Labor and pension law
Labor and Pension Disputes — Protecting the Rights of Employees, Employers, and Pensioners
Our clients
Who we help
Labor relations are one of the most contentious areas of Ukrainian law. Disputes arise for both employees and employers—ranging from breaches of contract and delayed payments to challenges of terminations and claims by regulatory authorities. Errors are also common in the area of pension benefits—such as incorrect calculation of service time or refusals to grant benefits.
We help both parties find legal solutions: we protect employees and ensure legal security for businesses.
Employees
Labor rights
We represent employees in labor disputes—from termination and layoffs to issues regarding the payment of wages and bonuses.
Labor disputes
Employers and HR departments
We provide legal support in labor matters—from drafting documents to representing clients in court.
Pension rights
Retirees and soon-to-be retirees
We assist clients in disputes with the Pension Fund: we challenge denials, correct pension calculations, and ensure that insurance periods are credited.
Social guarantees
Veterans, people with disabilities, and families of the fallen
We defend the right to benefits, allowances, and social guarantees that the state is obligated to provide.
Martial law
Mobilized and demobilized employees
Protecting labor rights under martial law—job security, pay, and return to work.
Areas of Focus
From termination to retirement—comprehensive protection of labor rights
Unlawful dismissal is one of the most common types of labor rights violations in Ukraine. Employers dismiss employees “for absenteeism” that never occurred, “by mutual agreement” under pressure, eliminate a position only to immediately reinstate it under a different title, or violate the procedure for dismissal under a specific article.
The Labor Code of Ukraine (LCU) stipulates: if a dismissal is deemed unlawful, the employee is entitled to reinstatement, payment of average earnings for the entire period of forced absence, and compensation for moral damages. The deadline for filing a lawsuit is one month from the date of delivery of the dismissal order or the employment record book. You must act quickly.
We analyze the documents, assess the grounds for dismissal, prepare the lawsuit, and represent the client’s interests in court. If the client does not wish to be reinstated, we seek the maximum monetary compensation.
A delay in or failure to pay wages is not only a violation of labor law but also grounds for criminal liability on the part of the employer under Article 175 of the Criminal Code of Ukraine. In addition to the principal amount of the debt, the employee is entitled to compensation for delayed payments in accordance with the Law of Ukraine “On Compensation to Citizens for Loss of Part of Their Income Due to Violation of Payment Deadlines.”
We recover: the principal amount of unpaid wages, compensation for delays, unpaid vacation and sick pay, severance pay upon termination, overtime and night shift premiums, and bonuses provided for in the employment or collective agreement.
Labor disputes regarding the recovery of wages are considered without court fees on the part of the employee—filing a lawsuit is free of charge.
Mass layoffs, corporate reorganizations, and liquidations—all of these are accompanied by violations of workers’ rights. Employers fail to comply with notice periods, do not offer available positions, do not pay severance pay in full, or unlawfully lay off protected categories of workers.
According to the Labor Code, when laying off employees, the employer is required to notify the employee two months in advance, offer available vacancies, and pay severance pay in an amount not less than the average monthly wage. The following are protected from layoffs: pregnant women, mothers of children under three years of age, single mothers, war veterans, and a number of other categories.
We verify the legality of the layoff procedure and defend the rights of those who were laid off in violation of the law.
Ukrainian labor law prohibits discrimination on any grounds—including gender, age, health status, political beliefs, and so on. The Law of Ukraine “On the Principles of Preventing and Combating Discrimination in Ukraine” provides for the right to compensation for damages if discrimination is proven.
Mobbing—systematic psychological harassment in the workplace—has been explicitly prohibited by the Labor Code of Ukraine since 2022. Victims of mobbing have the right to seek compensation for emotional distress through the courts.
We also defend employees’ rights in cases of violations of working hours and rest periods, unlawful transfer to another position or workplace, failure to grant annual leave, and violations of occupational safety conditions.
Labor relations pose legal risks not only for employees but also for employers. Incorrectly prepared documents, a violation of dismissal procedures, or an improperly drafted employment contract—and the company will lose a dispute even in a situation where it is actually in the right.
We help employers: draft employment contracts and job descriptions; prepare collective bargaining agreements in accordance with legal requirements; properly execute orders for termination, layoffs, or transfers; prepare documents for State Labor Service inspections; develop regulations on compensation and bonuses; and defend the company’s interests in labor disputes.
Proactive management of employment documentation is significantly less expensive than a legal dispute with a former employee.
