Menavigasi undang-undang ketenagakerjaan baru adalah bagian penting dari ekspansi global. Untuk perusahaan yang merekrut di Belarus, menciptakan paket kompensasi dan paket manfaat yang kompetitif dan patuh sangat penting untuk menarik dan mempertahankan talenta terbaik. Panduan ini mencakup persyaratan hukum utama yang perlu Anda ketahui.
Undang-undang kompensasi Belarus
All employee salaries must be paid in the national currency, the Belarusian ruble (BYN). As of January 1, 2026, the national minimum wage in Belarus is BYN 858 per month. This rate is set by the government and is subject to annual review.
As of January, 2026 Belarus uses a three-tier progressive scale for annual income:
- 13%: Applies to annual income up to BYN 350,000.
- 25%: Applies to the portion of income between BYN 350,000 and BYN 600,000.
- 30%: Applies to the portion of income exceeding BYN 600,000.
The standard workweek is 40 hours, typically structured as 8 hours per day over 5 days. Any work beyond these hours is considered overtime and is strictly regulated. Overtime work cannot exceed 12 hours per week or 180 hours per year. Compensation for overtime is mandated at a premium rate:
- First 2 hours of overtime: At least 1.5 times the employee’s standard hourly rate.
- Subsequent hours: At least 2 times the employee’s standard hourly rate.
Dengan persetujuan karyawan, kompensasi moneter untuk lembur dapat diganti dengan waktu libur yang dibayar sebagai gantinya.
Manfaat berdasarkan undang-undang di Belarus
Untuk memastikan kepatuhan di Belarus, semua perusahaan harus memberikan manfaat yang dijamin oleh pemerintah, sebagaimana diuraikan dalam undang-undang ketenagakerjaan negara itu. Manfaat-manfaat wajib ini meliputi:
Hari libur nasional Belarusia
Belarus observes nine non-working public holidays each year:
- Januari 1-2: Hari Tahun Baru
- Januari 7: Natal Ortodoks
- Maret 8: Hari Perempuan
- Mei 1: Hari Buruh
- Mei 9: Hari Kemenangan
- Juli 3: Hari Kemerdekaan
- November. 7: Hari Revolusi Oktober
- Desember 25: Natal Katolik
Cuti tahunan Belarus
The statutory minimum for annual paid leave is 24 calendar days, which is separate from and does not include the public holidays. Certain categories of employees may be entitled to extended leave based on their profession or working conditions.
Cuti sakit Belarus
Employees are entitled to paid sick leave, which is covered by the state’s Social Protection Fund. The benefit is paid at 80% of the employee’s average earnings for the first 12 days of illness and at 100% for any subsequent days.
Cuti hamil dan orang tua di Belarus
Female employees are entitled to 126 calendar days of paid maternity leave, which is extended to 140 calendar days in case of medical complications or the birth of two or more children.
After the paid maternity leave, a parent can take up to three years of unpaid parental leave until the child reaches the age of three. The employee’s job is legally protected and must be secured for them upon their return.
Kontribusi jaminan sosial
Baik pengusaha maupun karyawan berkontribusi pada sistem jaminan sosial Belarus, yang mendanai pensiun dan tunjangan sosial.
- Employer contribution: 34% of the employee’s gross salary to the Social Protection Fund (FSZN) for pension and social insurance. An additional mandatory accident insurance premium of approximately 0.6% is also required.
- Employee contribution: 1% of their gross salary to the pension fund.
Manfaat tambahan & bonus
While not legally required, a 13th-month bonus is a customary and widely expected part of compensation in Belarus. To remain competitive, many companies also offer supplemental benefits like private health insurance, wellness programs, or additional professional development opportunities.
Menavigasi pekerjaan Belarusia dengan Employer of Record
Managing compensation and benefits in a new country requires deep local expertise. Companies expanding to Belarus traditionally had to establish a subsidiary, a process that can take months and delay hiring. However, partnering with a Belarus employer of record offers a faster, more compliant alternative.
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