Since March 1, 2025, the Labor Code of the Russian Federation has been amended regarding the institute of mentoring

Since March 1, 2025, the Labor Code of the Russian Federation has been amended regarding the institution of mentoring, which is especially important for organizations that actively implement a system for transferring knowledge and experience within the team.

The main changes in the Labor Code of the Russian Federation on mentoring:

1. Consolidation of mentoring at the legislative level

A new article 351.8 of the Labor Code of the Russian Federation has been introduced, regulating the activities of mentors. Mentoring is now officially recognized as a work function, rather than just an internal process of the organization.

2. Mentoring process

Now the appointment of a mentor should be fixed by an additional agreement to the employment contract. It specifies:

• Goals and objectives of mentoring (what a mentor should teach);

• the period of performance of mentoring functions;

• the amount and procedure of payment of the additional payment to the mentor.

3. Obligations of the employer

The employer must:

• identify the categories of employees who can become mentors;

• approve the internal mentoring procedure;

• take into account the performance of mentoring functions when evaluating an employee’s work.

4. Additional payments to mentors

The employer is now required to set additional fees for mentoring. The amount of the additional payment is determined by a collective agreement, local acts of the organization or an individual agreement.

5. Additional guarantees for mentors

• Mentors may be relieved of some of their main duties during the mentoring period.

• The time spent on mentoring is included in the accounting of working hours.

• A recommendation is being introduced to provide additional training to mentors.

6. Liability for non-fulfillment

If an employer does not formalize mentoring or does not pay a mentoring supplement, this can lead to labor disputes and administrative fines.

 

What does this mean for business?

• Companies, especially large ones, must now develop and implement mentoring programs with clear rules.

• Small businesses can also implement mentoring, but with simplified mechanisms (for example, mentoring during the probation period).

• The Federal Tax Service and the Labor Inspectorate can verify the availability of mentoring agreements and payments for it.

 

Possible difficulties and risks

• If the mentoring procedure is not clearly defined in the company, this can lead to litigation with employees.

• It should be borne in mind that mentoring does not replace formal employee training, but complements it.

 

Conclusion

 

The amendments make mentoring a mandatory process, not just an internal initiative. This means that employers will have to formalize and pay for mentoring, which will lead to additional costs, but can significantly increase the level of training of new employees.

A source: accounting services website Audience

On the rights of advertising:

At the Auditorium, we provide accounting, tax planning, and reporting services. We will help you adapt to changes in legislation and ensure the accuracy of financial documentation. Your finances are in the safe hands of experts.

Trust the professionals of the “Audience”!