Secretariat of the Supervisory Board / Administration of the HTP

Innovation is becoming a key factor in economic growth and competitiveness in the modern world. Many countries are creating unique structures to support and develop high-tech industries. One such example is Belarus’s High Technology Park (HTP), vital in shaping the country’s innovative economy. To ensure the effective operation of HTP, it is necessary to have a transparent management and coordination system. In this article, we will look at the role and functions of the Secretariat of the Supervisory Board, which is one of the critical elements of HTP management. We will analyze the main tasks and powers of the Secretariat, its interaction with HTP residents and candidates for residents, and its contribution to the development of the innovation ecosystem of Belarus.

Management of the Hi-Tech Park

In a broad sense, HTP administration is a management company that administers HTP activities. Until April 2023, the management body of the Hi-Tech Park was called the State Institution “Administration of the Hi-Tech Park”. After the reorganization, since April 2023, the management system of the Hi-Tech Park has changed: a management company has been established in the HTP structure, the purpose of which is the active strategic development of HTP.

This company represents the Hi-Tech Park in cooperation with foreign partners and also helps HTP residents expand exports, explore new markets, and attract foreign investment. A representative of the management company is included in the Hi-Tech Park’s supervisory board.

The HTP Supervisory Board is a Park management body that deals with HTP development issues and reviews information on HTP work provided by the Secretariat of the Supervisory Board of the Hi-Tech Park.

There is no such governing body as the Hi-Tech Park Administration. Since May 2024, the successor of the Administration has been the Secretariat of the HTP Supervisory Board.

What is the HTP Supervisory Board Secretariat

The Secretariat of the Supervisory Board of the Hi-Tech Park is a non-profit state institution that ensures the work of the HTP Supervisory Board, interacts with HTP residents and resident candidates when submitting documents for admission to residents, and executes the decisions of the HTP Supervisory Board. The Secretariat has the right to engage in business activities. With the permission of the Belarusian Government, the Secretariat can open companies and be a member of commercial organizations.

The Secretariat of the HTP Supervisory Board is accountable to the Belarusian Government, and the HTP Supervisory Board controls the work of the Secretariat.

The Main Objectives of the HTP Supervisory Board Secretariat

The Secretariat strives to create comfortable conditions for the growth and competitiveness of the Republic of Belarus’s economic sectors, which are based on the use of new and advanced technologies. Also among the goals is to improve organizational, economic, and social factors to expand the export of high—tech products (goods, works, services) and attract investment.

The Main Tasks of the HTP Supervisory Board Secretariat

The main tasks of the HTP Supervisory Board Secretariat are as follows:

Interaction with the management company.
Ensuring the functioning of the HTP Supervisory Board.
The development of export-oriented companies using new technologies.
Creating a favourable investment climate in the field of new technologies.
Specialists should be employed in high technologies, and their efficiency should be improved.
Assistance in staffing the country’s economy’s innovative development and education in information and communication technologies.
Creating conditions that will stimulate innovation and startup development.
Payment for the work of experts who are involved in evaluating events and pilot projects in the field of digital development, as well as other objects of expertise in this area.
Holding events aimed at strengthening the reputation of the Hi-Tech Park and its participants.

These actions aim to increase the competitiveness of domestic companies operating in high technology.

These tasks are aimed at supporting and developing companies that develop software, manufacture goods, and provide services using new and advanced technologies—HTP residents. The activities of the HTP Supervisory Board Secretariat contribute to creating a favourable environment for attracting investments in the IT sector and improving the competitiveness of the national economy.

How Does the HTP Supervisory Board Secretariat Interact with IT Companies

HTP residents and candidates for residents are interested in issues of interaction with the Secretariat of the HTP Supervisory Board. Since documents are sent through the Secretariat for consideration by the Supervisory Board for admission to the residents of the Hi-Tech Park, and HTP residents send documents for changing business projects.

Consideration of documents by the Secretariat

The Secretariat is the first step of the ladder that leads to the HTP since the Secretariat reviews the candidates for residents before submitting the documents to the HTP Supervisory Board for consideration. In this case, the total period for consideration of documents by the Secretariat is no longer than 2 months. And when there are flaws in the documents, the Secretariat does not transfer them to the Supervisory Board. Still, it returns them to the resident no later than ten days after receiving the documents.

