In brief
- Secondary employment — a separate employment contract for other paid work carried out outside of one’s main working hours (Article 102-1 of the Labour Code).
- Concurrent work — additional work within the scope of an existing contract, during working hours and for additional pay (Article 105 of the Labour Code).
- The restrictions of ‘4 hours per day’ and ‘half the monthly quota’ no longer apply from 25 November 2022: CMU Resolution No. 245 has been repealed by CMU Resolution No. 1306.
- The Labour Code does not impose a general ban on holding concurrent positions; the ban applies to public officials in accordance with Article 25 of Law No. 1700-VII.
- On this page: comparative tables, the procedure for registering a person in concurrent employment, and ready-made sample wording.
Concurrent employment and holding multiple posts: what is the difference?
Article 102-1 of the Labour Code defines concurrent employment as: other paid work under a separate employment contract during time not occupied by one’s main job (at the same or a different employer).
The concept of concurrent employment is described in Article 105 of the Labour Code: this is additional work alongside the main job at the same employer, without being released from the main job, for which a supplementary payment is made.
| Characteristic | Concurrent employment (Article 102-1 of the Labour Code) | Concurrent work (Article 105 of the Labour Code) |
|---|---|---|
| Basis | a separate employment contract | an existing employment contract |
| Time | time outside of main employment | working hours in the main role |
| Place | the same or another organisation | only the same organisation |
| Remuneration | wages for work actually performed | supplementary payment under a collective agreement |
| Number of contracts | two or more | one |
How to formalise concurrent employment
Article 105 of the Labour Code does not establish a separate procedure for formalising this: additional work is assigned within the framework of the existing contract (in practice — an order is issued with the employee’s consent). Article 105 of the Labour Code regulates, in the same manner and with similar additional pay under a collective agreement, the performance of duties by an employee who is temporarily absent without being released from their main job.
What has changed in the rules on concurrent employment from 2022
Previously, two pieces of legislation set out specific conditions for concurrent employment in the public sector:
- Resolution of the Cabinet of Ministers of Ukraine No. 245 of 3 April 1993 ‘On the concurrent employment of employees of state-owned enterprises, institutions and organisations’.
- Regulations on the conditions for concurrent employment of employees of state-owned enterprises, institutions and organisations (Order No. 43 of the Ministry of Labour, the Ministry of Justice and the Ministry of Finance dated 28 June 1993).
Their scope of application was defined in their titles and text: paragraph 1 of Resolution No. 245 granted the right to hold concurrent employment to workers, specialists and white-collar staff of state-owned enterprises, institutions and organisations; therefore, it did not constitute a general regulation for private employers. Both acts have now been repealed, and there is no new act from the Cabinet of Ministers: the reference to the Cabinet of Ministers has been removed from the wording of Article 102-1 of the Labour Code (in force since 19 July 2022).
| Rule | Prior to repeal | Currently | Basis |
|---|---|---|---|
| Working hours | up to 4 hours per day and half the monthly norm (para.2 of Resolution No. 245) | no specific restrictions | Resolution No. 1306 — from 25 November 2022 |
| Managers of state-owned enterprises | holding concurrent posts is prohibited (para. 4 of Resolution No.245) | no prohibition | Resolution No. 1306 — from 25 November 2022 |
| Dismissal of a person holding concurrent posts | separate ground without severance pay (clause 8 of Regulation No.43) | only the general grounds set out in the Labour Code | Order No. 1047-r — from 22 November 2022 |
| Work that does not constitute secondary employment | list in the annex to Regulation No. 43 | no list; criterion — Article 102-1 of the Labour Code | Decree No. 1047-r — from 22 November 2022 |
Some reference websites still cite the ‘four hours a day’ rule as being in force. If your collective agreement or employment contract contains references to Resolution No. 245 or Regulation No. 43, replace them with Article 102-1 and Article 105 of the Labour Code.
How many hours can you work in a second job?
There have been no specific restrictions since 25 November 2022. The State Labour Service confirms that labour legislation does not impose any restrictions on the duration of work in a second job. At the same time, Article 50 of the Labour Code limits the normal working week to 40 hours under each individual employment contract.
- Full-time work is possible: Article 102-1 of the Labour Code does not impose any restrictions on the number of hours worked or the duration of employment. The only condition is that the work must be carried out outside of the hours set aside for the main job. Be sure to check your timetables: overlapping working hours defeats the purpose of holding a second job.
- 0.5 FTE: this constitutes part-time work under Article 56 of the Labour Code, which is established by agreement between the parties with remuneration paid in proportion to the time worked.
Who is not entitled to hold a second job
The Labour Code does not contain a general prohibition: Article 21 of the Labour Code grants an employee the right to enter into an employment contract with several employers simultaneously, unless otherwise provided for by legislation, a collective agreement or an agreement between the parties.
