Belarus offers a skilled workforce, competitive labor costs, and strong industrial sectors, making it an ideal destination for business expansion. With growing opportunities in IT, manufacturing, and agriculture, you can tap into a dynamic market.

However, strict labor laws, tax regulations, and work permit requirements can make hiring complex. Employment rules vary across industries, and ensuring compliance is essential.

By partnering with a Belarus EOR, you can hire seamlessly, manage payroll, and stay compliant without setting up a local entity. This allows you to focus on growing your business while we handle the complexities.

Expanding into Belarus comes with complex labor laws, tax regulations, and compliance requirements. Managing payroll, contracts, and local employment laws can be overwhelming, especially as a foreign employer.

With a Belarusian Employer of Record (EOR), you can hire talent quickly and legally without setting up a local entity. While you retain full control over your employees' daily activities, the EOR handles payroll, tax compliance, and regulatory obligations—ensuring a smooth, risk-free expansion.

Gloroots’ Belarus EOR takes care of the complexities, so you can focus on growing your business while staying fully compliant.

Building a strong team involves hiring the right talent at the right juncture and for the suitable roles. In Belarus, employers are required to establish a local entity to effectively manage compliance, payroll, taxes, and benefits. The intricate nature of Belarusian employment regulations can pose challenges for employers striving to adhere to the law.

Enter Gloroots and our global Employer of Record (EOR) service. With us, you can offload the complexities of payroll, tax management, benefits, and compliance. This allows you to shift your focus to what truly matters, your employees and the growth of your company.

The term "misclassification of employees" refers to when employers incorrectly categorize their workers. This happens when employers label a worker as an independent contractor or exempt them from certain employment laws and benefits, even if the worker should actually be considered an employee with legal protections, benefits, and rights.

Engaging a PEO/EOR in Belarus is a smart move to reduce the risks linked to misclassifying employees. These experts ensure compliance with labor laws, accurate employee classification, precise payroll processing, and access to comprehensive benefits. This allows businesses to concentrate on their primary activities while entrusting employment-related tasks to experienced professionals.

Employment contract

Belarusian labor regulations require written contracts to safeguard the interests of both employees and employers in the employment relationship. These contracts need to be signed, and copies must be retained by both parties.

Belarusian labor law permits employers to create fixed-term employment contracts, not exceeding five years, for specific tasks or when hiring professionals such as lawyers, entrepreneurs, or part-time workers.

Employers in Belarus are obliged to include the following details in employment contracts:

1. Names of both the employer and employee.

2. Date and signatures indicating when the contract was executed.

3. Workplace location.

4. Job description.

5. Work hours, overtime compensation, leave policies, and holiday arrangements.

6. Base salary, employee benefits, allowances, and mandatory social security contributions.

The labor code in Belarus voids employment contracts under specific circumstances, including:

1. When the contract is made with someone under the age of 14.

2. When it involves a person aged 14 to 16 without written consent from one parent.

3. When it is signed under the influence of deception, violence, or threats.

Get an overview of what you need to know when hiring in Belarus.

Working time

In Belarus, the typical workweek consists of 40 hours, equating to 8 hours per day. However, it's important to note that the legal limit for a single workday, including overtime, is set at a maximum of 12 hours. 

Under the Labor Code, employers are obligated to offer extra compensation and grant additional time off to employees who work during holidays, nighttime hours, or when they exceed the regular work schedule.

Overtime

Public Holidays

Belarusian labor regulations designate nine public holidays for celebrations and observances. Employers are required to guarantee that employees have these days off with full pay.

Minimum Wage

The Belarusian Ministry of Labor and Social Security system ensures that the minimum wage is upheld in the country. This wage rate is determined and specified in the law, and all employers are obligated to adhere to it. Presently, the minimum wage in Belarus stands at 554 BYN per month.

Annual Leave

Employees are entitled to a minimum of 24 paid vacation days after six months of employment. These vacation days can be taken in two parts, with one portion lasting at least 14 days. Normally, employees should use their leave within the same year, with exceptions permitting carryover. Payments for annual leave should be made at least one day before the vacation begins.

Paid Sick Leaves

In Belarus, the Social Security System is responsible for funding sickness benefits. Under social insurance rules, employees receive 80% of their average daily salary for the initial 12 days of sickness, and this rate decreases to 70% for the following 30 days. To claim sickness leave, employees are required to provide a medical certificate as justification.

Maternity leaves

The Belarusian government has introduced maternity leave policies to provide support to mothers and families with multiple children.

Currently, maternity leave in Belarus includes 126 days of paid maternity leave. This is extended extended to 140 days in case of medical complications or multiple births.

Additionally, there's an option for three years of unpaid maternity leave, during which the job position must be held open, and the mother can choose to return to work earlier if she wishes.

If another child is born within these three years, the maternity leave entitlement begins again.

Paternity leaves

Fathers in Belarus have the right to take up to 14 days of paternity leave within the first six months after their child's birth. However, whether this leave is paid or unpaid is determined by the employer and the terms of the employment contract, with employers making the decision regarding payment. Paternity leave can be taken when requested in writing by the employee within six months from the child's birth.

Learn More: What is Paternity Leave ?

Tax and Social Security contribution:

Employee contributions

Employer contributions

Employee Income tax

Employment laws in Belarus safeguard employees by placing limitations on the grounds for employee dismissal. The specific regulations pertaining to dismissals can be found in Article 42 of the Labor Code.

In Belarus, an employment contract can be ended under the following circumstances:

1. Mutual agreement by both parties.

2. Expiry of the contract's term, except when both parties wish to continue the employment relationship.

3. Termination initiated by either party (employer or employee).

4. Employee's consent to be transferred to an elective position.

5. Employee's disagreement with relocation to a new location following the employer, disagreement with new labor conditions, a change in ownership, or company reorganization.

6. Termination due to circumstances beyond the control of either party.

7. Contract termination after a probationary period. However, employers face challenges in terminating employees and must provide valid reasons. The notice period is typically two months, unless specified differently in the agreement.

Severance Pay

The employment contract specifies the severance payments owed, but as a rule of thumb, the employer is typically required to provide a minimum of two weeks' worth of average salary as severance pay.

Notice Period

In Belarus, departing from an organization typically necessitates a notice period of at least one month. However, the specific notice duration is determined by the collective agreement or contract and varies based on employment type, status, and industry. During the probationary period, a minimum of three days' notice is mandated for termination.

Probation period

Employers have the authority to set a probationary period lasting a maximum of three months.

Read More: Top 9 Benefits of Using Employer of Record Services