See comments to this Code.
The Labor Code of the Russian Federation replaced the Labor Code of the RSFSR of 1971.
The new code is dominated by the contractual method of regulating labor and social-labor relations. It is designed to ensure optimal coordination of the interests of the parties to the employment contract.
The Code, in particular, establishes the rights and obligations of the employee and the employer, regulates issues of labor protection, vocational training, retraining and advanced training, employment, social partnership. The rules of payment and rationing of labor, the procedure for resolving labor disputes are fixed. Separate chapters are devoted to the peculiarities of the legal regulation of labor of certain categories of citizens (minors, teachers, coaches and athletes, homeworkers, shift workers, etc.).
The concept of forced labor is defined. This includes including a violation of the timing of salary payments or its payment in incomplete amount.
Established cases in which you can enter into a fixed-term employment contract. For example, with persons studying in full-time forms, old-age pensioners, managers and their deputies, chief accountants.
The duty of the employer is fixed to issue copies of documents related to work free of charge within 3 days from the time an employee applies for them. The employer is also required to keep track of the time actually spent by each of them.
The procedure for granting vacations is changing. The right to use the first vacation arises after 6, rather than 11 months of continuous work with this employer. However, by agreement of the parties, leave may be granted until the end of six months. The duration of the annual basic paid vacation is 28 calendar days. Non-working holidays are not included here. Vacation can be divided into parts. At the same time, at least one of them should not be less than 14 calendar days.
Established features of labor from employers – individuals who are not individual entrepreneurs. The employment contract in this case must be registered with the local government. The employer has no right to make entries in the workbooks, as well as to issue them to employees who are hired for the first time. In addition, he is obliged to make insurance premiums and other obligatory payments.
The Code was enacted on February 1, 2002.
This Code comes into force on February 1, 2002.
Changes take effect from January 8, 2019.
Changes take effect from October 22, 2018.
Changes take effect from January 1, 2019.
Changes take effect from August 14, 2018.
Changes take effect from July 30, 2018.
Changes take effect from January 9, 2018.
Changes take effect from December 31, 2017.
Changes take effect from December 8, 2017.
Changes take effect from September 1, 2017.
The changes come into effect forty-five days after the day of the official publication of the named Federal Law.
The changes come into force one hundred eighty days after the day of the official publication of the named Federal Law.
Changes take effect January 1, 2017.
The changes come into force 10 days after the day of the official publication of the Federal Law, with the exception of the provisions that come into force on January 1, 2017.
Changes take effect from July 1, 2015.
The changes come into effect ninety days after the official publication of the named Federal Law.
Changes take effect from January 1, 2015.
Changes take effect January 1, 2016.
Changes take effect from January 1, 2014.
Changes come into force on January 1, 2013.
Changes take effect from July 1, 2012.
Amendments become effective upon expiration of one hundred and twenty days after the day of official publication of the named Federal Law.
Changes take effect from April 1, 2012.
Changes take effect from August 1, 2011.
Changes take effect January 1, 2011.
Changes take effect January 1, 2009.
Changes take effect from March 30, 2008.
Changes come into force on September 1, 2007.
Changes take effect January 15, 2007.