Department of Labor, Employment and Social Protection

Attention, employers

As of January 1, 2025, the Law of the Republic of Belarus dated October 11, 2024, No. 36-Z "On Amendments to Laws on Employment Issues" came into force. Employers are obliged to post information about available job vacancies on the state employment service portal gsz.gov.by within 5 working days from the date of their creation (Article 35). Employers with a headcount of no more than 5 employees have the right to submit information to the labor, employment, and social protection body in writing. The Decree of the President of the Republic of Belarus dated November 26, 2006, No. 18 "On Additional Measures for State Protection of Children in Dysfunctional Families" has been terminated. Work with persons obliged to reimburse expenses for the maintenance of children under state care is carried out in accordance with Articles 31, 32 of the new Law. The maintenance of electronic time sheets for obliged persons by employers has been terminated as of January 1, 2025. Information about each case of truancy by obliged persons without a valid reason must be sent to the internal affairs departments at the place of residence of these persons.

Compliance with employment legislation!

In accordance with Article 10.11 of the Code of Administrative Offenses of the Republic of Belarus dated January 6, 2021, No. 91-Z, failure to notify the labor, employment, and social protection bodies, or untimely or incomplete notification of these bodies by an authorized official of the employer about the upcoming dismissal of employees due to the liquidation of a legal entity, termination of the activities of an individual entrepreneur, or reduction in the number (staff) of employees, or about the availability of vacant jobs (vacancies) entails a fine of five to fifteen basic units.

Unjustified refusal by an official to hire a citizen referred by the labor, employment, and social protection department under a quota, a graduate of a state institution of vocational, secondary specialized, or higher education referred for employment in accordance with the employer's application or an agreement between the educational institution and this employer, as well as the employer's refusal to hire another person with whom the conclusion of an employment contract is mandatory, entails a fine of 20 to 50 basic units (Part 1 of Article 10.12 of the Code of Administrative Offenses).

Forms for employers according to the Resolution of the Ministry of Labor and Social Protection of the Republic of Belarus dated 22.01.2025 № 8

Checklist of questions in the field of supervision over compliance with employment legislation

On attracting foreign labor

Employment of foreign citizens

Procedure for employment of immigrant workers not from Eurasian Economic Union countries

Up-to-date information on available vacancies, including in enterprises and organizations of the Vitebsk region, can be obtained on the website of the State Employment Service of the Republic of Belarus.

Information is updated daily, ensuring wide access to information for both citizens of the Republic of Belarus and citizens of other states. In addition, the website provides information on agricultural vacancies, including those with accommodation.

To attract foreign labor, the Law on External Labor Migration, as amended by the Law of the Republic of Belarus dated December 30, 2022, No. 233-Z, provides for the following from July 1, 2023:

abolition of the norm obliging the employer to obtain a permit (until July 1, 2023, an employer had to obtain a permit to employ more than ten foreigners);

notification principle (on August 23, 2025, Decree "On increasing the role of the employer in the field of external labor migration" No. 202 (hereinafter referred to as the Decree) came into force, with the exception of a separate provision. Paragraph 4 of the Decree establishes the employer's obligation to send a notification of the conclusion (extension, termination) of an employment contract with foreigners in an online format through the "E-Pasluga" system. This provision came into force on January 1, 2026. Previously, employers were obliged to submit notifications by mail or by personal submission to the migration authority (until July 1, 2023 - obtaining a special permit).

The notification principle applies to the employment of foreigners in blue-collar professions (white-collar positions) who are attracted without regard to restrictions on the protection of the national labor market.

Resolution of the Ministry of Labor and Social Protection of the Republic of Belarus dated October 10, 2025, No. 115 defines the list of blue-collar professions (white-collar positions) for which foreign citizens or stateless persons who do not have a permanent residence permit in the Republic of Belarus are attracted, without regard to restrictions on the protection of the national labor market, for 2026.

List

Government Resolution No. 91 of February 13, 2025, defines the procedure for establishing quotas for employers for the employment of disabled people.
Note. Quota – the number of workplaces as a percentage of the average headcount of employees, established by the Minsk City Executive Committee, city (of regional subordination), district executive committees, which the employer is obliged to allocate and (or) create for the employment and occupation of disabled people.

The quota is established! For employers of all forms of ownership, with an average headcount of 100 employees or more.

The quota is not established for:
-public associations of disabled people, their organizational structures, and commercial organizations created by them,
non-profit organizations,
-budget organizations and other organizations receiving subsidies, whose employees are equated in terms of remuneration to employees of budget organizations.

Decisions on the number of quotas for the next year for a specific employer are made by local authorities annually no later than December 31 of the current calendar year.

Attention! Quotas for the employment of disabled people for 2025 are established no later than April 1, 2025.

Quota size - no more than three percent of the average headcount of employees of the organization

The quota is established taking into account:
-proposals from employers on the possibility of allocating and (or) creating workplaces for the employment of disabled people within the quota
-the number of disabled persons residing in the territory of the respective administrative-territorial unit and having professional and labor recommendations;
-the number of disabled persons in employment;
-the number of disabled persons registered as unemployed or who have applied for employment;
-information from educational institutions implementing educational programs of vocational, secondary specialized, and higher education, on the number of disabled persons studying in their final years;
-the need of disabled persons for employment;
-the possibility of employing disabled persons in vacant positions (vacancies) posted in the National Vacancy Bank

When calculating the quota, employees whose working conditions are classified as harmful and (or dangerous) working conditions based on the results of workplace certification for working conditions are not included in the headcount.

Large employers with an extensive network of structural subdivisions across the country are granted the right to independently distribute the established quota among their separate subdivisions.

When employing one disabled person of Group I, the fulfillment of the quota will be considered as three times the number of jobs for the employment of disabled persons; for a disabled person of Group II – two times the number of jobs.

The established quota may be changed taking into account requests received from employers regarding the occurrence of objective conditions (reasons) for the impossibility of fulfilling the quota.

The employment of disabled persons within the established quota can be carried out by employers both on the basis of direct applications from disabled persons to them and on the referral of labor, employment, and social protection authorities.

The quota will be considered fulfilled if employment relations are formally established with disabled persons, the number of whom is not less than the number of jobs established for the employer within the quota. Disabled persons who were in employment relations with the employer before the decision of the local authority are also counted towards the quota.