# Hiring in Ukraine

Review edition — pending Theo Smith approval.

## What must happen before the person starts?

Before work starts, the employer must inform the employee of the work location and duties, employment conditions and relevant hazards, and provide the required safety instruction.

Applies to: Ukraine Labour Code article 29; martial-law modifications need a separate check

Still to establish: Martial-law modifications, current registration, contract form and worker location

- Martial-law modifications, current registration, contract form and worker location

Next step: Confirm Martial-law modifications, current registration, contract form and worker location.

- [Ukraine State Labour Service regional office](https://dp.dsp.gov.ua/novyny/obov-iazok-robotodavtsia-do-pochatku-roboty-pratsivnyka-za-trudovym-dohovorom/)

Checked 2026-09-28. Research status: partial.

## How do we manage employment after onboarding?

The labour authority explains that during martial law essential-condition changes must be notified before implementation; the ordinary two-month advance-notice rule does not apply in that period.

Applies to: Ukraine only while the relevant martial-law labour provisions apply; not an assertion that martial law is currently in force.

Still to establish: Current martial-law status, statutory grounds, employee response and applicable transition rules

- Confirm the specific change or payroll event and applicable statutory/collective rules.
- Identify who can approve and sign, required notice/consent, and employee remedies.
- Validate payroll timing, accrued entitlements and employer documentation for the worker.
- Current martial-law status, statutory grounds, employee response and applicable transition rules



- [dsp.gov.ua](https://dsp.gov.ua/faq/chy-potribno-povidomliaty-pratsivnyka-pro-zminy-istotnykh-umov-pratsi-v-umovakh-voiennoho-chasu/)

Checked 2026-09-28. Research status: partial.