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Wrongful termination refers to the termination of employment that violates Russian labor law, the terms of an employment contract, or established procedural requirements. In Perm, as elsewhere in Russia, employment relationships are governed primarily by the Labor Code of the Russian Federation. Employers must follow statutory grounds and procedures when dismissing employees. If an employer fails to follow the law - for example by dismissing without lawful grounds, failing to give required notices, or ignoring special protections for certain categories of employees - the dismissal can be challenged as wrongful. Remedies may include reinstatement, compensation for lost wages, recovery of unpaid benefits, and in some situations compensation for moral damage.
Employment disputes can be legally complex and procedurally demanding. A lawyer experienced in labor law helps in several common situations:
- When the employer gives no or unclear reasons for termination or provides false grounds.
- When a protected employee is dismissed - for example, a pregnant worker, a parent with a young child, an employee on sick leave, a union representative, or a person with disability - because special procedural rules and stronger protections apply.
- When you need to establish evidence - for example, to prove violation of procedure, falsified documentation, or discriminatory motives.
- When you face a mass layoff or collective redundancy and need to check whether the employer complied with notification and consultation rules.
- When you want to seek reinstatement at work, as court procedures and deadlines for reinstatement claims require legal strategy and timely action.
- When you need help calculating rightfully owed wages, severance pay, compensation for unused vacation, and other payments owed on termination.
- When the employer offers a settlement or termination by mutual agreement and you need to evaluate whether it is fair or coercive.
- When administrative remedies - complaints to the labor inspectorate or the prosecutor - are advisable before or alongside court claims.
Key legal aspects relevant to wrongful termination in Perm include:
- Governing law - Employment relationships are regulated by the Labor Code of the Russian Federation. Regional offices and authorities apply the national Labor Code, with Perm-specific enforcement through regional labor inspectorates and courts.
- Lawful grounds for termination - The Labor Code lists lawful grounds for dismissal such as mutual agreement, resignation, expiry of a fixed-term contract, disciplinary dismissal for serious violations, redundancy, and incapacity. An employer must rely on one of these lawful bases and follow required procedures.
- Procedural requirements - Dismissal normally requires a written order from the employer and an entry in the employee's work book. For many grounds, the employer must document warnings, notices, or medical or certification evidence. Failure to comply with formal steps can render the dismissal unlawful.
- Special protections - Certain categories of workers have enhanced protection against dismissal. These typically include pregnant employees, employees on maternity leave or childcare leave, employees undergoing military or alternative service in some circumstances, trade union representatives, and employees who have disability status. For some protected categories, dismissal without consent or a court decision is prohibited.
- Remedies - Courts can order reinstatement, payment of back pay for the period of unlawful dismissal, compensation for moral damage, and recovery of unpaid benefits such as severance. In some cases, courts award compensation in lieu of reinstatement if reinstatement is impractical.
- Administrative enforcement - The State Labor Inspectorate and the regional prosecutor's office play roles in monitoring compliance and can initiate inspections and administrative proceedings. Many disputes are first addressed through administrative complaints, though ultimate remedies often come via the courts.
- Evidence and documentation - Personnel records, written orders, employment contracts, pay statements, correspondence, witness statements, and medical certificates are key evidence. Employers must keep personnel files and provide required documents to the employee on termination.
Wrongful termination occurs when an employer dismisses an employee in violation of the Labor Code, the employment contract, or required dismissal procedures. Examples include dismissal without legal grounds, failure to follow required notice or documentation procedures, dismissal of a protected employee without required permissions, and dismissal based on discrimination or retaliation.
Ask for a written termination order and a written explanation of the reasons for dismissal. Obtain copies of your work book entry, final payroll calculations, and personnel documents related to your dismissal. Preserve emails, messages, witness contacts, and any performance reviews. Consider taking photographs of any written notices. Seek legal advice promptly because remedies can depend on timely action.
