Employment Compliance in Ukraine

Employment compliance in Ukraine requires employers to coordinate labour law, hiring documentation, payroll, employee registration, working time, leave, workplace policies and termination procedures.

For international companies, compliance can be particularly challenging because Ukrainian employment practices may differ from the procedures used at headquarters.

A global employment contract, offer letter or HR policy cannot always be applied in Ukraine without local adaptation.

Companies employing Ukrainian personnel should establish clearly:

• which entity is the legal employer;
• which employment contract applies;
• how the employee will be registered;
• which payroll deductions and employer contributions must be administered;
• how working time and leave will be recorded;
• which documents must be maintained;
• how remote work will be regulated;
• how probation and performance issues will be handled;
• which termination procedure applies;
• who is responsible for ongoing HR compliance.

The Ukrainian Labour Code remains the central legislative framework governing employment contracts, working time, remuneration, leave, workplace protections and termination. Its official legislative record shows a version in force from January 1, 2026.

Employment relationships also continue to be affected by special rules introduced for the period of martial law. Employers should therefore review the law applicable at the date of each hiring, restructuring or termination decision rather than relying on an old template or an earlier legal interpretation.

What Is Employment Compliance in Ukraine?

Employment compliance means ensuring that the complete employee lifecycle is managed in accordance with Ukrainian legal and administrative requirements.

It begins before the employee’s first working day and continues until the employment relationship has been formally closed.

The main compliance areas include:

• worker classification;
• employment contracts;
• hiring orders and registration;
• employee onboarding;
• payroll and tax administration;
• working-time records;
• annual leave and protected absences;
• employee benefits;
• occupational health and safety;
• personal data and confidentiality;
• intellectual property;
• remote-work arrangements;
• disciplinary procedures;
• employment termination;
• document retention.

Compliance should not be treated as a one-time legal review.

An employment contract may be accurate when signed but become inconsistent with the actual arrangement after the employee changes role, salary, working hours or country of work.

Ukrainian Employment Law for Foreign Companies

Ukrainian employment law applies to locally employed personnel regardless of whether the ultimate owner or client organisation is based in Ukraine or abroad.

A foreign company must first determine how the employee will be legally employed.

The main models are:

• direct employment through a Ukrainian subsidiary;
• employment through an Employer of Record;
• engagement as an independent contractor;
• provision of services through an outsourcing company.

These models create different legal relationships.

A company with a Ukrainian legal entity can employ staff directly and assume responsibility for contracts, payroll, employee registration, HR records and termination.

A company without a local entity may use an Employer of Record in Ukraine. The EOR becomes the formal employer, while the client company manages the employee’s duties, performance and daily work.

An independent contractor does not become an employee merely because they provide regular services. However, a contractor agreement should not be used to conceal a relationship that operates like employment.

The correct model should be selected according to the substance of the working arrangement, not only the title of the agreement.

Legal Requirements for Hiring in Ukraine

The legal requirements for hiring in Ukraine begin before the employee is allowed to start work.

Official guidance from the State Tax Service describes three central steps:

1. concluding the employment contract;
2. issuing the employment order;
3. notifying the State Tax Service about the new employee.

The Labour Code also provides that an employee should not be admitted to work without the employment relationship being formalised by the employer’s order and the relevant notification being submitted.

The employer should therefore avoid informal arrangements in which a candidate begins performing duties while contracts and registration are completed later.

Pre-Hire Compliance Review

Before issuing an offer, the employer should confirm:

• the identity of the legal employer;
• whether the role is employment or independent contracting;
• the employee’s actual work location;
• the proposed job title and responsibilities;
• salary and payment structure;
• working schedule;
• remote or office-based arrangements;
• probation terms;
• benefits;
• confidentiality requirements;
• intellectual property exposure;
• required professional licences or qualifications;
• whether the candidate needs additional work authorisation.

This review is especially important for foreign employers hiring remotely.

A Ukrainian citizen may currently live and work in another country. Citizenship alone does not determine the correct payroll, tax or employment jurisdiction.

Compliant Hiring in Ukraine

Compliant hiring in Ukraine requires recruitment and employment administration to work together.

A recruitment process can identify the right candidate, but the employment structure must be ready before the person starts.

