, implement robust security protocols, and provide necessary training to remote workers on data security best practices.

Working Hours in Russia

Standard Workweek: In Russia, the standard workweek is set at 40 hours, with a maximum of 8 hours per day.
Exceptions for Specific Groups: There are reduced work hours for certain demographics:
- Under 16 years: Maximum of 24 hours per week.
- Ages 16-18 and disabled workers: Up to 35 hours per week.
- Medical professionals: No more than 39 hours per week.
- Teachers: Limited to 36 hours per week.
Overtime Regulations: Overtime is defined as any work beyond the standard 40-hour workweek and requires written consent from the employee, except in emergencies or for tasks vital to the public good. Overtime limits include:
- No more than 4 hours over two consecutive days.
- Annual cap of 120 hours.
- Overtime pay is 1.5 times the regular rate for the first two hours, and double the rate thereafter.
- Alternatively, employees can opt for compensatory time off instead of extra pay.
Protections for Vulnerable Groups: Certain groups, including minors, pregnant women, and mothers with young children, are protected from being required to work overtime.
Rest Periods:
- Weekly: A minimum of 42 consecutive hours.
- Daily: Lunch breaks of 30 minutes to 2 hours, unpaid and not included in work hours.
Night and Weekend Work: Night work (10 p.m. to 6 a.m.) often involves shorter shifts and higher pay rates. Weekend work requires compensation at increased rates or a substitute rest day.
Legal Framework: These regulations are governed by the Labour Code of the Russian Federation No. 197-FZ of December 30, 2001.

Salary in Russia

Understanding competitive salaries in Russia involves considering various factors such as industry, location, experience, skills, and company size. Key industries like IT, finance, and oil & gas generally offer higher salaries than sectors like education or social services. Salaries are notably higher in major cities like Moscow and St. Petersburg compared to other regions.

To determine competitive salaries, resources like salary surveys from recruitment agencies, job boards, and government data on average salaries can be useful. The federal minimum wage in Russia as of January 1, 2024, is RUB 19,242.00 per month, with regions having the authority to set higher minimum wages.

Employees in Russia are entitled to benefits such as paid vacation, sick leave, maternity leave, and social insurance. Common bonuses include a 13th-month bonus, performance-based bonuses, and supplementary medical insurance. Employers must adhere to regulations regarding payroll frequency, timing, and structure, including issuing salary advances and ensuring bi-monthly payments.

Termination in Russia

Russia's Labour Code (Article 80) mandates specific notice periods for terminating employment contracts, applicable to both employers and employees, varying by termination reason.
Employer Notice Requirements:
- Standard Notice: Two months' written notice for reasons like restructuring or performance issues post-probation.
- Exceptions: Three days' notice during probation or at the end of a fixed-term contract.
- Compensation for Waiving Notice: Employers can cancel the notice period with the employee's consent by paying compensation equivalent to the average wage for the notice period.
Employee Notice Requirements:
- Employees must provide a written notice at least two weeks in advance, which can be shortened with employer agreement.
Severance Pay:
- Employer-Initiated Termination: One month's average salary, with potential for an additional month if unemployed for two months post-termination, provided the employee applies within 15 days after this period.
- Employee-Initiated Termination: Generally, no severance except in special cases like relocation for a spouse’s job or health issues, subject to proof and employer discretion.
- Special Cases: Severance of two weeks' average salary for terminations due to conscription, medical unfitness, or reinstatement after wrongful dismissal. Higher severance in Northern and Far Eastern regions, up to three months, extendable to six months in exceptional cases.
Procedures for Termination:
- Employer-Initiated: Valid legal reason, issuance of a termination order, entries in the employee's work book, and final payment of all dues on the last working day.
- Employee-Initiated: Submission of a written resignation, completion of tasks during the notice period, and final settlements recorded in the work book.

Freelancing in Russia

In Russia, the distinction between employees and independent contractors is crucial due to its implications on labor rights, social contributions, and tax obligations. The Labor Code of the Russian Federation governs employment relationships, while the Civil Code addresses independent contracting.

