Labor law in Russia

In Russia, labor law is mainly based on the Labour Code of the Russian Federation, commonly called the Labor Code or Трудовой кодекс. It sets minimum rules that employers and employees must follow. The usual starting point is a written трудовой договор, or employment contract. It normally identifies the job, workplace, pay, working arrangements, and other important conditions. The employee is called работник, and the employer is called работодатель. A worker should receive information about the job, be paid for completed work, and work in a safe environment. Rules cover working time, rest periods, weekly days off, annual paid leave, sick leave, and special protection for some groups. Exact arrangements can depend on the contract, internal rules, and the type of work. Pay is usually made through the employer's payroll system, with required deductions and records. An employer should give the worker understandable information about pay and keep employment documents correctly. Employment may end by agreement, resignation, expiration of a fixed term, or an employer-initiated reason allowed by law. Some dismissals require a formal procedure, written documents, or special protection checks. Disputes can concern unpaid wages, dismissal, working time, leave, discrimination, or workplace safety. A worker may preserve documents, complain to the State Labour Inspectorate, contact a trade union, or bring a claim before a court. The practical difficulty is that the written contract may not match the real work. A person who is called an independent contractor may in practice work like an employee, so the facts and evidence can matter greatly.