01 / SERVICE
HR compliance audit
HR documents build up over the years from templates by different authors, and nobody knows whether they would survive a labour inspection or a claim by a dismissed…
PRACTICE
Employment law for employers
We help employers set up their HR documents and procedures so that a dismissal, an inspection or a dispute with an employee does not come as a surprise. We work with owners, chief executives and HR teams.
- For whom
- For companies and entrepreneurs
- Format
- Moscow and remotely across Russia
SERVICES
Services in this practice
02 / SERVICE
Disputes with employees
A former employee is suing for reinstatement, claiming unpaid bonuses or challenging a reprimand.
03 / SERVICE
Dismissals and redundancies without risk
You need to part company with an employee, but a procedural error can mean reinstatement and paying average earnings for every month of the dispute.
04 / SERVICE
Labour inspectorate audits
The company has received a decision ordering an audit, a request for documents following an employee's complaint, or a warning.
05 / SERVICE
Personal data compliance
Almost every company processes the personal data of customers and employees, and in recent years the requirements have tightened, as have the fines.
QUESTIONS
Frequently asked questions
Which HR mistakes most often lead to disputes?
Unregistered or wrongly registered employment, breaches of dismissal procedure, unclear rules on bonuses and overtime, and staff not being made familiar with internal regulations. Most of these problems show up in an HR audit, before a court or an inspector sees them.
Can we engage people under civil-law contracts instead of employment contracts?
Yes, if it really is a one-off job or service rather than a job function performed under the company's control. If the relationship is in fact employment, a court or the labour inspectorate may reclassify it, with additional tax and fines. We review such contracts and help restructure the model.
An employee is threatening a complaint and a lawsuit. What should we do?
Do not argue in correspondence and do not backdate documents. First we check the paperwork and assess whether the employee has a point. If the risks are real, it is often wiser to settle; if the company's position is strong, we prepare it for an inspection or court.
Do we need internal regulations if we have only a few staff?
Micro-enterprises may partly dispense with internal regulations if they put the necessary terms into employment contracts based on the standard form. Other employers cannot do without them; we select a minimal set to suit the size and nature of the company.
Is the director personally liable for breaches of labour law?
Yes, a fine under the Code of Administrative Offences can be imposed on both the company and the official, and in some cases failure to pay wages can lead to criminal liability. So we prepare for inspections and disputes with the risks to both the company and its head in mind.
NEXT STEP
Let us discuss your situation
The consultation is free of charge when an engagement agreement is signed: on it we say what has to be done and by when.