Key Differences:

Subordination: Employees follow employer's instructions and schedules, whereas independent contractors have more control over their work methods.
Work Location: Employees work at employer's premises, while contractors often work from locations of their choosing.
Remuneration: Employees earn fixed salaries, whereas contractors are paid based on project completion or results.
Social Security: Employers handle social contributions for employees, but contractors must manage their own.

Signs of Employment Relationships:

Supervision by employer.
Adherence to employer’s work schedules.
Regular payment intervals.
Inclusion in employer’s workforce.
Personal performance of duties.

Misclassification of an employee as a contractor can lead to legal and financial penalties for companies.

Contract Structures and Negotiation Practices:

Contracts should clearly define the scope of work, compensation, termination clauses, and dispute resolution methods.
Effective negotiation involves understanding market rates, articulating value, and setting clear payment terms.

Independent Contracting in Various Industries:

IT, creative industries, marketing, and professional services are common fields for contractors in Russia.

Intellectual Property (IP) Rights:

Freelancers generally own the IP they create unless it’s a work made for hire as specified in a contract.
Protecting IP involves clear contracts, copyright notices, and possibly registering copyrights.

Financial Responsibilities:

Contractors must register with the Federal Tax Service, declare income, pay income tax, and make social contributions.
Optional insurance like professional indemnity and health insurance can offer additional protection.

Understanding these distinctions and legal requirements is essential for both businesses and freelancers to ensure compliance and protect their rights in Russia.

Health & Safety in Russia

Russia has a robust legal framework to ensure worker health and safety, anchored by the Constitution and the Labour Code of the Russian Federation. The Constitution guarantees safe labor conditions, while the Labour Code mandates employers to provide these conditions and outlines both employer and employee responsibilities.

Specific laws like the Federal Acts on Safe Handling of Pesticides, Radiation Safety, HIV Prevention, and Fire Safety address particular hazards. Enforcement of these laws involves penalties ranging from fines to criminal charges for non-compliance.

The Ministry of Labour and Social Protection, along with other bodies, sets and enforces OSH standards through regulations like the Sanitary-Epidemiological Rules and Norms. Employers are required to conduct risk assessments, enforce safety procedures, provide necessary personal protective equipment, and ensure worker training on safety protocols.

Workplace inspections, conducted by the Federal Labour Inspectorate and other authorized bodies, play a crucial role in compliance. These inspections can be planned or unscheduled, based on risk assessments or arising from worker complaints or accidents.

In case of workplace accidents, immediate actions include providing first aid and notifying relevant authorities like the Federal Labour Inspectorate and the Social Insurance Fund. Employers must conduct internal investigations, and serious incidents may trigger additional scrutiny from the Labour Inspectorate. Workers injured in accidents are entitled to compensation for medical expenses and disability benefits through the Social Insurance Fund, with the possibility of legal action for further compensation.

Dispute Resolution in Russia

In Russia, labor disputes are managed through labor courts and arbitration panels, each with distinct roles and jurisdictions. Labor courts, part of the general court system, handle individual disputes and enforce labor rights across various issues like wrongful termination and wage disputes. The process in labor courts involves filing a claim and may include conciliation efforts.

Arbitration panels, formed within organizations, offer a pre-trial resolution mechanism for internal disputes, focusing on minor grievances. These panels operate informally, often involving mediation.

Additionally, Russia conducts compliance audits and inspections across various sectors to ensure adherence to laws, with authorities like the Federal Tax Service and Ministry of Industry and Trade playing significant roles. Non-compliance can lead to fines, operation suspensions, or license revocations.

Whistleblower protections in Russia are limited, with some safeguards for public sector employees reporting corruption but minimal protection for others, particularly in the private sector.

Russia's labor standards are influenced by its ratification of several International Labour Organization conventions, which are reflected in its comprehensive Labor Code. This includes provisions for minimum wage, working hours, and safe working conditions, although enforcement discrepancies remain a concern.