A compliant process generally includes:

• preparing a locally appropriate job description;
• selecting the legal employment model;
• agreeing gross salary and benefits;
• verifying the employee’s work location;
• preparing the employment contract;
• issuing the hiring documentation;
• completing employee registration;
• setting up payroll;
• creating the employee file;
• documenting remote work where applicable;
• completing operational onboarding.

The company should not wait until after the offer has been accepted to decide who will employ the candidate.

Uncertainty over the legal employer, payment currency or payroll structure can delay onboarding and undermine candidate confidence.

Employment Contracts in Ukraine

Employment contracts in Ukraine establish the legal relationship between the employee and employer.

The Ukrainian Labour Code describes an employment contract as an agreement under which the employee performs agreed work and the employer pays remuneration and provides the working conditions required by labour legislation and the agreement between the parties.

Depending on the role and legal basis, an employment relationship may be:

• open-ended;
• fixed-term;
• full-time;
• part-time;
• remote;
• home-based;
• based on another legally recognised working arrangement.

Official tax guidance also notes that employment contracts may be fixed-term or indefinite and may provide for full-time or part-time employment depending on the nature of the work and the parties’ agreement.

Ukrainian Employment Contract Requirements

A Ukrainian employment contract should accurately describe the actual working relationship.

Depending on the position, it may cover:

• employer and employee details;
• job title;
• duties;
• place of work;
• remote or hybrid arrangements;
• start date;
• contract duration;
• working hours;
• salary;
• payment schedule;
• probation;
• annual leave;
• benefits;
• confidentiality;
• intellectual property;
• equipment;
• information security;
• data protection;
• grounds and procedures for termination.

The employment contract should be supported by other documents where appropriate.

These may include:

• hiring order;
• job description;
• remote-work agreement;
• confidentiality undertaking;
• intellectual property provisions;
• equipment handover record;
• payroll data form;
• personal data documentation;
• internal policy acknowledgements;
• health and safety documentation.

A foreign-language template should not be used without local review.

A clause drafted for another jurisdiction may conflict with mandatory Ukrainian employment rights or fail to produce the intended legal result.

Fixed-Term and Open-Ended Contracts

An open-ended employment contract does not contain a predetermined termination date.

A fixed-term contract is concluded for a defined period or where the nature of the work, working conditions or another lawful basis justifies a limited duration.

Employers should not use fixed-term contracts automatically for every new employee.

The legal reason for the fixed term should be clear and supported by the circumstances of the role.

Repeated fixed-term arrangements used for a permanent function may create legal and employee-relations risk.

Remote Employment Contracts

Remote work should be documented rather than managed through an informal verbal arrangement.

The employment terms should clarify:

• the approved work location;
• whether the employee can change location;
• working hours;
• availability;
• communication channels;
• equipment;
• technical support;
• expense reimbursement;
• cybersecurity;
• return of company property;
• rules for working from another country.

The Labour Code contains specific provisions relating to remote work and the employer’s responsibilities when concluding a remote employment contract.

Remote work does not remove payroll, working-time or leave obligations.

Employee Registration in Ukraine

Employee registration in Ukraine should be completed before the person is admitted to work.

The standard process includes:

• concluding the employment contract;
• issuing the employment order;
• notifying the State Tax Service.

The employer should maintain evidence that these steps were completed correctly and on time.

The employee’s records should then be aligned across:

• employment documents;
• payroll;
• tax reporting;
• HR systems;
• working-time records;
• benefits administration.

A person should not be permitted to start working merely because the manager needs immediate support.

Allowing an unregistered employee to perform work can create labour, payroll and tax exposure.

Employee Onboarding in Ukraine

Employee onboarding in Ukraine includes both legal onboarding and operational integration.

Legal onboarding establishes the employment relationship and creates the required employment records.

Operational onboarding prepares the employee to perform the role effectively.

Legal Onboarding

The legal onboarding process may include:

• signed employment contract;
• hiring order;
• tax authority notification;
• employee identification and tax details;
• job description;
• salary confirmation;
• working-time arrangements;
• remote-work documentation;
• confidentiality and intellectual property terms;
• equipment records;
• internal policy acknowledgements;
• health and safety instruction.

The employer should use a checklist to confirm that each document has been completed.

Operational Onboarding

Operational onboarding may include:

• team introductions;
• reporting-line confirmation;
• systems access;
• equipment delivery;
• product or service training;
• role objectives;
• probation expectations;
• communication rules;
• information-security training;
• performance-review schedule.