Areas in which the Secretariat Interacts with HTP Residents

These are the main areas in which the Secretariat interacts with the residents of the Hi-Tech Park:

1. The Secretariat maintains a Register of HTP residents, issues certificates to business entities on their registration as HTP residents. It is essential to understand that the decision of the Supervisory Board on registering an HTP resident begins to take effect on the first day of the month following the month in which the decision was made. The certificate is issued to the resident within 10 working days after the decision on the resident’s registration is made.

2. In case of violations by HTP residents of state requirements, the Secretariat sends documents to the management company and the HTP Supervisory Board for decisions on deprivation of status and loss of benefits.

3. On behalf of the Supervisory Board, the Secretariat organizes scientific and technical expertise of business projects and activities of HTP resident candidates. This is necessary to determine whether the types of activities allowed for HTP residents correspond, whether business projects are innovative and whether they contribute to the development of the IT sector.

4. HTP residents must send copies of tax and statistical reports and other information related to the activities of HTP residents to the Secretariat of the HTP Supervisory Board.

5. The Secretariat cooperates with contractors who ensure the operation of HTP infrastructure and HTP residents.

6. The Secretariat represents the interests of HTP residents in their interaction with government agencies.

7. The Secretariat deals with the work of the HTP business incubator and invites HTP resident staff to act as mentors and experts.

8. HTP residents and companies that support residents’ activities conclude lease agreements for real estate and other property on the Hi-Tech Park’s territory.

9. The Secretariat interacts with HTP residents to analyze their activities and explain the prospects and opportunities for further development.

10. Regarding the conscription of employees of HTP resident companies, the Secretariat interacts with military enlistment offices, and employees may apply for service in special information technology units.

11. HTP residents are required to quarterly deduct to the Secretariat 1% of the revenue for the previous quarter from their activities as HTP residents, including the sale of tokens.

12. In case of a change in the composition of the owners of the HTP resident company, the owner of the HTP resident’s property, the resident must inform the Secretariat no later than 10 days.

13. The Secretariat may act as a customer for construction on the HTP’s territory, including housing for HTP residents.

What Contribution does the HTP Supervisory Board Secretariat Make to the Development of the Innovation Ecosystem in Belarus

As part of its activities, the Secretariat can contribute to the development of the innovation ecosystem in the following ways:

1. Development and Implementation of HTP Development Strategies and Programs
This may include identifying priority areas of development, attracting investments, and creating conditions for developing startups and other subjects of innovative activity.

2. Support for Innovative Projects
The Secretariat can provide consulting, financial and organizational support to projects implemented within the framework of HTP.

3. Infrastructure Development
The Secretariat can participate in creating and developing the infrastructure necessary for the operation of HTP, including technology parks, business incubators, technology transfer centres, and other facilities.

4. Interaction with Government Agencies and International Organizations
The Secretariat can represent the interests of HTP in cooperation with government agencies and participate in international projects and programs aimed at developing innovative activities.

The Essential Guide to Human Resource Management Systems

In today’s fast-paced corporate environment, Human Resource (HR) departments face numerous challenges, from recruitment and onboarding to payroll and employee management. With the evolving nature of workforces and the growing importance of employee experience, HR teams need systems that enable them to manage these tasks efficiently. This is where the Human Resource Management System (HRMS) comes into play. These software solutions streamline HR processes by automating administrative tasks, improving communication, and ensuring that HR teams focus more on strategic aspects of human capital management rather than getting bogged down in paperwork.

An HR management system serves as a vital tool for businesses, large or small, helping them manage employee data, streamline processes, and improve overall productivity. Whether it’s recruiting top talent or ensuring compliance with employment laws, a robust HR management system software can be a game changer. In this article, we’ll explore what an HR management system is, its features, how it works, and the key benefits it offers businesses of all sizes.

What is a Human Resource Management System?

A Human Resource Management System (HRMS) is a software solution that helps organizations automate and manage their HR processes, from hiring to retirement. The system is designed to streamline operations like recruitment, payroll management, employee records, and benefits administration. Essentially, an HRMS integrates various HR functions into a single platform, making it easier for HR teams to manage employee data and streamline workflows.