Cultural Considerations in Russia

Understanding communication styles in the Russian workplace is essential for effective interaction and business success. Key aspects include:

Directness and Politeness: Russians are typically direct but strive to maintain politeness, avoiding public disagreement and confrontation.
Formality and Hierarchy: Formal interactions, especially with superiors, are common, with a structured approach to meetings and a preference for business attire, although this can vary by industry.
Non-Verbal Cues: Non-verbal communication such as facial expressions, personal space, and eye contact is crucial in conveying and interpreting messages.

Effective communication strategies in Russia involve respecting hierarchy, being patient with indirect communication, and paying close attention to non-verbal cues. Building personal relationships and trust is also vital.

Negotiations in Russia are viewed as a power game, with a preference for long negotiations and building strong, long-term relationships. Cultural influences like hierarchy and the importance of saving face play significant roles in business interactions.

Russian business structures are typically hierarchical, with centralized decision-making and a high degree of power distance. Leadership styles tend to be directive, though there is a gradual shift towards more participative approaches influenced by Western practices.

Understanding Russian holidays is crucial for planning business activities, with major holidays like New Year's Day, Orthodox Christmas, and Victory Day significantly impacting business operations. Regional observances and cultural events also influence work schedules and should be considered in business planning.

Frequently Asked Questions for Employer of Record services in Russia

Who handles the filing and payment of employees' taxes and social insurance contributions when using an Employer of Record in Russia?

When using an Employer of Record (EOR) in Russia, the EOR handles the filing and payment of employees' taxes and social insurance contributions. This includes the calculation, withholding, and remittance of income tax, as well as contributions to social insurance funds such as the Pension Fund, Social Insurance Fund, and Mandatory Medical Insurance Fund. The EOR ensures compliance with Russian tax laws and regulations, thereby relieving the client company of the administrative burden and complexities associated with payroll and tax compliance in Russia. This allows the client company to focus on its core business activities while ensuring that all legal obligations related to employment are met.

What options are available for hiring a worker in Russia?

In Russia, employers have several options for hiring workers, each with its own set of legal and administrative requirements. Here are the primary methods:

Direct Employment:
- Local Entity: To hire employees directly, a company must establish a legal entity in Russia, such as a representative office, branch, or subsidiary. This process involves significant administrative work, including registration with various government bodies, setting up local payroll, and ensuring compliance with Russian labor laws.
- Employment Contracts: Employers must draft employment contracts in accordance with Russian labor laws, which include specific provisions on working hours, salary, benefits, and termination conditions.
Independent Contractors:
- Companies can engage independent contractors for specific projects or tasks. However, this arrangement must be carefully managed to avoid misclassification issues, as Russian authorities may reclassify contractors as employees if the relationship resembles traditional employment.
Temporary Staffing Agencies:
- Employers can use temporary staffing agencies to hire workers for short-term needs. These agencies handle the administrative and legal aspects of employment, but this option is typically more expensive and may not be suitable for long-term employment needs.
Employer of Record (EOR) Services:
- An Employer of Record (EOR) like Rivermate can be an efficient and compliant solution for hiring in Russia. The EOR acts as the legal employer on behalf of the client company, managing all employment-related responsibilities, including payroll, tax compliance, benefits administration, and adherence to local labor laws.
- Benefits of Using an EOR in Russia:
  - Compliance: The EOR ensures that all employment practices comply with Russian labor laws, reducing the risk of legal issues and penalties.
  - Cost-Effective: Avoids the need to establish a local entity, which can be costly and time-consuming.
  - Speed: Enables faster hiring and onboarding processes, allowing companies to quickly scale their workforce.
  - Administrative Relief: The EOR handles all administrative tasks, freeing up the client company to focus on core business activities.
  - Local Expertise: EORs have in-depth knowledge of the local labor market and regulations, providing valuable guidance and support.