Yes. Courts can order reinstatement if they find the dismissal unlawful. Reinstatement may be accompanied by payment of wages for the period you were unlawfully absent. However, reinstatement outcomes depend on the case facts, practical employment realities, and what the court finds equitable.
Possible remedies include reinstatement, back pay for lost wages from the date of dismissal to reinstatement or court decision, payment for unused vacation, severance pay if applicable, and compensation for moral harm in some cases. The exact scope depends on the facts and court judgment.
Yes. Pregnant employees and employees on maternity leave or childcare leave generally have strong protections against dismissal. Employers may face strict restrictions or may be required to obtain consent from relevant authorities before dismissal. If you belong to a protected category, it is important to consult a lawyer immediately.
Time limits can be strict and vary by remedy and procedure. Administrative complaints and court claims often have statutory deadlines that start from the date you become aware of the dismissal or from the actual termination date. Because deadlines differ by type of claim and circumstance, consult a lawyer quickly to preserve your rights.
Many people begin with a complaint to the regional State Labor Inspectorate because inspectors can investigate and may obtain administrative remedies. However, the inspectorate cannot always order reinstatement or full compensation; courts have greater remedial powers. A lawyer can advise whether an administrative complaint, court action, or both are appropriate.
Yes, but the employer must follow fair procedure and prove the grounds for dismissal. This may include documented performance evaluations, warnings, opportunities to improve, and clear evidence of sustained poor performance. Dismissal for performance without following procedure can be challenged as unlawful.
Signing a termination agreement may limit later claims if you knowingly and voluntarily accept a settlement and give up claims in writing. However, if the agreement was signed under duress, without proper information, or contains unfair terms, it may be challenged. Always seek legal advice before signing any agreement that waives rights.
Key evidence includes the employment contract, written dismissal order, entries in the work book, pay slips, personnel file documents, written warnings, emails or messages related to termination, witness statements, and medical or certification documents that support your position. Keep originals and make copies immediately after dismissal.
When seeking help in Perm, consider contacting these types of organizations and bodies for information or assistance:
- Perm Krai regional office of the State Labor Inspectorate - for administrative complaints and workplace inspections.
- Perm Krai Prosecutor's Office - for violations of workers rights that may warrant prosecutorial review.
- Local courts - labor disputes are resolved by courts of general jurisdiction; the district court in your area is where civil labor claims are typically filed.
- Regional bar associations and labor law specialists - to find a qualified lawyer experienced in employment law and wrongful termination cases.
- Trade unions - if you are a member, a union can provide support, representation, and legal assistance in labor disputes.
- Non-governmental legal aid centers and legal clinics - some organizations offer free or low-cost consultations for employees with limited means.
When contacting these bodies, prepare your documents and a concise summary of the facts to get the most effective assistance.
Follow these practical steps if you believe you were wrongfully terminated in Perm:
- Collect and preserve documents: employment contract, work book entry, termination order, payslips, personnel records, written warnings, correspondence, and any evidence supporting your claim.
- Request written clarification: ask the employer in writing to provide the exact reason for dismissal and copies of documents relied upon in making the decision.
- Seek legal advice promptly: a lawyer will assess your case, explain remedies, and advise on deadlines and the best procedural route - administrative complaint, court claim, or negotiated settlement.
- Consider an administrative complaint: file with the regional State Labor Inspectorate and, if applicable, notify the prosecutor's office or trade union.
- Prepare for court if needed: your lawyer will help prepare pleadings, evidence, witness statements, and claims for reinstatement or compensation.
- Evaluate settlement offers carefully: do not sign any termination agreement without legal review to ensure you are not waiving important rights.
- Act within time limits: consult a lawyer immediately to avoid missing statutory deadlines that could limit your ability to obtain remedies.
Taking prompt, documented, and legally informed steps improves the chance of a favorable outcome. If you are unsure where to start, contact a local labor lawyer or legal aid organization in Perm for an initial consultation.
