In the Resolution No. 45 of December 23, 2021, of the Russian Supreme Court Plenum (“Resolution”) the Russian Supreme Court clarified some issues of bringing to administrative liability under Articles 5.27, 5.27.1 of the Administrative Code of the Russian Federation (“Code”).

Electronic document management in the area of labour relations is not new and has been actively used by companies for years already.

Starting from March 1, 2022, a new edition of the Labor Code of the Russian Federation (“Code”) comes into force that establishes improved requirements in the field of occupational safety.

On June 16, 2021, a new decree of the Russian President on temporary measures to regulate the legal situation of foreign citizens and stateless persons in Russia during the period of overcoming the consequences of the spread of COVID-19 (“Decree”) came into force.

The Judicial Chamber on Civil Cases in its recent Ruling1 once again consolidated guarantees to employees and placed their rights and position above the interests of the employer.

New amendments are introduced to the Order of the Russian Government dated 16.03.2020 No. 635-r “On temporary restriction of entry into the Russian Federation of foreign citizens and stateless persons and temporary suspension of registration and issuance of visas and invitations” (the “Order”).

Federal Law No. 407-FZ dated December 8, 2020 made material amendments to the section of the Labor Code of the Russian Federation which regulates distance work. The necessity for such amendments became evident as soon as employers started to switch their staff to work from home in large numbers at the beginning of 2020.

Starting from 2021, the amendments to the Labor Code regarding the regulation of labor in non-commercial (non-profit) organizations have come into force.

In its recent review of judicial practice on employment cases by Russian courts², the Supreme Court of the Russian Federation (the Supreme Court) defined legal strategies that should be guided when considering disputes related to the termination of an employment contract at the employer’s initiative. Below we consider the main conclusions of the Supreme Court.

Federal law No. 476-FZ of December 27, 2019, introduced several amendments to the Federal law “On electronic signature” (“Law”). Changes to the Law come into force gradually.