Employees should also know who handles:

• payroll questions;
• leave requests;
• employment documents;
• benefits;
• equipment problems;
• performance matters;
• workplace concerns.

A technically compliant onboarding process may still fail if the employee does not understand how the employer and HR administration work in practice.

Employment Documentation in Ukraine

Employment documentation in Ukraine should provide a reliable record of decisions affecting the employee.

Important documents may include:

• employment contract;
• hiring order;
• job description;
• contract amendments;
• salary-change documentation;
• leave records;
• working-time records;
• bonus approvals;
• remote-work terms;
• benefit records;
• equipment records;
• disciplinary documentation;
• termination documents;
• final payroll calculation.

Documentation should be accurate, consistent and retained according to applicable requirements.

A salary increase agreed by email but not reflected in formal HR and payroll records can create discrepancies.

A change in job duties may also require updates to the job description, contract or internal records.

HR Compliance in Ukraine

HR compliance in Ukraine connects employment law with daily people-management processes.

The HR function should ensure that management decisions are properly documented and implemented.

Key areas include:

• hiring approvals;
• employment contract administration;
• employee files;
• working schedules;
• leave;
• salary and position changes;
• benefits;
• probation reviews;
• performance management;
• disciplinary action;
• termination;
• employee data protection.

Managers should not make legal or payroll commitments without involving HR.

Examples include:

• promising a net salary increase;
• approving permanent work from another country;
• extending probation informally;
• granting undocumented additional leave;
• communicating immediate termination;
• changing an employee’s duties substantially.

Each of these decisions may require documentation, payroll changes or legal review.

Employer Obligations in Ukraine

Employer obligations in Ukraine extend beyond paying salary.

A legal employer is generally responsible for:

• formalising employment;
• paying remuneration on time;
• withholding applicable employee taxes;
• calculating employer social contributions;
• maintaining employment records;
• administering working time;
• providing statutory leave;
• supporting legally protected absences;
• ensuring appropriate working conditions;
• maintaining health and safety procedures;
• protecting employee rights;
• applying compliant termination procedures.

The Constitution of Ukraine protects the right to safe and healthy working conditions and remuneration not lower than the statutory minimum.

Employers must also ensure that employees are not treated as contractors merely to avoid employment obligations.

Payroll and Tax Compliance

Employment compliance is closely connected with payroll.

The legal employer acts as the tax agent for employment remuneration and must coordinate:

• gross salary;
• personal income tax;
• military levy;
• employer social contribution;
• bonuses;
• benefits;
• paid leave;
• sickness-related payments;
• expense reimbursements;
• final termination payments.

The State Tax Service confirms that legal entities acting as tax agents continue to submit combined reporting for personal income tax, military levy and the unified social contribution monthly, generally within 20 calendar days after the reporting month.

Payroll data should match employment documentation.

A payroll provider cannot correct a compliance problem caused by missing or inconsistent HR records.

Payroll Compliance Checklist

Working-Time Compliance

The employer should define and document the employee’s working schedule.

The arrangement may involve:

• standard full-time hours;
• part-time work;
• flexible working hours;
• shift work;
• remote work;
• summarised working-time accounting;
• irregular working arrangements where legally appropriate.

Working-time compliance may require:

• schedules;
• attendance records;
• overtime approvals;
• records of night work;
• rest periods;
• leave records;
• absence documentation.

Managers should not assume that remote employees do not require working-time controls.

Remote teams need clear availability expectations without creating a culture of permanent online presence.

Annual Leave and Protected Absences

Employees are generally entitled to statutory annual leave and may qualify for additional or protected leave depending on their circumstances.

Employment compliance should cover:

• leave entitlement;
• accrual;
• requests;
• approval;
• formal documentation;
• payroll calculation;
• unused leave;
• maternity and family-related leave;
• sickness;
• military-service-related protections where applicable.

The employer should distinguish between statutory rights and supplementary benefits.

An internal wellbeing day and statutory annual leave do not necessarily have the same legal or payroll treatment.

Statutory Employee Benefits in Ukraine

Statutory employee benefits in Ukraine are connected with formal employment and the applicable social insurance system.

Official employment and payment of the unified social contribution support access to relevant social protections, including sickness and maternity-related benefits and insurance history.

Statutory protections may include:

• annual paid leave;
• sickness-related protection;
• maternity and family-related leave;
• social insurance;
• occupational injury protection;
• termination-related payments;
• working-time protections.

