Increasing the Annual Limit on Overtime: What It Means for Employers
Increasing the Annual Limit on Overtime: What It Means for Employers
On 10 February 2026, the State Duma at first reading approved Federal Law Draft No. 1103297‑8, which introduces amendments to the Labour Code of the Russian Federation on the expansion of the annual limit on overtime work for employees.
Currently, labour legislation sets a maximum annual limit of 120 hours of overtime per employee. The draft bill proposes to double this figure — to 240 hours — but only upon compliance with three mandatory conditions:
the increase must be fixed in an industry‑level collective agreement;
the condition must be expressly provided in the company’s collective agreement;
the employee’s written consent to overtime work exceeding 120 hours per year must be obtained.
Additional Safeguards for Employees
For employees who agree to work more overtime hours, the draft bill introduces additional safeguards:
Annual medical check‑ups (dispensarisation), accompanied by the provision of one paid day off.
Mandatory medical examination before starting work within the extended overtime limit.
A ban on assigning overtime work to employees employed under hazardous or dangerous working conditions (classes 3 and 4).
Pre‑retirees, retirees, and employees with harmful working conditions classes 1 and 2 may be assigned overtime work exceeding 120 hours per year only upon their written consent, subject to the absence of medical contraindications to such work. The employer is required to inform them in writing of their right to refuse.
Changes to the Remuneration of Overtime Work
The draft also modifies the payment regime for overtime:
Within the first 120 hours per year:
- the first 2 hours are paid at no less than 1.5 times the standard rate;
- subsequent hours — at no less than double the standard rate.
From the 121st to the 240th hour — payment must be at no less than double the standard rate.
The exact increased rate may be set in the employment contract or collective agreement. The employee retains the right to choose additional time off instead of monetary compensation.
The amendments are scheduled to enter into force on 1 March 2026.
Source: Draft Federal Law No. 1103297‑8
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