An HR management system software supports numerous HR functions, such as recruitment, training, employee performance tracking, and compliance with labor laws. HRMS software is more than just a tool for handling payroll—it integrates other crucial aspects of workforce management, ensuring that HR teams can manage employee life cycles efficiently. From processing job applications to handling employee grievances, the system plays a vital role in ensuring HR tasks are handled smoothly.

For businesses, especially small businesses, a simple HR management system can be a valuable asset. It allows for the automation of time-consuming tasks, freeing HR personnel to focus on strategic initiatives like employee engagement and organizational development.

What Features Should a Human Resource Management System Have?

The best HR management system will include a wide array of features that support the effective management of employees throughout their employment lifecycle. Below are some essential features every HR management system should offer:

1. Data Gathering and Storage

An HRMS should be capable of gathering and storing all essential employee data. This includes personal information, job roles, performance metrics, and more. The system should act as a centralized HR data management system, ensuring that all data is easily accessible and secure. HR professionals must be able to retrieve any piece of employee information on demand, whether it’s for performance reviews or compliance audits.

2. Support for Core HR Functions

A robust HR management system should support all critical HR functions, from recruitment to employee termination. This includes managing payroll, benefits, and compliance. The system must be able to handle multiple HR processes simultaneously, such as recruitment, onboarding, document management, and performance evaluation. An HR employee management system helps in maintaining efficiency and accuracy in these processes.

3. Employee Connectivity

In today’s digital age, employee connectivity is essential. The HRMS should offer features that enable employees to interact with the system seamlessly. This can include a self-service portal for employees to update their personal details, submit leave requests, or track their performance. By connecting employees with the HR department in real-time, the system fosters communication and ensures that issues are resolved promptly.

4. Automation of Manual Activities

Automation is a crucial feature of any modern HRMS. Automating tasks like payroll, leave requests, and performance appraisals helps HR teams reduce administrative overhead. For example, an HR time management system automatically tracks attendance, while payroll systems ensure that employees are paid accurately and on time. This not only improves efficiency but also reduces the chances of human error.

5. Adaptability

An HRMS should be adaptable to the changing needs of an organization. As businesses grow, their HR needs evolve. The system should be scalable, accommodating new users, departments, or even locations with ease. Additionally, it should be flexible enough to adapt to new compliance regulations or company policies.

6. Integration with Other Business Systems

A powerful HRMS will integrate with other business systems, such as financial software or customer relationship management (CRM) tools. This ensures that HR data flows seamlessly across the organization, providing real-time insights into employee performance, payroll expenses, and other critical metrics. Integration can also streamline collaboration between HR and other departments, fostering better decision-making.

Efficient document management is a vital feature in any HR document management system. From employment contracts to performance reviews and tax documents, the HRMS should act as a central repository for all HR documents. A well-organized document management system for the HR department ensures compliance with labor laws and reduces the time spent searching for essential files.

How Does an HR Management System Work?

An HR management system works by automating various HR processes, making them more efficient and error-free. It acts as a centralized database that allows HR professionals to manage employee information and HR tasks seamlessly. The system often includes modules for recruitment, payroll, performance management, and compliance. Let’s break down how a typical HRMS operates:

Employee Information Collection

Upon hiring, employees’ information—such as their personal details, role, salary, and start date—is input into the system. The HRMS keeps track of this data throughout the employee’s lifecycle, including promotions, salary increments, and performance evaluations. This enables HR professionals to easily access any information required at any stage of employment.

Automating Administrative Tasks

Once the information is stored, the HRMS automates tasks such as tracking time and attendance, payroll processing, and benefits administration. For instance, HR time management systems can automatically log working hours, calculate overtime, and manage leave balances, minimizing manual intervention.

Employee Self-Service Portals

A modern HRMS often includes self-service portals that allow employees to log in and manage their own HR-related tasks. Employees can request leave, view pay slips, and update their personal information without HR needing to intervene manually. This streamlines communication between employees and HR and allows HR staff to focus on more strategic tasks.

Analytics and Reporting

An HR records management system often comes with reporting features that allow HR teams to generate reports on employee performance, payroll data, and compliance. The system offers valuable insights into trends such as turnover rates, helping businesses make data-driven decisions.

