Key Provisions Signed by President Zelensky (Law No. 4412-IX)
| Measure | What It Means in Practice |
|---|---|
| Immunity for employees in active-combat areas | Absence from the workplace because the facility is located in an officially designated combat zone cannot be treated as absenteeism or grounds for dismissal (Labour Code, Art. 40(1)(4) exception). |
| 90-day ceiling on contract suspension | Either the employer or the employee may suspend an employment contract, but the pause is capped at 90 calendar days. Extension is possible only by mutual written consent and never beyond the end of martial law. |
| Mandatory contactability | During any suspension both parties must keep up-to-date contact details on file and remain available for communication regarding the employment relationship. |
Why It Matters
-
Legal clarity: Removes ambiguities that fuelled disputes between businesses and staff since February 2022.
-
Gradual workforce re-engagement: The capped suspension period encourages companies to plan phased reactivation of jobs rather than leave contracts in limbo.
-
Worker security: Employees in frontline areas retain legal ties to their jobs and income rights, supporting household stability.
What Employers Should Do Next
-
Update HR policies to reflect the 90-day suspension limit and new communication obligations.
-
Map operational sites against the government’s current “active hostilities” list to identify staff automatically protected from dismissal.
-
Prepare template addenda for mutual extension of contract suspensions, if required.
Context
-
Parliament previously passed a broader framework law on wartime information exchange and contract suspension; Law No. 4412-IX codifies its practical mechanisms.
-
A separate bill (No. 9510) that enhances wage-arrears protection in cases of employer insolvency has cleared first reading.
Bottom line: The new act balances business continuity with social protection, giving companies clear HR parameters while safeguarding employees caught in conflict zones.
