- A group is transferring a manager to its Ukrainian subsidiary and needs the permit and residence sequence handled.
- An employee has been working on a business visa and the arrangement needs to be regularised.
- A company wants to dismiss an underperforming employee and needs a defensible route.
- Long-standing contractor relationships risk reclassification as employment.
- A former employee has joined a competitor and taken client information.
Overview
Employing foreign nationals in Ukraine is procedurally demanding. The work permit is applied for by the employer, not the employee; the employment contract must match the permit in role and salary; and the residence permit follows the work permit rather than preceding it. Salary floors apply, tied to the minimum wage and higher for most categories, and an employment relationship that departs from the permitted terms puts both permit and residence at risk.
On the domestic side, Ukrainian labour law remains protective of employees. Dismissal grounds are exhaustive, procedure is formalistic, and the reinstatement remedy is real. Foreign employers accustomed to at-will arrangements or broad restrictive covenants often find their standard documents unenforceable here. We adapt them.
Typical situations
Scope of work
What we do
The matters we handle within this practice. Engagements are usually a combination of several of them rather than a single item.
01
Work permits
Preparation and filing of work permit applications, extensions and amendments, including for seconded staff and intragroup transfers.
02
Residence
Long-term visa support and temporary residence permit applications for employees and accompanying family members.
03
Employment documentation
Ukrainian-law employment contracts, job descriptions, internal labour rules and the mandatory HR document set.
04
Secondment
Structuring of intragroup secondments and service arrangements, with attention to permanent establishment and payroll tax exposure.
05
Contractor engagement
Advice on engaging individual entrepreneurs, and on the reclassification risk that arises where the relationship is employment in substance.
06
Termination
Lawful grounds and procedure for dismissal, mutual termination agreements, redundancy processes and severance calculation.
07
Restrictive covenants
Confidentiality, non-solicitation and non-competition provisions drafted for the limits of Ukrainian enforceability.
08
Labour disputes
Representation before the labour inspectorate and in court, including reinstatement and unpaid wage claims.
How we work
From first call to completion
A predictable sequence with a written output at each stage, so that you always know the position and what it will cost to reach the next one.
01
Eligibility
We confirm the permit category, salary floor and documentary requirements for the specific role and nationality.
02
Permit
Application prepared and filed by the employer, with translations and legalisation coordinated.
03
Residence
Visa support letter, entry and temporary residence application, including family members.
04
Employment
Contract and HR file executed so that they match the permit and withstand inspection.
Why clients instruct us
Local knowledge, international standards
We work the way our clients' in-house teams and international counsel expect: clear scope, written advice, English-language reporting and no surprises on fees.
- Advice in English, drafted to be usable by a board that does not know Ukrainian law.
- Fee estimates agreed before work begins, with fixed fees where the scope allows.
- A named partner responsible for the matter, not a rotating team.
- Practising in Ukraine since 2003, through every regulatory cycle since.
Questions
Frequently asked
How long does a Ukrainian work permit take?
The authority is required to decide within seven business days of a complete application, but assembling that application — legalised diplomas where required, translations, criminal record certificates and corporate documents — usually takes three to five weeks. Permits are issued for up to three years depending on category and are renewable.
Is there a minimum salary for foreign employees?
Yes. The floor is expressed as a multiple of the statutory minimum wage and differs by category: it is lower for employees of companies with certain investment profiles, graduates of leading universities and IT specialists, and higher for the general category. The salary actually paid must correspond to the permit.
Can a foreign director work without a permit?
A foreign national who is a director must hold a work permit if the role is performed in Ukraine, regardless of whether it is remunerated. A shareholder who does not perform work functions does not need one.
How difficult is it to dismiss an employee?
Dismissal at the employer's initiative is permitted only on statutory grounds, each with its own evidentiary and procedural requirements, and procedural error alone can result in reinstatement with back pay. Mutual termination is the ordinary route and is generally faster and cheaper than a contested dismissal.
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Next step
Discuss your matter with us
Tell us what you need to achieve in Ukraine. The first consultation is free and confidential — we will tell you candidly whether we are the right firm for the task.