In the face of the challenges of martial law, Ukraine is reshaping its labour legislation, striving to meet global standards while adapting to the evolving realities of the present moment.
To align with European standards, Ukraine has adopted a new law amending certain legislative acts to ensure the rights of people with disabilities to work. Under the new law, employers are provided with two options to fulfil their obligations regarding the employment of persons with disabilities: either by directly employing such individuals in accordance with legally established quotas, or by paying a contribution to support the employment of persons with disabilities, replacing the previous penalty system for noncompliance. Additionally, employers must provide reasonable accommodation in the workplace (special equipment, changing the scope of duties, flexible working arrangements) funded through their means, the State Fund, or other legal sources. The law broadens eligibility for financial assistance and authorises inspections and fines for noncompliance. Furthermore, if an employee becomes disabled due to a workplace accident or occupational illness, the employer must ensure their return to work by implementing necessary accommodations within four months of the employee's readiness or return. The amendments will come into force on 1 January 2026.
Continuing to work on ensuring social guarantees for Ukrainian citizens, the Parliament adopted the law providing additional social guarantees to Ukrainian civilians who are or have been in captivity. Under the new law, the period during which Ukrainian civilians are held in captivity will be counted toward their insurance record, ensuring their future eligibility for pension benefits. The Pension Fund of Ukraine will pay the unified social contribution on behalf of these individuals from the state budget. The contribution covers the full period of captivity plus six months after release. This law came into force on 27 March 2025.
Additional guarantees are also provided regarding remote work. Specifically, on 27 March 2025, the Parliament adopted a law on improving the legal regulation of certain issues of home and remote work. The law allows parents of children under fourteen studying remotely to switch to home-based or remote work with employer consent. Additionally, the law provides that employees working remotely or from home may be assigned business trips if such arrangements are specified in their employment agreements. In cases where a remote employee travels for work, they must inform their employer of their current location using any convenient means.
And the last, but not least important novelty was the adoption of a law that will replace the Classifier of Professions with a Unified Register of Qualifications, providing for the data exchange between existing registers and classifiers, along with their digitalisation and synchronisation with other databases. The National Qualifications Agency would be authorised to manage this register. Additionally, the submission of a report on labour demand to the employment centre is no longer an obligation but a right of the employer. The law came into force on 01 March 2025.
These legislative updates mark a significant step toward aligning Ukraineʼs labour and social policies with European standards. By strengthening protections for persons with disabilities, recognising the rights of civilian captives, expanding flexible work options, and modernising the qualifications system, the Ukrainian parliament is laying the foundation for a more inclusive, adaptive, and transparent labour market.
Published: LIR Ukraine, edition 8, June 2025
Authors: Oksana Voynarovska, Anna Odynokova