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Stay up-to-date with the latest important changes in labour law regarding guarantees for employees with secondary employment. It is essential to be aware of these updates when dismissing employees due to the liquidation of the organization or staff redundancy, or when aligning internal local acts with the latest requirements.

New guarantees for employees with secondary employment from August 11, 2025.

Employees with a secondary form of employment dismissed from their primary employment due to the liquidation of the organization or staff redundancy are entitled to up to three months of severance payment if they retain secondary employment after such dismissal. These changes are set out in Art. 178 and 318 of the Labor Code of the Russian Federation.

Similar guarantees have been extended to employees dismissed from organizations located in the Far North and analogous areas.

Key points:

• Before the changes: employees who retained secondary employment after being dismissed from their primary job could not receive severance payment for the second and third months, since they were seen as already employed.

• Position of the Constitutional Court of the Russian Federation: this practice contradicted the Constitution of the Russian Federation, since dismissal leads to a decrease in the employee's income, even if he or she continues to work elsewhere.

• What changed: in the event of dismissal from one’s primary work due to the liquidation of the organization or staff redundancy, employees with secondary employment are eligible for severance payment at the rate of their average monthly earnings for the entire period of employment as established by law.

What employers should pay attention to:

• Updating Local acts: Employers need to align local acts regulating the procedure for granting severance payment with the new legislative requirements.

• Estimating additional costs: Employers need to budget for the possible additional cost of severance payments upon the dismissal of employees who have secondary employment.