In assessments of how geopolitical and economic shifts affect the labor landscape, recent findings indicate that only a minority of firms in the Russian Federation maintain the practice of keeping the same employment relationships with employees who relocate abroad. Specifically, about one third of companies permit their Russian staff to retain their current jobs while living overseas, while a slightly larger share—more than one third—restricts or prohibits such arrangements altogether. This snapshot comes from a study conducted by analysts affiliated with the Ventra HR holding and cited by a respected national outlet, underscoring a cautious stance toward cross-border work arrangements among Russian employers and highlighting the variety of policy approaches that exist within the business community.
Beyond these overall permissiveness levels, data show a notable split on the concept of remote work from abroad. Roughly one in five firms indicates that remote work from another country should be allowed only under a “special situation” or exceptional circumstances, signaling a preference for controlled, case-by-case approvals rather than an open-ended policy. The balance of responses in the survey reveals that a relatively small portion of companies are still unsure or unable to commit to a clear stance on remote work from abroad, which points to ongoing uncertainty in how to manage productivity, legal compliance, and cultural integration when teams operate across borders.
Collectively, the reported results suggest a landscape where a sizable share of Russian companies do not support remote work outside the country, while an equally meaningful contingent expresses a pragmatic tolerance for such arrangements when the employee demonstrates strong competence and reliability. For many organizations, the decisive factor appears to be the individual worker’s capabilities, track record, and alignment with organizational goals, rather than a blanket policy about where work takes place. In this environment, employers are weighing the strategic value of international staffing against potential compliance risks, communication challenges, and the managerial demand of sustaining performance across time zones and regulatory regimes.
In parallel developments affecting taxation and employee compensation, a recent statement from a senior official within the Ministry of Finance outlined a framework for personal income tax applied to remote workers who perform services under either an employment contract or a civil law contract. The proposed tax corridor would set the rate within a range of 13 to 15 percent, applying to remote workers irrespective of the tax residency status of the individual. This proposal indicates a move toward a uniform approach to taxation for remote employment that prioritizes the contractual arrangement over geographic location, with the aim of simplifying compliance for both workers abroad and the entities that engage them. If implemented, the policy would have implications for payroll planning, cross-border workforce strategy, and the broader conversation about how digital nomads and long-distance collaboration are reflected in national tax policy, while also shaping how multinational firms structure compensation and benefits for staff operating from outside domestic borders. This conversation continues to evolve as governments seek to balance revenue considerations with the realities of globalized labor markets and the growing acceptance of remote, distributed teams across regions and time zones.