How EOR Services Work in Belarus

Onboarding: The EOR recruits or transitions employees on behalf of your company, ensuring legal compliance from the start.
Payroll and Benefits: The EOR processes payroll, manages benefits, and ensures statutory deductions are paid on time.
Employee Management: You retain control over day-to-day tasks and employee performance, while the EOR handles the administrative and legal aspects.
Compliance Support: The EOR keeps you updated on changes in employment laws and ensures compliance.
Offboarding: If an employee is terminated, the EOR manages severance and other legal requirements.

Advantages of Using Global EOR Services in Belarus

Deep understanding of Bangladeshi labor laws.
Proven expertise in managing international employment challenges.
Transparent pricing with no hidden costs.
End-to-end support for onboarding, payroll, compliance, and offboarding.

Employment Law and Considerations for EOR Services in Belarus

Belarus has a structured legal framework governing employment relationships, primarily regulated by the Labor Code of the Republic of Belarus. This framework defines the rights and obligations of both employers and employees, ensuring fair treatment, compliance, and social protections. Below is an overview of the key aspects of employment laws in Belarus.

Key Employment Laws in Belarus

The Bangladesh Labour Act, 2006: This is the primary legislation governing employment practices in Bangladesh. It outlines rules for working hours, leave, benefits, wages, and termination.
The Minimum Wages Act, 2013: Establishes the minimum wage rates for different industries and job categories. The minimum wage varies by sector and is periodically updated.
The Payment of Wages Act, 1936:
Regulates the timely payment of wages and deductions.
The Maternity Benefit Act, 1939:
Provides female employees with paid maternity leave and other related benefits.
The Provident Fund and Gratuity Act:
Governs employee retirement benefits and long-term savings.

Employment Contracts in Belarus

Written Contracts: All employment relationships must be formalized through a written contract.
Types of Contracts: Indefinite-Term Contracts: Most common and provide stability for employees.
Fixed-Term Contracts: Used for temporary roles or specific projects, with a maximum duration of 5 years.
Contracts must include job duties, working hours, salary, and termination clauses.
Amendments to contracts require mutual consent between the employer and employee.

Working Hours and Overtime

Standard Working Hours: 8 hours per day, 6 days a week (48 hours per week).
Overtime Regulations: Employees are entitled to 2x their regular hourly wage for overtime hours.
Overtime cannot exceed 10 hours per week.
Rest Periods: 1-hour break after 5 hours of continuous work.

Leave Entitlements

Annual Leave:Employees are entitled to a minimum of 24 calendar days of paid annual leave.
Additional leave may be granted for hazardous work or seniority.
Public Holidays: Employees receive paid time off on national holidays (9-11 days annually).
Sick Leave:Covered by the Social Security Fund.
Compensation depends on the employee’s length of service and is calculated based on their average salary.
Maternity Leave:Female employees are entitled to 126 days of paid maternity leave (140 days for multiple or complicated births).
Additional unpaid leave can be requested until the child reaches the age of 3.
Paternity Leave: Fathers are entitled to short-term unpaid leave for the birth of a child.

Employee Benefits and Contributions

Social Insurance: Both employers and employees contribute to the Social Security Fund to cover pensions, healthcare, and unemployment benefits.
Health and Safety: Employers must provide a safe working environment and adhere to occupational safety regulations.
Training and Development: Employers are encouraged to invest in professional training for employees.

Termination and Severance

Grounds for Termination:Mutual agreement.
Expiry of a fixed-term contract.
Employee resignation (requires 1-month notice).
Employer-initiated termination (must provide valid reasons such as redundancy or misconduct).
Severance Pay:Employees terminated due to redundancy or reorganization are entitled to severance pay equal to 2 weeks’ salary.
Dismissal procedures must comply with strict legal requirements to avoid disputes.

Non-Discrimination and Equal Opportunity

Belarusian labor laws prohibit discrimination based on gender, race, nationality, religion, or political beliefs.
Employers must ensure equal pay for equal work and provide reasonable accommodations for disabled employees.

Trade Unions and Collective Bargaining

Employees have the right to form and join trade unions.
Collective agreements between employers and trade unions often supplement employment contracts and provide additional benefits.

Probation Period

Employers may set a probation period of up to 3 months to assess an employee’s suitability for the role.
During this period, either party may terminate the contract with minimal notice.

Payroll and Taxation

Personal Income Tax: A flat rate of 13% applies to most employees.
Social Security Contributions:
Employer: Approximately 34% of gross salary.
Employee: 1% of gross salary.
Employers are responsible for withholding and remitting taxes and social contributions.

Labor Dispute Resolution

Disputes are typically resolved through mediation, arbitration, or labor courts.
Employees have the right to file complaints with labor inspectors or the courts in cases of unfair treatment or wrongful termination.

Belarusian employment laws are designed to protect the rights of employees while ensuring a stable and compliant business environment. Employers operating in Belarus must adhere to these regulations to maintain legal compliance and foster positive employee relations.

Get Started with EOR Services in Belarus

If you’re ready to hire employees in Belarus and expand your operations, our EOR services can help you navigate the complexities of employment laws and compliance.
By partnering with an Employer of Record (EOR), businesses can ensure full compliance with these employment laws while focusing on their core operations.
Contact us today to learn more about how we can support your growth in Belarus !