From January 1, 2017 new types of fines
from February 02, 2020 the amounts of fines have been significantly reduced

Financial responsibility

Legal and physical persons-entrepreneurs who use hired labor, according to Article 265 of the CLLT are financially liable in the following amounts:

75568 UAH,
- non-admission of the state labor inspector to the inspection, when it is carried out in order to identify employees with unregistered employment contracts, payment of wages without accrual and payment of a single contribution (payment of wages in an envelope). Please note that this is a new type of liability!

47230 UAH - for EVERY !!! employee in respect of whom the violation was committed:

- Actual admission of the employee to work without registration of the labor agreement (contract). Attention!!! applies to everyone who was found (caught) in the workplace: wife, children, parents, koum, brother, brother-in-law, matchmaker, etc. absolutely everyone. There are no exceptions for anyone!!! It is necessary to conclude an employment contract with everyone and pay wages;
- The formalization of an employee on a part-time basis in the case of actual performance of work for a full time established in the enterprise (that is, a person officially has to work 4:00, but in fact works 8:00);
- Payment of wages (remuneration) without accrual and payment of a single contribution for compulsory state social insurance and taxes. Salary in envelopes!!!.!
- Violation of the established terms of payment of wages to employees, other payments provided by the labor legislation, for more than one month. We remind you of the terms of payment of wages and salaries under the Labor Code: At least twice a month at a time not exceeding sixteen calendar days, and no later than seven days after the end of the period for which the payment is made; 
- Payments are not made in full.
BUT!!! Please note that for employers of single tax payers of I - III groups, before applying the penalty is a warning. But if within 2 years from the date of detection of the offense the employer again violates the order of employment, the penalty will be applied 141690 UAH.

UAH 14169
- for each employee in case of non-compliance with minimum state guarantees in labor remuneration (for example, if you do not pay for night work, work on a weekend or public holiday, overtime work, etc.) Reminder: Work on a day off is paid in double (Art. 72 of the CLL);

UAH 14169 - there is no reference to each employee, therefore, this fine is for the whole enterprise:

- For violation of the established terms of payment of wages to employees, other payments provided by the legislation on labor, more than one month, payment not in full;
- For the non-admission of inspectors to the inspection, except when the subject of the inspection is not registration of labor contracts with employees and payment of wages in an envelope. This is also a new type of responsibility !

9446 UAH.
- for violation of other requirements of labor legislation, except for those mentioned above. This type of fine includes a fine for failure to submit or untimely submission of notification of the employee's employment. Reminder: All employers should notify their district tax inspectorate at least one day prior to the employment of a new employee.

New!!! A candy to sweeten the life of employers.
There are discounts for voluntary payment of fines for those employers who agree with the identified offenses. In case of voluntary payment within 10 working days from the date of service of the penalty order, the employer may pay 50% of the fine, and the remaining 50% may not pay.

 In addition,

Criteria that, in the opinion of the State Labor Inspectorate, indicate the substitution of labor relations with civil law relations.
The inspectors were able to conclude that the violation was committed due to a number of signs that indicate the fact of substitution, namely:
- fulfillment of functional duties at workplaces;
- compliance with internal labor regulations;
- working according to the shift schedule approved by the director;
- lack of opportunity to organize work and rest regime;
- absence of the right to leave the workplace unauthorized;
- fulfillment of the instructions of the management on the sequence of work;
- no right to delegate work and organize it at one's own discretion;
- payment of wages within the terms stipulated by labor legislation, rather than for the actual amount of work performed or services rendered.
As a result, this way of cooperation between the employer and employees was qualified as the actual admission to work of a hired worker without formalizing an employment contract.

 1. The form of the employment notification form 

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