The thirteenth salary is typically at the employer’s discretion. In a discussion with the Hit the Primer agency, Anna Ivanova, a partner with BGP Case, explained who may receive this payment and whether there is any legal mechanism to regulate it.
Ivanova notes that in many workplaces the thirteenth salary is practiced in various forms. In some firms it replaces New Year gifts; in others it functions as a form of indexing; in several cases the right is guaranteed by a collective agreement. Yet it is essential to keep in mind that the payment is not mandatory and only employees who receive a decision from their employer can count on it. The pattern often reflects company policy, financial results, and industry norms rather than a universal rule.
She recommends adding a clear clause about the thirteenth salary to wage rules. For example, the text might state that the payment replaces annual indexing or is linked to the company’s revenue. Such explicit language helps set expectations and provides a concrete basis for administration within payroll policies.
Because the bonus provisions in the Labor Code are framed in broad terms, precise formulations can help an employer during a dispute if an employee seeks payment or indexation. A well-drafted clause can clarify eligibility, calculation, and the relationship to other compensation elements, reducing ambiguity and potential litigation.
A recent survey indicated that a significant share of workers would be willing to forego New Year celebrations with colleagues if a bonus payment replaced vacation time. Specifically, about half of respondents said they would skip the office event under such a payment structure. This context underscores how payroll decisions can influence workplace culture and employee expectations around year‑end benefits.
Earlier reports noted that a majority of workers feel that salaries are not fair, highlighting the broader challenge of aligning pay with perceived value and market norms. Companies that implement a transparent 13th salary policy can address these concerns by documenting eligibility criteria, performance links, and the overall compensation framework.
From a practical standpoint, human resources leaders should map out a clear policy describing when the thirteenth salary is paid, how it is calculated, and under what conditions indexation applies. This policy should be incorporated into wage rules or formal payroll documentation to ensure consistency across teams and to minimize disputes, while remaining adaptable to the company’s financial health and strategic priorities. The actual practice will depend on regulatory context and the employer’s decisions within those bounds.