- A new federal law (No. 407-FZ) regulating remote labor takes effect on January 1, 2021
- The law offers more protection and flexibility for remote workers and their employers
- The federal law adds two provisions for terminating a contract with a remote worker
- The law will expand the definition of “distance work” in Chapter 49/1 of the Labor Code
- Employers and employees can choose electronic or standard methods of documentation
- The law defines the procedure of annual paid leave for temporary distance (remote) work and combined distant (remote) work contracts
A federal law (Federal Law No. 407-FZ) that was passed on December 8, 2020 that regulates remote labor will take effect on January 1, 2021. The law grants more protection and flexibility to remote workers and their employers.
What are the Changes?
Federal law No. 407-FZ will add two additional provisions for termination of a labor contract with a remote employee.
- The employer may terminate the employee’s contract if the employee does not communicate with the employer on issues related to work duty performance for more than two days after receiving the employer’s request without good reason. Exceptions apply if the employee-employer interaction procedure is protected by part nine of Article 312.3 of the Labor Code.
- The contract may be terminated if the employee changes his or her work location and cannot perform his or her duties as stated in the contract under the previous conditions.
The federal law will add a definition for “temporary (distance) remote work” and “combined distant (remote) work.” The new definitions extend the previous definition of “distance work” found in Chapter 49/1 of the Labor Code.
Russia’s federal law will also give employers and employees the option to choose an electronic or standard method of documentation. Streamlining the documentation process will facilitate document exchange and make the documentation process more convenient for both parties.
Lastly, the federal law also defines the procedure of annual paid leave for temporary distance (remote) work and combined distant (remote) work contracts.
What Should Employers and Applicants Know?
The new federal law will take effect on January 1, 2021.
Content in this publication is not intended as legal advice, nor should it be relied on as such. For additional information on the issues discussed, consult an Envoy-affiliated attorney or another qualified professional.
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