Employ Candidates Compliantly in Belarus

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  1. Overview: Belarus
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Work permit for hiring expats via PEO
  5. Contractor vs. employee: which is better?
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Global HR Compliance in Belarus

If you hire an international workforce, or plan to hire, then Hiring and Firing Workforce in Belarus Guide below will help you understand the nuances of labor legislation in the country.

When the company is planning to enter a new foreign market of Belarus and has a need to employ a local national there, the first question to answer is how it is going to make local hires.

We have designed a Global Employer of Record service to help you outsource global employment of your foreign workforce to companies like ours.

This solution helps you employ your global sales force in Belarus as well as in other 180+ countries of the world, and provide pay and benefits to your employees, as well as administer any business expenses with our help.

Our solution is different from other hiring modes in that it helps you engage your foreign workforce in full compliance with the local labor legislation. This means you are protected from any non-compliance and employee misclassification risks while we bear all employment risks, not you.

So, it looks very much like hiring your in-house sales force in your home country. However, you focus on only on your global business development while we admin your global HR. In addition, you don’t need to open your own entities in the foreign countries and can leverage our infrastructure in Belarus instead. With our service, you can become a global company with reduced costs and minimized time and effort on your end.

Your employed foreign sales force will devote 100% of their time to your company product and may stay with you longer than foreign independent sales reps.

Global Employer of Record solution is 100% compliant solution that guarantees you and your employees fully compliance with local legislation in Belarus .

We are experts in global workforce employment in Belarus, and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.

Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.

With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Belarus.

Hiring and Firing Workforce in Belarus Guide

# Employment Contracts

Employment contracts are principally regulated by the Labor Code. Other legal Acts, local regulations and Collective bargaining agreements may also serve as instruments for regulating employment relationships. All contracts of employment must be concluded in writing and may be drawn up either for a definite term (with a maximum of 5 years), for a seasonal job, for a specific project or for a period of time required to stand in for an absent employee.

# Minimum statutory employment rights

# Hour of work
Employees are entitled to work up to a maximum of 8 hours per workday and 40 hours per workweek. Employees are not permitted to work more than 12 hours, including overtime per week.

# Probation period
Employees may be put on probation for up to a maximum period of 3 months.

# Annual leave
Employees are entitled to take a minimum of 24 days of paid leave plus public holidays yearly.

# Parental leave
Pregnant employees are eligible to get 126 days of paid maternity leave. Employees shall be granted an extended maternity leave of up to 140 days in the event of multiple births or medical complications. All new mothers have the right to a 3-year unpaid maternity leave, during which period their contracts cannot be terminated by their employers. Employees are entitled to a renewed maternity leave if they have a new baby before the end of the 3 years of unpaid maternity leave.

# Sick leave
Sick employees are eligible to receive sick benefits from the Social Security system. Sick leave is paid at 80 percent during the first 12 days of sickness and at 100 percent afterwards.

# Overtime
Overtime is permissible only when it is done with the consent of an employee. Employees are entitled to 100 percent premium for every hour they work over the normal working hours. Employees are prohibited to work more than 10 hours overtime a week or 180 hours overtime a year.

# State minimum salary
As of 1 January 2017, the minimum wage in Belarus is 265 Belarusian Ruble (BYR) per months.

# Employment termination
Contracts of employment may be terminated under the following circumstances:

  • initiative of any of the parties of employment;
  • agreement of both parties of employment;
  • expiration of a definite term contract;
  • refusal of an employee to move to a new location as required by the employer;
  • disagreement with new employment conditions;
  • conditions that are beyond the control of the parties of employment;
  • the contract is terminated after a probation period.

An employer and employee may decide the duration of a notice of termination. In the case of an absent of pre-defined notice period, an approximate of 2 months’ notice (for the employer) or one-month notice (for the employee) may be employed.

Employees are entitled to 3 months of severance payment for dismissal.

Acumen International can help you fast-track your possibilities of entering and expanding your business in Belarus by providing you with our Employer of Record services. Our unique mix of PEO/EOR solutions will enable you to jumpstart your global operations almost immediately, cost-effectively and compliantly without any need to set up a legal entity first or afterwards.

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