What are the Benefits of a Human Resource Management System?

Investing in an HR management system offers numerous benefits for businesses of all sizes. Here are some of the key advantages:

1. Increased Efficiency

One of the primary benefits of an HR management system is that it automates time-consuming administrative tasks. Processes such as payroll, attendance tracking, and benefits administration can be completed with minimal manual intervention, freeing HR teams to focus on strategic initiatives.

2. Improved Compliance

With an HRMS, businesses can ensure that they remain compliant with local, national, and international employment laws. The system stores all necessary documentation, such as tax forms and employee contracts, in one place, making it easy to retrieve when required. A well-organized HR management system documentation ensures that all processes adhere to labor laws, avoiding penalties and legal issues.

3. Better Decision-Making

An HR employee management system provides real-time data that helps businesses make informed decisions. By tracking metrics like employee turnover, absenteeism, and performance, companies can identify trends and address issues before they escalate. The insights gained from these reports can lead to more effective HR strategies.

4. Enhanced Employee Engagement

When employees have access to a self-service portal, they feel more empowered and engaged. They can take control of their own HR-related tasks, such as updating personal details, viewing pay stubs, and requesting time off. This fosters better communication between employees and HR and reduces misunderstandings.

5. Cost Savings

For small businesses, a simple HR management system can reduce operational costs by automating processes that would otherwise require multiple employees or third-party vendors. Automating payroll, for instance, can eliminate the need for expensive payroll services, while compliance tools reduce the risk of costly fines and penalties.

Which HR Processes Do HR Systems Cover?

A comprehensive HR management system should cover a wide range of HR processes to ensure smooth operations within the organization. Below are some of the key HR processes that an HRMS typically manages:

1. Recruitment

The recruitment process, from job postings to onboarding, can be managed effectively with an HRMS. The system allows HR teams to create job listings, track applications, schedule interviews, and manage offers. This ensures that the right talent is recruited efficiently and quickly.

2. Employee Onboarding

Once an employee is hired, the HRMS can manage the onboarding process by tracking all necessary paperwork and ensuring that the new hire is trained and equipped to perform their role. The system can also handle compliance documentation, making it easier for HR teams to ensure that all legal requirements are met.

3. Time Logging

An HR time management system enables businesses to track employee hours accurately. The system can log regular working hours, overtime, and leave, providing comprehensive time-tracking data that ensures accurate payroll calculations.

4. Training & Development

The HRMS helps in managing employee training programs. It tracks completed courses, upcoming training sessions, and employee certifications. This ensures that the workforce remains skilled and compliant with industry standards.

5. Document Management

An HR document management system stores all employee records and documentation in one place. This includes contracts, tax forms, and performance reviews. The system ensures that documents are organized, accessible, and compliant with data protection regulations.

6. Payroll

An integrated payroll system ensures that employees are paid accurately and on time. It automates salary calculations, tax deductions, and benefits administration, reducing the chances of errors.

7. HR Compliance

The system tracks all necessary compliance metrics, ensuring that the company adheres to labor laws and other regulations. From maintaining employee contracts to handling workplace safety regulations, the system ensures that businesses remain compliant.

8. Expenses Management

An HRMS can also manage employee expenses, tracking travel reimbursements and other business-related costs. This helps streamline the process and ensures that employees are reimbursed promptly.

Conclusion

In summary, an HR management system is an indispensable tool for organizations of all sizes. By automating administrative tasks, improving employee connectivity, and ensuring compliance, an HRMS helps HR teams focus on strategic initiatives that drive growth and improve employee experience. Whether you’re a small business or a large corporation, investing in the best HR management system will enhance your HR operations and contribute to overall business success.

If you are looking for a reliable partner to help manage and find employees, particularly in Belarus, our team can assist in sourcing talent and implementing the right HR management systems tailored to your business needs.

Regulation of the Time Standard in the Republic of Belarus

In the conditions of a dynamically developing labour market and constant changes in economic policy, a properly established standard working time plays a key role in the organization of labour activity. The Republic of Belarus, as a country with unique economic and social conditions, requires a careful approach to regulating working hours. In this article, we will look at how the standard working time is set in Belarus and what factors influence this. Understanding the specifics and principles that determine working hours will allow you to navigate the labour legislation better and make constructive suggestions for its improvement in the interests of all participants in labour relations.