Restrictions are set out in Article 25 of the Law of Ukraine ‘On the Prevention of Corruption’ No. 1700-VII: persons authorised to perform the functions of the state or local self-government (clause 1, part 1, Article 3 of this Act) are prohibited from engaging in any other paid or entrepreneurial activity (except for teaching, scientific, creative, medical, sports coaching and refereeing activities), unless otherwise provided for by the Constitution or the laws of Ukraine.
Sector-specific restrictions on holding concurrent posts should be checked against the relevant sector-specific legislation.
Internal and external concurrent employment
The terms ‘internal’ and ‘external’ concurrent employment do not appear in the Labour Code — this is a personnel practice based on the wording of Article 102-1 ‘at the same or another enterprise’:
Internal concurrent employment — entering into a second contract with the same employer.
External concurrent employment — entering into a contract with another employer.
The legal framework is the same for both types: a separate contract is concluded, an order is issued, a notification is submitted to the State Tax Service, and the relevant payment is made. The law does not limit the number of posts or places of work, unless otherwise specified by specific legislation or the terms of a particular employment contract.
How to formalise part-time employment
Part-time employment is governed by the general rules of the Labour Code:
- Employee’s application: for internal concurrent employment, this is submitted to their current employer; for external concurrent employment, to the new employer.
- Documents (Article 24 of the Labour Code): passport, employment record book (if available) or details of employment from the Register of Insured Persons, as well as a document confirming education (if required by the post).
- Separate employment contract and order: the contract must specify the terms of the concurrent employment, the rate of pay and the working arrangements. The order is issued in the form No. P-1 (approved by Order No. 489 of the State Statistics Committee).
- Notification to the State Tax Service: to be submitted before the employee commences work in accordance with CMU Resolution No. 413, bearing a digital signature.
- Employment record book: maintained at the place of primary employment (clause 1.1 of Instruction No. 58). An entry regarding part-time work is made by the main employer at the employee’s request (clause 2.14).
- Recording of working hours: kept separately for the second contract in the timesheet.
- Consent of the main employer: not required; however, the collective agreement and employment contract should be checked for any obligation to notify the employer.
Pay, holiday entitlement and sick pay for a part-time worker
Salary: paid for work actually performed on the basis of a separate timesheet (Article 102-1 of the Labour Code).
Holidays: prior to completing six months of continuous service, a part-time employee is entitled to a full annual holiday at the same time as their holiday from their main place of work (paragraph 6 of Part 7 of Article 10 of Law No. 504/96-VR). This is a right of the employee, not an obligation. Furthermore, paragraph 14 of Part 1 of Article 25 of this Act grants the right to leave without pay for a period up to the end of the leave at the main place of employment.
Sick leave: in accordance with Order No. 1266 (Resolution of the Cabinet of Ministers of Ukraine dated 26 September 2001), the average wage used to calculate sick pay is calculated separately for the main place of employment and for secondary employment.
Dismissal of a part-time employee and transfer to the main place of work
Grounds for dismissal: there is no longer a separate simplified ground for dismissing part-time employees. Dismissal takes place only on the general grounds provided for in the Labour Code.
Transition to the main place of employment: there is no procedure in the legislation for ‘transferring’ an employee from secondary employment to their main place of employment. The State Labour Service recommends first dismissing the employee from their secondary employment position and then hiring them for their primary position under a new contract.
Dismissal from the main job does not automatically convert the secondary employment into the main job. An order stating ‘the job shall be deemed the main job’ is legally incorrect.
Secondary employment during martial law and reservist service
General rules: Law of Ukraine No. 2136-IX ‘On the Organisation of Labour Relations under Martial Law’ does not alter the general rules governing secondary employment. At the same time, under Article 6 of this Law, working hours at critical infrastructure facilities may be increased to 60 hours per week.
Reservations: in accordance with paragraph 12 of the Reservation Procedure (CMU Resolution No. 76), employees who hold concurrent employment are only taken into account for reservations at one place of work — the one with the longest period of employment.
Job vacancies on Injobe
As of 7 September 2026, there were 25 active vacancies on Injobe, 11 of which were remote roles, accounting for 44 per cent of the vacancies.
- Search filters: part-time vacancies and remote vacancies.
Ready-made templates for applications and orders
I hereby apply for a part-time (or internal part-time) position as [job title] at [proportion, e.g. 0.5] of a full-time role, to be carried out outside my main working hours, commencing on [date]. Main place of work: [name of company/organisation].
To appoint [employee’s full name] to the position of [job title] on a part-time basis at [proportion] of a full-time rate from [date], with remuneration based on work actually performed.
Basis: application by [full name] dated [date], employment contract dated [date] No. [number].
This material is for information and reference purposes only. Specific HR decisions may depend on the terms of a collective or employment contract and sector-specific legislation.