Supplementary benefits such as private medical insurance, additional leave and training budgets can support recruitment and retention, but they do not replace mandatory rights.

Benefits Compliance

Before launching an employee benefit, the employer should determine:

• whether it is contractual or discretionary;
• who is eligible;
• whether it is taxable;
• whether payroll contributions apply;
• which documents support it;
• how it is administered;
• what happens during leave;
• what happens on termination.

Cash allowances, reimbursements, insurance premiums and employer-owned equipment may have different payroll consequences.

Benefits should therefore be reviewed before they are promised in an employment offer.

Probation Period in Ukraine

A probation period allows the employer to assess whether a new employee is suitable for the role.

The probation condition should be agreed and documented when employment begins.

Under the general Labour Code framework, probation usually cannot exceed three months. In certain cases, and subject to the relevant legal procedure, it may extend to six months.

Different limits or restrictions may apply to particular categories of workers.

The employer should not assume that probation applies automatically.

If probation is not documented correctly at the start of employment, it may be difficult to rely on it later.

Managing Probation Correctly

A compliant probation process should include:

• documented probation terms;
• clear performance expectations;
• defined review dates;
• regular feedback;
• written records of concerns;
• support or training where appropriate;
• a final decision before the probation expires.

Probation should not be treated as a period during which the employee has no employment rights.

The employee remains formally employed and is generally entitled to salary, payroll registration, statutory leave accrual and other applicable protections.

Probation Compliance Checklist

Performance Management and Disciplinary Compliance

Performance concerns should be addressed through a documented process.

The employer should distinguish between:

• insufficient performance;
• misconduct;
• absence;
• redundancy;
• organisational change;
• inability to perform the role;
• unsuccessful probation.

These circumstances may require different legal procedures.

A manager should document:

• the expected standard;
• the actual issue;
• specific examples;
• prior feedback;
• support provided;
• employee response;
• required improvement;
• review deadline.

A foreign company should not rely only on informal performance conversations when considering termination.

The local legal employer needs sufficient documentation to evaluate the available options.

Occupational Health and Safety

Employers are responsible for appropriate workplace protection.

Compliance requirements depend on:

• the role;
• industry;
• workplace;
• equipment;
• level of occupational risk;
• whether the employee works remotely.

The employer may need to address:

• workplace instruction;
• health and safety training;
• risk assessment;
• protective equipment;
• medical examinations;
• accident reporting;
• incident investigation;
• record keeping.

Remote work reduces some office-related risks but does not eliminate the need for documented safety and equipment processes.

Confidentiality and Intellectual Property

Employment contracts and supporting policies should protect confidential information and intellectual property.

This is especially important for employees working with:

• software;
• engineering materials;
• databases;
• product designs;
• customer information;
• financial data;
• commercial strategy;
• marketing assets;
• research;
• internal processes.

The documentation should clarify:

• what information is confidential;
• permitted access and use;
• ownership of work created during employment;
• security responsibilities;
• return or deletion of information;
• continuing obligations after employment.

The client company, local employer and employee documents should be consistent.

Personal Data and Employee Records

Employers process personal data throughout the employee lifecycle.

This may include:

• identification details;
• bank data;
• tax information;
• salary;
• health-related absence data;
• performance records;
• disciplinary information;
• benefits;
• family information;
• termination records.

Access should be restricted to authorised personnel.

Employee records should not be distributed through uncontrolled communication channels or stored in personal accounts.

The employer should define:

• who can access records;
• how documents are transferred;
• where they are stored;
• how long they are retained;
• how corrections are managed;
• what happens when the employee leaves.

Compliance for Remote Employees

Remote employment compliance requires more than adding a home address to the contract.

The employer should regulate:

• approved work location;
• working hours;
• right to disconnect;
• equipment;
• technical support;
• expense reimbursement;
• cybersecurity;
• confidentiality;
• health and safety;
• employee relocation.

A Ukrainian employee who begins working permanently from another country may create new obligations relating to:

• tax residence;
• payroll;
• social security;
• immigration;
• local employment law;
• permanent establishment.

Employees should be required to report material changes in their work location before relocating.

Contractor Misclassification

An independent contractor provides services through a commercial relationship.

