An employer's internal regulation covering hiring, the parties' duties, working time, rest, pay and discipline. The working week, shift work and remote work are configured separately.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
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Approved by No. dated , effective from .
Hiring is formalized by an employment contract; the employer may issue a corresponding order. Before signing, the employee is familiarized with applicable internal regulations. Only documents required by law are requested. Probation is established by agreement of the parties only where not prohibited by law. Terms are amended under the statutory procedure. Termination is formalized by an order, with the employee's acknowledgment or a note of refusal/impossibility; documents and final settlement are provided within statutory time limits.
The employee personally performs the job function, observes the agreed work arrangement, occupational safety and health requirements and lawful instructions, takes care of property and reports hazards. The employee is entitled to safe work, timely pay, rest, and protection of personal data and employment rights. The employer provides work and resources, ensures safety, equal rights, mandatory insurance and timely pay, and observes employment guarantees. The employer may organize work and apply lawful rewards and disciplinary measures.
The standard arrangement is a five-day working week with two days off. Days, start and finish times, breaks and days off: . Normal working time does not exceed 40 hours per week; reduced and part-time hours apply under law and contracts. Individual differences are specified in the contract. Procedure for recording time actually worked: The responsible person records time worked and lawful absences in the timesheet on the basis of supporting documents. Work outside the established schedule is permitted only in compliance with statutory grounds, consents and restrictions. Unauthorized presence at the workplace does not replace formal authorization of overtime; work actually assigned and performed must be properly recorded. Additions reflecting actual circumstances: . Overtime, night work and work on days off or public holidays are permitted only subject to statutory grounds, consents, restrictions and compensation.
A meal and rest break is provided within statutory limits; arrangements for short shifts and work where a separate break is impossible are specified in the applicable work conditions. Basic annual leave is at least 28 calendar days; for employees with disabilities, at least 30; other categories receive extended leave as prescribed by law. Additional guarantees: Annual leave is granted according to the approved schedule; the employee receives notice of its start and leave pay within statutory time limits. Splitting leave is agreed by the parties subject to the minimum uninterrupted portion. Postponement, extension and recall are formalized only on permitted grounds; special categories enjoy statutory guarantees. Unpaid leave is granted upon written request and, in mandatory cases, as required by law. Additions reflecting actual circumstances: . The leave schedule is approved at least two weeks before the start of the calendar year; separate notice of the start of leave is given at least two weeks in advance. Splitting or postponing leave must not infringe statutory guarantees.
Wage payment dates: . If a date falls on a day off/public holiday, payment is made on the preceding day. Pay slips: . Deductions are permitted only on lawful grounds and within permitted limits. Indexation procedure: . Pay systems, additional payments and bonuses are established by contracts and applicable internal regulations.
Rewards: Commendations, bonuses and other employer-established rewards may be granted for diligent work. The decision is documented with its ground and communicated to the employee. Bonuses are paid under the current remuneration system; a disciplinary measure must not become an arbitrary fine or deprivation of the guaranteed part of earnings. Additions reflecting actual circumstances: . Disciplinary sanctions are an admonition, reprimand, dismissal on the relevant grounds, and other sanctions only where federal law permits them. Monetary fines are not used as disciplinary sanctions. A written explanation is requested before imposing a sanction; the time limits and procedure of the Labor Code of the Russian Federation (ТК РФ) are observed. One disciplinary sanction applies per offense.
Related internal regulations: . Employees are familiarized with applicable rules and amendments under the prescribed procedure. Terms less favorable to the employee than the law do not apply. __________ / /; authority: .
Before concluding the employment contract, the employer familiarizes the employee with applicable rules and internal regulations against signature. On hiring, documents prescribed by employment law for the relevant case are presented: identity document, employment history information or employment record book, individual insurance record registration document, and military registration and education documents where required. Additional certificates are requested only where the law requires them. Absence of a document the employee is not required to present is not a ground for refusal. The employment contract is executed in writing; a counterpart is given to the employee with acknowledgment of receipt. The employer may issue a hiring order whose content must match the contract. Probation is agreed in the contract and applies only to eligible categories; absence of such a term means hiring without probation. Changes to the job function and agreed terms are formalized under the statutory procedure. Assignment of additional work requires proper consent and determination of pay. An oral instruction does not replace a transfer. On termination, the ground and required documents are formalized, final settlement is made and the information due is issued. Outstanding property handover does not permit withholding settlement or documents.
The employee diligently performs the agreed job function, observes discipline and occupational safety and health requirements, takes care of property, and promptly reports threats to life, health or property. The employer provides the agreed work, safe conditions, necessary resources and reliable information, pays wages on time, records working time and ensures mandatory guarantees. Managers' requirements must remain within the law and employment contract. Respect for dignity, prohibition of discrimination and protection of personal data are binding on all parties to employment relations.
| Unit / category | Working days / days off | Start / finish | Break | Duration | Ground |
Shift schedules are communicated to employees in advance within the prescribed time limit; working two consecutive shifts is prohibited. Under aggregated working time recording, a lawful reference period and standard hours are established, and hours exceeding the standard are recorded and paid under overtime rules.
| Full name | Position | Rules version | Familiarization date | Signature |
This is a draft template. Before use, have a lawyer review the text and adapt it to your circumstances and applicable Russian law. This document is not legal advice.
Documents that are usually drawn up in the same process.
Employment contract with a choice of work arrangements and remuneration, including detailed terms for remote work and piecework records.
An internal employee record card with hiring, transfer, training and leave sections. An employer-designed form based on the T-2 structure; does not replace special military registration documents.
Written notification to an employee of earnings, deductions and the amount payable for a period. Amounts come from payroll calculations; the slip does not confirm actual payment.
6 of 18 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.