Changes to the Labor Code: key amendments from September 1, 2026

• Changes in the staff reduction procedure
When reducing staff, the list of employees prohibited from being dismissed first has been expanded. Employees who returned to work after mobilization, contract service, or voluntary participation in the special military operation have a preferential right to retain their workplace. Document: Art. 179 of the Labor Code of the Russian Federation

• Overtime work
The annual limit of overtime hours can be increased from 120 to 240 through a collective agreement or industry agreement, excluding workers with harmful working conditions of the 3rd and 4th degree. Involvement of pre-pensioners, pensioners, and workers with harmful working conditions of the 1st and 2nd degree for more than 120 hours is allowed only with their written consent and in the absence of medical contraindications. Payment for overtime work within 120 hours is carried out in the current procedure: the first two hours at 1.5 times the rate, and subsequent hours at double the rate; starting from the 121st hour, each hour is paid at least at double the rate. The employee retains the right to additional rest instead of increased pay at their request.

• Part-time working hours
The employer is obliged to make a decision on establishing part-time working hours within a period of no more than five working days from the date of the written request of the employee who has the right to do so.

• Recall from vacation
The ban on recalling employees with harmful or dangerous working conditions from vacation is partially lifted – this is allowed only to prevent or eliminate the consequences of a disaster or industrial accident, with payment of at least double the rate and the possibility of using the remaining part of the vacation at a convenient time.

• Fixed-term employment contract
By agreement of the parties, a fixed-term employment contract will be allowed to be concluded with employees of small business entities with a headcount of up to 70 people instead of the previous 35 people.

• Dismissal at the initiative of the employer
The employer will receive the right to dismiss an employee for a gross violation even if the court terminates criminal prosecution on non-rehabilitating grounds for theft, embezzlement, intentional destruction or damage to another's property at work.

Document: Federal Law dated May 25, 2026 No. 144-FZ