A Belarusian EOR specializes in assuming all employment-related responsibilities and risks on your behalf, facilitating a seamless and compliant expansion process within the country.

This comprehensive role includes efficiently managing payroll processes, ensuring strict adherence to tax regulations, and guaranteeing compliance with local labor laws. Importantly, while your company retains control over day-to-day employee activities, the EOR takes on the pivotal role of the legal employer. This strategic partnership not only eases your administrative burdens but also safeguards your business by ensuring full regulatory compliance in Belarus.

Belarus has unique labor and employment regulations that might be unfamiliar to employers from a different country.  

For example, historically, trade unions have been closely linked to the state, and while they exist, their independence and power to represent worker rights might differ from trade unions in more liberal democracies. Belarus also has a generous maternity leave policy which entitles women workers with 126 days of paid leave. This period outlasts maternity in many western companies.  

A Belarus EOR/PEO, with their local expertise, can help you navigate these differences and stay compliant in the country. EORs stay up-to-date with changes in labor regulations, providing you with flexibility and peace of mind. With a Belarus EOR/PEO handling tasks like payroll, taxes, and benefits, your HR and administrative processes become more streamlined, allowing you to focus on core business functions and growth. This strategic partnership accelerates your expansion efforts in Belarus while mitigating risks and ensuring access to local talent.

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The cost of Belarus EOR/PEO services can vary based on factors like the number of employees, the services required, and project complexity. Pricing typically involves a monthly fee per employee or a percentage of their salary, with additional charges for extra services or customization. To get an accurate quote tailored to your specific needs, consult with the EOR/PEO provider.

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Key Metrics For Foreign Employers 

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Belarus' ability to attract foreign investments can be attributed to several key factors, including its advantageous geographical location, membership in the Eurasian Economic Union, and robust transportation infrastructure. The country also benefits from a well-educated workforce, which supports the growth of high-tech and export-focused industries in Eastern Europe.

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The table below depicts key indicators from the Global Talent Competitiveness Report and can help you consider various factors before hiring from Belarus.

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Source: The Global Talent Competitiveness Index 2023

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Through the Gloroots’ Recrew platform, you can discover amazing talent in Belarus.

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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.

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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

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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.

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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.

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

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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.

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

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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.

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

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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. 

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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.

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Overtime

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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.

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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

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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.

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Maternity leaves

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

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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.

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

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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.

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Tax and Social Security contribution:

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Employee contributions

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Employer contributions

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Employee Income tax

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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.

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

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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.

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Severance Pay

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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.

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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.

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Probation period

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

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Expanding your international workforce comes with numerous compliance challenges. Employers must ensure that all aspects of hiring and onboarding align with employment laws, payroll procedures, DE&I standards, GDPR, and other data protection regulations. While establishing local entities and commencing hiring can be intricate, keeping pace with the ever-evolving compliance landscape can be even more daunting.

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Gloroots simplifies this process by offering a centralized solution to navigate these complexities. Our in-house experts provide comprehensive protection against the risks associated with cross-border employment and payroll compliance. We handle tasks such as crafting employment contracts, ensuring timely payments, and maintaining compliance with benefits, enabling you to concentrate solely on talent acquisition.

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Our commitment is to provide a hassle-free global employment experience for both you and your employees. Contact our experts today to kickstart your global hiring initiatives in Belarus.

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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.

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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.

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