What is the Standard Working Time?

The norm of working time is the length of working time in working hours. During working hours, the employee must perform his work at the place where it is performed.

The Ministry of Labor and Social Protection determines the estimated working hours for each calendar year. The standards are set for a five-day working week with two days off on Saturday and Sunday and a six-day week with one day off on Sunday.

For 2024, the working time standards are set at no more than 2016 hours for a five-day scheme and no more than 2022 hours for a six-day scheme.

Every year, usually at the end of the year, the Ministry of Labor and Social Protection publishes a production calendar for the next year on its website. This calendar defines the working time standards for 5-day and 6-day working weeks.

How Working Hours are Regulated

The employer regulates working hours during the week and during the working day or shift, taking into account the working time standards established in Belarus.

Weekly Working Hours

Working time standards are set weekly. The employer sets the standards himself, taking into account the norms established by the state. If the employer has not established weekly working time standards, then those established by the state apply.

In most cases, an employer’s standard working week consists of five days with two days off. In this case, the full working time is no more than 40 hours per week.

Reduced Weekly Working Hours

Reduced working hours are the reduced number of working hours per week (less than 40) established by the state for certain categories of employees.

Reduced weekly working hours are mandatory:

For employees with harmful or dangerous working conditions – no more than 35 hours per week.
For employees between the ages of 14 and 16, up to 23 hours per week.
For employees from 16 to 18 years old, disabled people of groups 1 and 2 – no more than 35 hours per week.
For students and those who study at colleges schools and work in their free time, except for vacations, the norm of working time is no more than half of 23 or 35 hours a week, depending on age: from 14 to 16 years – no more than 11.5 hours a week, from 16 to 18 years – no more than 17.5 hours a week.

The employer determines the daily working time standard within the maximum weekly working hours established in Belarus.

When an employer accepts a maximum weekly working time of 40 hours, an 8-hour working day is usually set for a 5-day working week. When employees work in a company, the duration of shifts is determined in the shift schedule or work schedule, taking into account the maximum 40-hour weekly working time.

With a 6-day working week, working time standards are calculated for working days from Monday to Friday at 7 hours and Saturday at 5 hours.

The Standard Working Time for Those Who Work in Shifts

In some companies, meeting the requirements for daily or weekly working hours is impossible. For example, these companies work with customers (buyers, customers)-individuals, freight carriers. In this case, employees work in shifts, and companies keep a cumulative record of working hours.

In the case of shift work, employees can work more or less than the normal 40 hours per week (or the standard hours they are entitled to). The daily rate of working hours (shift duration) should not exceed 12 hours on average per week. The employer determines this accounting period, during which it is necessary to meet the weekly working time limit.

Reduced Daily Working Hours

Daily working hours are reduced for certain categories of workers in Belarus:

For underage workers aged 14 to 16 years – no more than 4 hours 36 minutes, and for those aged 16 to 18 years – 7 hours. When such workers work in their free time (except holidays), then at the age of 14 to 16, they can work no more than 2 hours and 18 minutes daily, and from 16 to 18 years – no more than 3 hours and 30 minutes.
For disabled people in groups 1 and 2, the daily working time is no more than 7 hours.

The Daily Standard Working Time Before Holidays

Belarus has established a shortened working time before public holidays, which are non-working days. On the eve of such days, the working day is an hour shorter.

With a 5-day working week, the working day lasts 7 hours before such days, and with a 6-day working week – 5 hours. These are the state’s requirements, and the standard working time may be shorter in companies.

To correctly determine the norm of working hours, you need to know that only days defined by the President of Belarus belong to non-working days – public holidays and public holidays. For example, professional holidays do not apply to non-working days, before which the norm of working hours is reduced.

There are companies where it is impossible to reduce the working day by an hour before non-working holidays. In this case, various compensations are provided for employees. For example, overtime is compensated by double payment of overtime hours or, as such hours accumulate, paid time off is provided.