In summary, while direct employment and independent contracting are viable options, using an Employer of Record like Rivermate offers significant advantages in terms of compliance, cost-effectiveness, speed, and administrative efficiency when hiring workers in Russia.

Is it possible to hire independent contractors in Russia?

Yes, it is possible to hire independent contractors in Russia. However, there are several important considerations and legal nuances to keep in mind:

Legal Framework: Independent contractors in Russia are typically engaged under civil law contracts, such as service agreements or contracts for work and labor, rather than employment contracts. This distinction is crucial because it affects the rights and obligations of both parties.
Taxation: Independent contractors are responsible for their own tax payments, including income tax and social contributions. They must register with the tax authorities and make regular tax filings. Employers do not withhold taxes from payments made to independent contractors, unlike with employees.
Labor Law Compliance: Independent contractors are not covered by Russian labor laws, which means they do not receive the same protections and benefits as employees. This includes protections related to working hours, overtime, paid leave, and termination procedures. However, misclassification of employees as independent contractors can lead to legal disputes and penalties.
Contractual Obligations: The terms of engagement with an independent contractor should be clearly outlined in a written contract. This contract should specify the scope of work, payment terms, duration, and any other relevant conditions. It is important to ensure that the contract does not resemble an employment contract to avoid reclassification risks.
Intellectual Property: When hiring independent contractors, it is essential to address intellectual property rights in the contract. Typically, the contractor retains ownership of any intellectual property they create unless the contract explicitly states that the rights are transferred to the hiring party.
Dispute Resolution: Any disputes arising from the contract with an independent contractor are generally resolved under civil law, rather than labor law. This can affect the legal remedies available to both parties.

Given these complexities, many companies opt to use an Employer of Record (EOR) service like Rivermate when hiring in Russia. An EOR can help navigate the legal landscape, ensure compliance with local regulations, and reduce the administrative burden associated with hiring and managing independent contractors. This approach allows companies to focus on their core business activities while mitigating the risks associated with contractor misclassification and other legal issues.

What is HR compliance in Russia, and why is it important?

HR compliance in Russia refers to the adherence to the country's labor laws, regulations, and standards that govern employment practices. This includes a wide range of legal requirements related to hiring, employment contracts, working conditions, employee benefits, termination procedures, and more. Ensuring HR compliance in Russia is crucial for several reasons:

Legal Requirements: Russia has a comprehensive and detailed labor code that employers must follow. This includes specific provisions on employment contracts, working hours, overtime, leave entitlements, and termination procedures. Non-compliance can result in legal penalties, fines, and potential litigation.
Employee Rights Protection: Russian labor laws are designed to protect employee rights and ensure fair treatment in the workplace. Compliance helps in maintaining a positive work environment and upholding the rights of employees, which can lead to higher job satisfaction and productivity.
Avoiding Penalties and Fines: The Russian government imposes strict penalties for non-compliance with labor laws. These can include substantial fines, legal action, and damage to the company's reputation. Ensuring compliance helps avoid these financial and legal repercussions.
Reputation Management: Companies that adhere to HR compliance standards are viewed more favorably by employees, customers, and business partners. This can enhance the company's reputation and make it more attractive to top talent and potential business opportunities.
Operational Efficiency: Proper HR compliance ensures that employment practices are standardized and consistent. This can lead to more efficient HR operations, reducing the risk of disputes and misunderstandings between employers and employees.
Risk Mitigation: By staying compliant with Russian labor laws, companies can mitigate various risks associated with employment, such as wrongful termination claims, discrimination lawsuits, and other legal disputes. This proactive approach helps in maintaining business continuity and stability.
Cultural and Legal Nuances: Russia has unique cultural and legal nuances that can impact employment practices. Understanding and complying with these nuances is essential for foreign companies operating in Russia to ensure smooth business operations and avoid cultural misunderstandings.

Using an Employer of Record (EOR) like Rivermate can significantly simplify HR compliance in Russia. An EOR takes on the responsibility of ensuring that all employment practices adhere to local laws and regulations. This includes managing payroll, taxes, benefits, and other HR functions, allowing companies to focus on their core business activities while minimizing the risk of non-compliance.