Ukraine’s pension legislation is among the most complex and frequently amended. The Pension Fund of Ukraine (PFU) often denies pension applications, fails to count certain periods of service, incorrectly calculates benefit amounts, or ignores preferential terms for certain categories.
We help: appeal PFU decisions to deny pension benefits, ensure that unaccounted-for insurance periods are recognized—including based on archival documents, correctly calculate the pension amount taking into account the earnings coefficient, obtain a pension based on length of service or under special conditions, and protect the right to allowances, supplements, and indexation.
As of 2026, the minimum insurance period for eligibility for an old-age pension is 15 years. The retirement age is 60 for both women and men, provided they have at least 33 years of service. Special conditions apply for certain categories. We verify that all your rights have been taken into account.
Ukrainian legislation has significantly expanded protections for veterans, combatants, and their family members. The Law of Ukraine “On the Status of War Veterans,” as amended for 2022–2025, provides for a wide range of benefits, employment advantages, a prohibition on dismissal without consent, and additional social protections.
We help: confirm the status of a combatant or veteran, protect against unlawful dismissal during or after service, recover unpaid social benefits and allowances, restore labor rights after demobilization, and obtain a preferential pension for combatants.
In addition to labor and pension matters, we help clients protect their rights to state social assistance, unemployment benefits through the Employment Center, survivor benefits, temporary disability benefits, subsidies, and compensation for internally displaced persons.
If a social welfare agency has denied a benefit or terminated it without cause, this decision can be appealed through administrative or judicial channels.
Work stages
How do we work?
Initial consultation
You describe the situation—we analyze the risks, explain possible scenarios, and answer your questions. The first 30 minutes are free.
1.
Analysis of materials
We review employment contracts, orders, pay stubs, employment records, Pension Fund decisions, and other documents. We establish the facts of the violation.
2.
Strategy development
Determining the best course of action: filing a complaint with the employer, contacting the State Labor Service, filing a lawsuit, or appealing the Pension Fund’s decision through administrative channels.
3.
Active protection
We prepare legal documents, handle correspondence, and represent our clients in court or before government agencies. You will be kept informed of the case’s progress at every stage.
4.
Monitoring implementation
A court ruling in your favor is no guarantee of payment. We handle the enforcement proceedings and ensure that you get real results.
5.
Contacts
Tell us about your situation and get a clear plan of action
We’ll explain what you can do right now to address your situation. We offer both online and in-person consultations at our office. The first consultation is free.
Our address:
40 Ivan Franko Street, Odesa
Phone:
+380 63 324 4619
Email:
Office hours:
Mon–Fri: 9:00 AM–6:00 PM
Sat–Sun: Closed
FAQ
Frequently Asked Questions
One month from the date the termination order was issued or the employment record book was handed over. This deadline is very short—contact us immediately. Missing the deadline is not always grounds for dismissing the claim, but it must be justified separately.
At the same time: send a written complaint to your employer, file a complaint with the State Labor Service, and file a lawsuit. You can also contact the police—delayed payment of wages is grounds for criminal proceedings. The more avenues you pursue, the better your chances of getting your money back sooner.
Challenge the decision through administrative channels or in court. Often, the problem lies in the lack of documentation for certain years of employment. We help restore your employment history using archives, witness testimony, or a court ruling establishing a legal fact.
Yes, if it is proven that pressure or coercion was applied when signing a statement “of one’s own free will” or “by mutual agreement.” This is a more complex category of cases, but there is judicial precedent for such situations. During a consultation, we will assess your specific situation.
No. The Labor Code establishes a clear procedure and rate for overtime pay. In addition, the maximum number of overtime hours is limited by law. Any violation can be documented, and the unpaid amount can be recovered through the courts.
Yes, we provide advice on terminations, transfers, disciplinary proceedings, and the drafting of employment contracts.
Yes. Under the Labor Code and the laws on mobilization and the legal regime of martial law, an employer may not terminate an employee’s employment while the employee is performing military service following a mobilization call-up. The employment contract is suspended but not terminated. A violation of this provision constitutes grounds for legal action and reinstatement.
Important: A person working under a civil law contract (a contract for work or a service contract) does not have employment protections—such as vacation time, sick leave, or protection against dismissal. If your relationship with your employer is effectively an employment relationship but is formalized as a civil law contract, you can seek a court ruling to have it recognized as an employment relationship, with all the associated consequences.
We analyze the situation, prepare legal documents, and represent our clients in court or before administrative authorities.
Yes, we offer both online and in-person consultations, ensuring complete confidentiality.