Recent legislative changes in Ukraine affect employment suspension, inspections, collective agreements, and vocational education. These changes reflect the state’s effort to adapt labour legislation to the realities of wartime conditions while also promoting long-term development of the workforce.
1) In June 2025, Law of Ukraine No. 4412-IX came into force, introducing new rules on suspension of employment agreements, employer–employee communication, and grounds for termination.
According to the new provisions, suspension may be initiated by either party for a period not exceeding 90 calendar days, with the possibility of extension by mutual agreement until martial law ends. During suspension, the employer is not required to pay wages or provide working conditions, except for any amounts accrued before the suspension. Both parties must maintain contact and notify each other of any changes to their contact information within 10 days. Before resuming work, the employer must give at least 14 days’ notice. Either party may also terminate the suspended employment agreement early on the grounds established by law.
Also, employees in active combat zones cannot be dismissed for absenteeism, even if it exceeds 90 days, though this period is unpaid and does not count toward vacation entitlement.
2) The new Law of Ukraine “On Vocational Education” No. 4574-IX, effective from 12 September 2025, introduces key changes to vocational education and student employment.
A major innovation is the student employment agreement, a distinct agreement allowing students to combine study with work. It must define rights and obligations, pay conditions, and the scope and duration of tasks aligned with the educational programme.
The Law also regulates payment for practical training in vocational education institutions, organisations, and enterprises. Remuneration for work performed must be transferred directly to the student’s account under the student employment agreement.
3) On 13 September 2025, the Law of Ukraine No. 4582-IX entered into force, amending the rules on suspending collective agreements during martial law.
Previously, employers could unilaterally suspend certain provisions of collective agreements. With the adoption of this Law, suspensions are allowed only by mutual consent, ensuring a balance of rights and interests between employers and employees.
Within three months of the Law’s enactment, the parties to collective agreements must begin negotiations to reinstate provisions that had previously been suspended without mutual agreement. Once such provisions are restored, the employer must notify the authority that registered the collective agreement.
4) The Ukrainian Parliament has enacted Law № 4352-IX, effective 1 October 2025. It empowers the State Labour Service of Ukraine and its territorial bodies to conduct unscheduled inspections during martial law in response to employee or trade union complaints about workplace mobbing (harassment).
Such inspections must be carried out separately and cannot be combined with inspections addressing other matters, including the formalisation of employment agreements or general compliance with labour legislation.
During martial law, unscheduled inspections are allowed only on exceptional grounds defined by law. Under the new Law, the State Labour Service may conduct separate inspections specifically on mobbing, despite general restrictions. Other inspections remain limited and cannot be merged into one procedure.
Taken together, the recent legislative updates mark an important step toward balancing the interests of employers and employees in the extraordinary context of martial law. At the same time, these reforms emphasise transparency, mutual consent, and legal certainty in labour relations.
Published: LIR Ukraine, Edition 9, October 2025
Authors: Oksana Voynarovska, Anna Odynokova