What is the timeline for setting up a company in Russia?

Setting up a company in Russia involves several steps and can be a time-consuming process. Here is a detailed timeline for establishing a company in Russia:

Preparation of Documents (1-2 weeks):
- Company Name Reservation: Ensure the chosen company name is unique and complies with Russian naming regulations.
- Charter Documents: Draft the charter (articles of association) and other foundational documents.
- Notarization: Notarize the charter documents and other necessary paperwork.
Opening a Temporary Bank Account (1 week):
- Deposit Charter Capital: Open a temporary bank account to deposit the charter capital. The minimum charter capital for a limited liability company (LLC) is 10,000 RUB.
- Obtain Bank Confirmation: Get a confirmation from the bank regarding the deposit of the charter capital.
State Registration (1-2 weeks):
- Submission to Tax Authorities: Submit the notarized documents, bank confirmation, and application form to the Federal Tax Service (FTS).
- Registration Certificate: The FTS will review the documents and issue a Certificate of State Registration and a Taxpayer Identification Number (INN).
Post-Registration Procedures (2-3 weeks):
- Seal Production: Order and produce the company seal, which is mandatory for company operations.
- Permanent Bank Account: Open a permanent bank account for the company and transfer the charter capital from the temporary account.
- Notification to Authorities: Notify the Federal Tax Service, Pension Fund, and Social Insurance Fund about the opening of the permanent bank account.
Registration with Social Funds (1-2 weeks):
- Pension Fund Registration: Register the company with the Pension Fund of the Russian Federation (PFR).
- Social Insurance Fund Registration: Register with the Social Insurance Fund (FSS).
Employment and Labor Compliance (1-2 weeks):
- Employment Contracts: Draft and sign employment contracts with employees.
- Labor Books: Issue labor books to employees, which are mandatory in Russia.
- Internal Policies: Develop and implement internal labor policies and regulations.

In total, the process of setting up a company in Russia can take approximately 6-10 weeks, depending on the efficiency of document preparation, the responsiveness of the authorities, and the complexity of the business structure.

Using an Employer of Record (EOR) like Rivermate can significantly streamline this process. An EOR can handle many of these steps on your behalf, ensuring compliance with local laws and regulations, and allowing you to focus on your core business activities. This can reduce the setup time and administrative burden, making it easier to establish a presence in Russia.

What are the costs associated with employing someone in Russia?

Employing someone in Russia involves several costs that employers need to consider. These costs can be broadly categorized into direct compensation, statutory benefits, and administrative expenses. Here’s a detailed breakdown:

Direct Compensation:
- Gross Salary: This is the primary cost and includes the agreed-upon salary before any deductions. The minimum wage in Russia varies by region, but as of 2023, the federal minimum wage is approximately 16,242 RUB per month.
- Bonuses and Incentives: Many employers offer performance-based bonuses, annual bonuses, or other incentives to attract and retain talent.
Statutory Benefits and Contributions:
- Social Security Contributions: Employers are required to make contributions to various social funds. These include:
  - Pension Fund: 22% of the employee’s gross salary up to a certain threshold (1,565,000 RUB for 2023). For salaries above this threshold, the rate is 10%.
  - Social Insurance Fund: 2.9% of the gross salary for general social insurance, plus an additional 0.2% to 8.5% for occupational accident insurance, depending on the risk category of the job.
  - Medical Insurance Fund: 5.1% of the gross salary.
- Unemployment Insurance: This is included in the social insurance contributions.
Other Mandatory Costs:
- Personal Income Tax Withholding: Employers are responsible for withholding personal income tax from employees' salaries at a flat rate of 13% for residents and 30% for non-residents.
- Sick Leave and Maternity Benefits: Employers must pay for the first three days of an employee's sick leave, with the Social Insurance Fund covering the remaining period. Maternity benefits are also covered by the Social Insurance Fund, but employers need to manage the administrative process.
Administrative and Compliance Costs:
- Payroll Processing: Managing payroll in compliance with Russian laws can be complex and may require specialized software or services.
- Legal and Accounting Services: Ensuring compliance with local labor laws, tax regulations, and reporting requirements often necessitates professional legal and accounting services.
- HR Management: Costs associated with recruiting, training, and managing employees, including HR staff salaries and related expenses.
Optional Benefits:
- Health Insurance: While not mandatory, many employers offer private health insurance as a benefit to attract and retain employees.
- Meal Allowances, Transportation, and Housing: Some companies provide additional benefits such as meal vouchers, transportation allowances, or housing support.

