Under Russian labor law, an employer may not withhold more than 20 percent of an employee’s average earnings if the staff member resigns. This point is frequently discussed by a labor law practitioner who explains the practical implications for workers who leave before the end of the calendar year and who have already received vacation pay. The relevant framework is found in Article 137 of the Labor Code of the Russian Federation.
The expert notes a scenario: if a resignation occurs after six months of service and the employee has taken all 28 days of annual leave, the remaining leave days could theoretically be retained by the employer from the final settlement. This interpretation highlights how deductions are meant to be limited to a maximum percentage, while any smaller deduction requires the employee’s explicit consent.
Importantly, the law allows deductions to be made only with the employee’s agreement. The consultant emphasizes that even when the employer advances part of the salary, there is a right to offset the amount owed if termination occurs, but the total deduction cannot exceed 20 percent, and any repayment mechanics must align with consent and statutory boundaries.
In the broader employment landscape, a study conducted by a major recruitment service found that a significant portion of Russians report encountering obstacles when seeking dismissal from their employer. This points to practical friction in the application of the rules surrounding termination, even as the legal framework sets clear limits on what can be withheld from final wages.
Historically, the public legislative agenda has touched on related economic topics, including proposals in the State Duma aimed at raising the minimum wage and adjusting related subsidies. These discussions reflect ongoing policy interest in how worker compensation, benefits, and protections intersect with broader economic measures.