Contractor status may be appropriate where the individual:

• controls how the work is performed;
• works with multiple clients;
• uses their own resources;
• provides defined deliverables;
• assumes commercial risk;
• is not integrated into the company’s employee structure.

Misclassification risk increases where the individual:

• works exclusively for one company;
• follows fixed employee-style hours;
• reports to a manager;
• receives a regular salary-like payment;
• performs a permanent internal function;
• uses only company systems;
• receives employee-style benefits.

A commercial agreement does not eliminate employment risk when the actual relationship operates like employment.

Employment Compliance Models Compared

Employment Compliance Through an EOR in Ukraine

A foreign company without a Ukrainian entity still needs a compliant structure for local employment.

An Employer of Record can support:

• employment contracts;
• employee registration;
• onboarding documentation;
• payroll;
• tax withholding;
• social contributions;
• leave administration;
• benefits;
• contract amendments;
• termination support;
• employment records.

The client company continues to manage:

• candidate selection;
• duties;
• performance;
• projects;
• team integration;
• professional development.

This is where the EOR link belongs naturally.

The purpose of this page is to explain employment compliance. The EOR is presented only as one method of meeting local employer obligations where the client does not have its own legal entity.

Payroll Outsourcing vs EOR Compliance

Payroll outsourcing cannot replace a legal employer.

A company without a local entity may need an EOR rather than a standalone payroll provider.

Termination of Employment in Ukraine

Termination of employment in Ukraine is a regulated process.

The correct procedure depends on:

• the legal ground;
• contract type;
• employee status;
• probation;
• misconduct;
• performance;
• redundancy;
• organisational change;
• mutual agreement;
• employee resignation;
• temporary martial-law rules;
• protected circumstances.

A foreign employer should not communicate a final termination decision before local HR or legal review.

The termination documentation must be consistent with the actual reason for ending employment.

Termination Compliance Process

A structured termination process may include:

1. identify the proposed legal ground;
2. review the employment contract and employee status;
3. check protected leave or other restrictions;
4. review supporting documentation;
5. confirm notice or procedural requirements;
6. calculate final payroll;
7. prepare termination documents;
8. communicate the decision appropriately;
9. remove system access;
10. recover company property;
11. issue required employee documents;
12. archive the employment file.

The employer should coordinate legal, HR, payroll, IT and operational responsibilities.

Final Payroll

The final payroll may include:

• salary for time worked;
• approved bonuses;
• unused leave compensation where applicable;
• expense reimbursements;
• statutory or contractual payments;
• permitted deductions.

The calculation should be reviewed before the termination date is communicated.

Incorrect final pay can delay offboarding and create an avoidable dispute.

Protected Circumstances

Certain employee circumstances may affect the employer’s ability to terminate employment or the process that must be followed.

These may involve:

• maternity;
• childcare;
• sickness;
• military service;
• protected leave;
• other statutory categories.

The employer should review the employee’s current status before selecting the termination route.

Employment Compliance During Martial Law

Ukraine continues to apply special labour legislation connected with martial law.

The law may affect particular procedures concerning:

• employment contract form;
• working time;
• leave;
• changes in working conditions;
• suspension of employment;
• termination;
• communication with employees.

The official legislative record indicates that the martial-law employment statute remains relevant, with certain future expiry provisions tied to the end of martial law.

Companies should not assume that a procedure used in 2023, 2024 or 2025 remains unchanged in 2026.

Current local review is particularly important for termination and extended employee absence.

Employment Compliance Audit

An employment compliance audit helps identify gaps before they become disputes or authority issues.

The audit may review:

• worker classification;
• employment contracts;
• employee registration;
• hiring orders;
• job descriptions;
• probation clauses;
• salary records;
• payroll;
• leave;
• working-time records;
• remote-work documentation;
• benefits;
• confidentiality;
• intellectual property;
• termination files;
• HR policies.

Employment Compliance Audit Checklist

Common Employment Compliance Mistakes

Allowing an employee to start before registration

Employment documents and tax notification should be completed before work begins.

Using an international contract without local adaptation

Foreign templates may omit mandatory rights or use termination clauses that do not operate as intended.

Treating every remote worker as a contractor

Work location does not determine worker status.

Failing to document probation

Probation should be agreed when employment begins and managed before the period expires.

Keeping HR and payroll data separately

A salary or leave change not communicated to payroll can result in incorrect payment and reporting.