Using an Employer of Record (EOR) like Rivermate can help manage these costs more efficiently. An EOR handles all aspects of employment, including payroll, tax compliance, and benefits administration, allowing companies to focus on their core business activities. This can be particularly beneficial for companies new to the Russian market or those without a local HR infrastructure, as it ensures compliance with local laws and reduces the administrative burden.

Do employees receive all their rights and benefits when employed through an Employer of Record in Russia?

Yes, employees in Russia do receive all their rights and benefits when employed through an Employer of Record (EOR) like Rivermate. An EOR ensures compliance with local labor laws and regulations, which is crucial in a country like Russia where employment laws are stringent and complex.

Here are some key points on how an EOR ensures that employees receive their rights and benefits in Russia:

Compliance with Labor Laws: Russian labor laws are comprehensive and cover various aspects of employment, including working hours, overtime, leave entitlements, and termination procedures. An EOR ensures that all these legal requirements are met, protecting both the employer and the employee.
Payroll and Tax Compliance: An EOR manages payroll processing and ensures that all taxes, including income tax and social security contributions, are correctly calculated and paid. This compliance is crucial in Russia, where tax regulations can be intricate.
Employee Benefits: Employees are entitled to various benefits under Russian law, such as health insurance, pension contributions, and paid leave. An EOR ensures that these benefits are provided in accordance with legal requirements.
Employment Contracts: An EOR drafts and manages employment contracts that comply with Russian labor laws. These contracts outline the terms of employment, including salary, job responsibilities, and termination conditions, ensuring clarity and legal compliance.
Dispute Resolution: In case of any employment disputes, an EOR can provide support and ensure that the resolution process adheres to Russian legal standards, protecting the rights of the employee.
Local Expertise: An EOR like Rivermate has local HR experts who understand the nuances of Russian employment laws and practices. This expertise ensures that employees are treated fairly and receive all their entitled rights and benefits.

By using an EOR in Russia, companies can focus on their core business activities while ensuring that their employees are well taken care of and compliant with local laws. This not only helps in maintaining a positive employer-employee relationship but also mitigates legal risks associated with non-compliance.

How does Rivermate, as an Employer of Record in Russia, ensure HR compliance?

Rivermate, as an Employer of Record (EOR) in Russia, ensures HR compliance through a comprehensive understanding of local labor laws and regulations. Here are the key ways Rivermate achieves this:

Local Expertise: Rivermate employs local HR professionals who are well-versed in Russian labor laws, including the Labor Code of the Russian Federation. This ensures that all employment practices are compliant with national regulations.
Employment Contracts: Rivermate ensures that employment contracts are drafted in accordance with Russian legal requirements. This includes specifying terms of employment, job descriptions, compensation, working hours, and termination conditions, all in compliance with local laws.
Payroll Management: Rivermate handles payroll processing, ensuring that all salaries, bonuses, and other compensations are calculated accurately and paid on time. They also ensure compliance with tax regulations, including the correct withholding and remittance of income tax and social security contributions.
Tax Compliance: Rivermate manages all aspects of tax compliance, including the calculation and payment of payroll taxes, social insurance contributions, and other statutory deductions. They stay updated with any changes in tax laws to ensure ongoing compliance.
Employee Benefits: Rivermate administers employee benefits in accordance with Russian laws, including mandatory health insurance, pension contributions, and other statutory benefits. They also offer additional benefits that may be customary or required by local practices.
Labor Relations: Rivermate assists in managing labor relations, including handling disputes, grievances, and negotiations with trade unions if applicable. They ensure that all actions are compliant with Russian labor laws and regulations.
Work Permits and Visas: For foreign employees, Rivermate manages the process of obtaining work permits and visas, ensuring compliance with immigration laws and regulations.
Termination Procedures: Rivermate ensures that termination procedures are conducted in compliance with Russian labor laws, including proper notice periods, severance payments, and documentation.
Record Keeping: Rivermate maintains accurate and compliant records of all employment-related documents, including contracts, payroll records, tax filings, and employee personal information, as required by Russian law.
Regulatory Updates: Rivermate continuously monitors changes in Russian labor laws and regulations to ensure that their clients remain compliant. They provide regular updates and adjust HR practices as needed to align with new legal requirements.

By leveraging Rivermate's expertise and services, companies can mitigate the risks associated with non-compliance and focus on their core business activities while ensuring that their HR operations in Russia are fully compliant with local laws and regulations.

What legal responsibilities does a company have when using an Employer of Record service like Rivermate in Russia?

When a company uses an Employer of Record (EOR) service like Rivermate in Russia, the legal responsibilities and obligations are significantly streamlined and managed by the EOR. Here are the key legal responsibilities that are typically handled by the EOR, and what the client company should be aware of:

Employment Contracts:
- EOR Responsibility: The EOR will draft and manage employment contracts in compliance with Russian labor laws. This includes ensuring that contracts are in Russian and meet all legal requirements regarding terms of employment, job descriptions, compensation, and benefits.
- Client Company Responsibility: The client company must provide the EOR with accurate job descriptions, compensation details, and any specific terms they wish to include in the employment contract.
Payroll and Tax Compliance:
- EOR Responsibility: The EOR will handle payroll processing, ensuring that employees are paid accurately and on time. They will also manage the calculation and withholding of income taxes, social security contributions, and other mandatory deductions as per Russian regulations.
- Client Company Responsibility: The client company needs to fund the payroll and provide any necessary information for accurate payroll processing.
Employee Benefits:
- EOR Responsibility: The EOR will ensure that employees receive all mandatory benefits required under Russian law, such as health insurance, pension contributions, and paid leave. They may also manage additional benefits as agreed upon in the employment contract.
- Client Company Responsibility: The client company should communicate any specific benefits they wish to offer beyond the statutory requirements.
Labor Law Compliance:
- EOR Responsibility: The EOR will ensure compliance with Russian labor laws, including working hours, overtime regulations, termination procedures, and employee rights. They will also handle any legal disputes or issues that arise in relation to employment.
- Client Company Responsibility: The client company should stay informed about the EOR’s practices and ensure that their internal policies align with Russian labor laws.
Work Permits and Visas:
- EOR Responsibility: If hiring foreign nationals, the EOR will manage the process of obtaining necessary work permits and visas, ensuring compliance with immigration laws.
- Client Company Responsibility: The client company should provide the EOR with all required documentation and support for the visa application process.
Termination and Severance:
- EOR Responsibility: The EOR will handle the termination process in accordance with Russian labor laws, including calculating and disbursing any severance pay or benefits owed to the employee.
- Client Company Responsibility: The client company must inform the EOR of the reasons for termination and provide any necessary documentation.
Data Protection and Privacy:
- EOR Responsibility: The EOR will ensure that employee data is handled in compliance with Russian data protection laws, including the Federal Law on Personal Data.
- Client Company Responsibility: The client company should ensure that any data shared with the EOR is accurate and necessary for employment purposes.

By using an EOR like Rivermate in Russia, the client company can focus on their core business activities while the EOR manages the complexities of local employment laws and regulations. This arrangement helps mitigate risks, ensures compliance, and provides a seamless experience for both the employer and the employees.