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Before hiring employees in Belarus, there are a few important things you’ll need to know. It’s first of all important to understand employee taxes. All employees in Belarus are taxed 13% no matter their income bracket, then an additional 1% for social security contributions.
In Belarus, mothers are entitled to 126 days’ paid maternity leave, which can be extended if there are medical complications, or if two and more children are born. Mothers can take up to three years of unpaid leave, during which time their job must be kept open for them.
We know this might sound overwhelming—but it doesn’t have to be. A solution like Oyster eliminates the barriers for you. With Oyster, you can automate compliance across 180+ countries, easily managing HR and payroll—all in one, easy-to-use platform.
Get an overview of what you need to know when hiring in Belarus below.
At a Glance
13th / 14th SALARY
A 13th salary is not legally required but can be established by collective agreements or employment contracts.
Good to know
- Collective bargaining agreements are very common in Belarus, and approximately 95% of workers are members of a trade union. Collective bargaining is used across industries to provide better terms for employees than what the statutory requirements provide.
- Belarusian laws call for a minimum of one year and a maximum of five years of validity for employment contracts. Contracts of diligent employees must be extended for a minimum of three years, which may be reduced to one year upon written consent of the employee.
- Non-compete agreements are legally unenforceable in Belarus, with the exception of residents of hi-tech Park.
Employees in Belarus typically work eight hours daily and 40 hours per week.
In Belarus, overtime work should not exceed 12 hours daily, 10 hours weekly, and 180 hours annually. Overtime work must be paid at a rate of 100% over regular pay.
Employees can be given time off in lieu of payment for overtime.
The probationary period in Belarus is three months.
The notice period in Belarus is one month.
Non-compete agreements are legally unenforceable in Belarus, with the exception of residents of hi-tech Park.
The maximum duration of a non-compete agreement in Belarus is one year. In order for the agreement to be enforceable, employers must pay the former employee a compensation for each month of compliance with the obligation in an amount that’s at least one-third of the employee’s average monthly salary for their last year of employment.
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Paid time off
Employees in Belarus are entitled to at least 24 paid vacation days in a year.
For the first 12 days of sick leave, employees in Belarus are entitled to 80% of their average daily earnings, and 100% pay for any days thereafter. This is paid out by the social security system.
Employees in Belarus are entitled to 126 days’ paid maternity leave. This leave is extended to 140 days if there are medical complications, or if two and more children are born. Employees are also given the option to take three years’ unpaid maternity leave, during which time their job position must be kept open for them.
Employees are also entitled to up to 14 days of unpaid paternity leave in the first five months of the birth of a child.
An employer in Belarus can expect to contribute 34% on top of each employee’s salary. This includes pension contributions (28%) and health insurance (6%).
Employees in Belarus are required to pay an income tax of 13% no matter their income bracket. They are also taxed 1% of their salary for social security contributions.
Termination of employment
In Belarus, it is difficult for employers to terminate employees, and they must provide valid reasoning for the termination.
Severance payments are determined in the employment contract but cannot be less than two weeks of the employee’s average salary.
Start hiring employees in
Setting up a business entity everywhere you want to hire a new employee isn’t scalable—it takes too long and the legal fees are high. At the same time, understanding and adhering to the local labor laws and employee expectations can be complex and time consuming. And it’s hard to find reliable information on up-to-date employment information for all the countries where you’re considering hiring. Not to mention tracking down invoices and managing employee contracts over email and spreadsheets—that gets messy fast.
We can’t afford to take risks when it comes to compliance—we need to make sure we follow the local guidelines, especially when it comes to taxes and legalities.
With Oyster, you can manage HR and payroll, and automate compliance across 180+ countries—all in one, easy-to-use platform.
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