In temporary staffing and project work, speed is important, but compliance is critical when you hire foreign nationals. Most issues come from missing documents, using the wrong notification route, or a mismatch between the contract terms and what was declared in a statement or work permit. The Labour Inspectorate also notes that penalties for breaches can be severe.
The three pillars of legal employment
Legal employment is built on three elements: a lawful stay, a valid basis to work (for example a statement procedure or a permit), and working conditions consistent with the authorisation. Before the first day of work, the employer should verify the stay document and keep a copy.
Documents you must keep on file
Sign the agreement in writing before the employee starts and provide a version the foreign worker can understand, then archive it in line with the retention rules.
Contract copy for the office when required
For some pathways, you must send a copy of the signed contract to the relevant office before you entrust work. Adding this step to onboarding reduces delays and gaps during inspections.
Statements, permits and mandatory notifications
If you hire under the statement procedure, notify the labour office about starting or not starting work within 7 days. Ukrainian citizens may also require an electronic “notification of taking up work” filed via the public platform.
How HR Work supports business partners
We help you choose the right legal pathway, verify stay documents, prepare documentation, and monitor notification deadlines, so you can focus on operations while the formal risk stays under control.