Working Beyond the Standard Working Time

The work that an employee does overtime is called overtime work. However, the hours when an employee is delayed at work on his own initiative because he does not cope with work, without the order and without the employer’s knowledge, do not relate to overtime work.

Overtime hours are compensated to an employee only when he worked at the employer’s suggestion, by his order or informed him.

Working over working hours also includes working on weekends, non-working days of public holidays and non-working holidays.

What other periods of work do not relate to overtime:

The work of employees assigned part-time, within the normal full-time working hours of the company during the day or week.
The work of part-timers beyond the time of the main work.

The state has established the following overtime standards:

A working day, considering overtime should last no longer than 12 hours.
There can be no more than 10 hours of overtime per week.
You can work up to 180 overtime hours per year.

The employer should consider the number of overtime hours, but the employee also needs to do this.

What is an Irregular Working Day?

An irregular working day is a mode of work for individual employees when, if necessary, they can, at the employer’s direction or with his knowledge, on their initiative, perform work outside the normal working hours.

When an employee is assigned an irregular working day, working more than the standard working time defined in the company does not apply to overtime work. Accordingly, such processing is not paid in double amounts. For an irregular working day, up to 7 calendar days are added to the employee’s work leave.

Usually, the conditions for an irregular working day and additional leave for this are prescribed in the contract with the employee.

However, an irregular working day cannot be set for some employees:

Children under 18 years old.
For people with disabilities.
Those who are employed on a part-time basis.
Part-time workers (except part-time workers).
Those whose working hours are taken into account summatively.
With piecework pay.

What is Part-Time Work?

A part-time work is one where an employee works fewer hours per week than a full-time job.

This condition is usually written into the employment contract when an employee is assigned part-time work. Part-time work can be set for a certain period or an indefinite period.

If you work part-time, you can reduce:

Working day. In this case, the number of working hours per day is reduced compared to the duration set in the company.
The working week. In this case, the number of working days per week is reduced.
At the same time, a working day and a working week.

Why is It Important to Determine the Standard Working Time Correctly

The correct definition of working time standards by companies in Belarus is important for several reasons:

1. Protection of Workers’ Rights
Established working time standards help to protect employees’ rights, prevent them from excessive workloads and labour law violations, and contribute to the creation of healthy working conditions.

2. Compliance with the Requirements of the State
The state determines working time standards, and employers are obliged to comply with them. It helps to avoid legal consequences, including fines and lawsuits from employees.

3. Workload Planning
The proper standards allow employers to plan work processes more effectively, allocate tasks and manage resources, increasing productivity.

4. Improving Work-Life Balance
Clearly defined working time standards help employees balance work and personal life, affecting their morale and productivity.

5. Stimulating Economic Growth
Compliance with working time standards helps to increase work discipline and reduce staff turnover, which can stimulate economic growth and business development.

6. Social Stability
Respect for employees’ rights and consistent observance of working hours contribute to social stability and strengthen trust between employers and employees.

Thus, the correct working time standards are of complex importance; they affect both the state of the labour market and the country’s overall economic and social situation.

What Weakness to Choose for an Interview

Job interviews can be nerve-wracking, especially when the question of weaknesses arises. Discussing your shortcomings in front of a potential employer can be awkward, but it is an important part of the interview process. Employers ask this question to evaluate your honesty and ability to improve yourself. While it’s easy to fall into the trap of a boilerplate answer, how you answer this question can highlight your candidacy. This article will examine why interviewers ask about weaknesses, common mistakes that should be avoided, and how to present your weaknesses to highlight your growth and readiness for this role.

Why Do Interviewers Ask About Weaknesses?

When interviewers ask about weaknesses, they do not try to humiliate or embarrass you. Instead, they evaluate your opinion and willingness to deal with personal shortcomings. Companies value employees who are aware of the areas where growth opportunities exist and are ready to take steps to address them. In addition, the way you answer this question gives the interviewer an idea of your character, emotional intelligence, and how you respond to challenges. By asking about weaknesses, employers are looking for confirmation that you can handle constructive feedback and use it for growth, making you an ideal team member.