Ignoring employee relocation

Long-term work from another country can create cross-border employment and tax obligations.

Promising tax-free benefits without review

Allowances and reimbursements may require payroll treatment.

Communicating termination too early

Managers should obtain local compliance advice before announcing the decision.

Failing to update employment documents

Changes in salary, role, location or working time should be reflected in the relevant records.

How to Build an Employment Compliance Framework

Step 1: Identify the legal employer

Confirm whether employees are hired through:

• a Ukrainian entity;
• an EOR;
• another lawful structure.

Step 2: Standardise hiring documentation

Create approved templates and checklists for:

• employment contracts;
• hiring orders;
• job descriptions;
• remote work;
• confidentiality;
• equipment.

Step 3: Establish HR and payroll responsibilities

Define who submits, reviews and approves:

• new hires;
• salary changes;
• leave;
• bonuses;
• benefits;
• termination.

Step 4: Create a compliance calendar

Track:

• payroll cut-offs;
• reporting deadlines;
• probation expiry dates;
• contract expiry dates;
• leave balances;
• benefit renewals;
• required policy reviews.

Step 5: Train managers

Managers should understand that employment decisions may require HR review.

Training should cover:

• hiring commitments;
• probation;
• leave;
• remote work;
• performance documentation;
• termination.

Step 6: Audit regularly

Compliance should be reviewed after:

• rapid headcount growth;
• company restructuring;
• entity creation;
• transition from EOR employment;
• changes in payroll provider;
• material legal changes.

How Brain Source International Supports Employment Compliance

Brain Source International helps international companies establish and maintain compliant employment processes in Ukraine.

Our support can include:

• employment compliance review;
• hiring model assessment;
• recruitment and onboarding coordination;
• employment contracts;
• employee registration support;
• payroll administration;
• HR documentation;
• remote-work administration;
• employee benefits;
• probation tracking;
• termination support;
• Employer of Record services.

The service can support companies with their own Ukrainian entity as well as foreign businesses hiring through a local employment partner.

Frequently Asked Questions

What is employment compliance in Ukraine?

Employment compliance means managing contracts, registration, payroll, working time, leave, employee records and termination in accordance with Ukrainian employment requirements.

Can a foreign company employ staff directly in Ukraine?

A foreign company normally needs an appropriate local employment structure, such as its own Ukrainian entity or an Employer of Record.

What are the main legal requirements for hiring in Ukraine?

The main formal steps include concluding the employment contract, issuing the employment order and notifying the State Tax Service before the employee starts work.

Is a written employment contract required?

The required form can depend on the type of arrangement and applicable rules. Written employment documentation is strongly important for remote work, fixed-term employment, confidentiality, intellectual property and special conditions.

Can an employee start work before registration?

No. The employment relationship and required notification should be completed before the employee is admitted to work.

How long is the probation period in Ukraine?

Under the general Labour Code framework, probation usually cannot exceed three months, with a possible longer period in certain cases subject to the applicable procedure.

Do employees receive statutory benefits?

Yes. Formally employed workers receive applicable employment rights and access to relevant social protections supported through the social contribution system.

Can remote employees be hired compliantly?

Yes. Remote work should be documented, including work location, working time, equipment, communication and security requirements.

Can an employee work from another country?

Possibly, but the employer should review payroll, tax residence, immigration, social security and local employment-law implications before approving the arrangement.

Can contractors be used instead of employees?

Yes, where the relationship is genuinely independent. A contractor should not be used to conceal a permanent employee-style role.

Who is responsible for HR compliance when using an EOR?

The EOR manages the formal local employment relationship. The client remains responsible for operational management and should coordinate decisions affecting employment with the EOR.

Is payroll outsourcing the same as an EOR?

No. Payroll outsourcing supports an existing legal employer. An EOR becomes the formal employer where the client does not have a local entity.

How should employment termination be handled?

The employer should identify a lawful ground, review the employee’s status, prepare supporting documents, calculate final payments and follow the applicable procedure before communicating the final decision.

Do martial-law employment rules still matter?

Yes. Special legislation may affect employment procedures, so companies should verify the current rules at the date of the decision.

Strengthen Employment Compliance in Ukraine

Brain Source International helps international employers coordinate hiring, contracts, employee registration, payroll, HR documentation and termination through a locally informed process.

Reduce employment risk while creating a clear and consistent experience for your Ukrainian workforce.