Common Mistakes

When discussing flaws in an interview, many candidates fall into traps that can lower their chances overall. Here are a few mistakes to avoid:

Choosing a Weakness that is a Strength: Many candidates think they can outsmart the interviewer by passing off their strength as a weakness, for example, by saying, “I’m a perfectionist” or “I work too hard.” While this may seem wise, interviewers have heard it all before, and such answers may seem insincere or evasive. It is important to point out a genuine weakness reflecting self-awareness.
Being Too Vague or Formulaic: Common responses like “I worry too much” or “I’m too dedicated” don’t give any real insight into your character. Interviewers want to know about the specific problems you have encountered and how you have worked to improve them.
Excessive Focus on Weaknesses: Some candidates make the mistake of over-describing their weaknesses without discussing how they are working to improve. The goal is to show progress and demonstrate that you are actively solving the problem.
Lack of Self-Reflection: Providing an answer that isn’t a weakness or claiming that you don’t have any weaknesses indicates a lack of introspection. No one is perfect, and interviewers appreciate candidates who can honestly reflect on their shortcomings.
Choosing a Weak Spot that will Eliminate Your Candidacy for this Role: Be careful not to mention weaknesses that may make you seem unsuitable. For example, if you are interviewing for a project manager position, reporting that you are having difficulty with deadlines may cause alarm. Instead, choose a weak spot not directly related to the primary job responsibilities.

Weaknesses and What Answers to Give

When choosing which weaknesses to discuss in an interview, it is important to maintain a balance between honesty and demonstrating growth. Here are a few common disadvantages and how you can articulate them effectively:

Perfectionism:
Perfectionism may seem like a strong point, but it can slow you down if you focus excessively on minor details. For example, you could say, “I am always too critical of my work, which can lead to me spending more time on projects than necessary. I’m learning to set realistic standards and focus on meeting deadlines while maintaining high quality.”
Procrastination:
If you tend to delay completing tasks, admit it and explain how you are improving. For example: “I have struggled with procrastination, especially when faced with large projects. However, I am working on dividing the tasks into smaller, manageable parts and setting minimum deadlines to stay on track.”
Difficulties with Confrontation:
Conflict resolution can be a difficult task for many people. A good answer might be: “It was difficult for me to stand up to colleagues when disagreements arose. To improve, I am developing better communication skills, including attending seminars and seeking feedback, which has helped me conduct difficult conversations more effectively.”
Excessive Thinking:
Excessive thinking can lead to the inability to analyze, slowing decision-making. You could say: “I tend to overanalyze situations, which sometimes prevents me from making quick decisions. I’m working on trusting my intuition and setting deadlines for making decisions, which has helped me become more determined.”
Time Management:
If time management is complex, share how you are improving: “I’ve had difficulty managing my time effectively when working on multiple projects. I have recently implemented time management techniques and started using project management tools to stay organized and prioritize tasks effectively.”
Ignoring Feedback:
Rejecting feedback too quickly can hinder growth. A good answer might be: “In the past, I found it difficult to accept feedback, especially if it contradicted my original ideas. However, I have worked hard to actively listen to constructive criticism and apply it to improve my work.”
Inability to Follow Deadlines:
If meeting deadlines was a problem, you could say, “In the past, it was difficult for me to meet deadlines. To solve this problem, I started using digital tools to organize my workload and set reminders in advance.”
Unwillingness to Change your Mind:
Inflexibility in your approach can interfere with cooperation. You could say, “I used to be reluctant to change my mind after I committed myself to an idea. However, I have realized the importance of being open to new perspectives and am working to be more flexible in decision-making.”
Omitting Small Details:
Omitting small details can lead to mistakes, especially in detail-oriented roles. You could say: “I tend to focus on the big picture, which sometimes makes me overlook the small details. To solve this problem, I used checklists and took the time to double-check my work to make sure it was accurate.”

By articulating your weaknesses in such a way as to show that you are working on them, you can demonstrate both self-awareness and an active approach to improvement.

How will this question be asked?

The question of “weaknesses” can be asked in various forms during the interview. The most common version is a direct approach: “What is your biggest weakness?” However, interviewers may also phrase it less obviously, which may take you by surprise. For example, they might ask, “What do you think you need to improve?” or “Tell me about a time when you had a problem at work.” These variations are still aimed at revealing your self-reflection and problem-solving abilities.

Sometimes, interviewers may ask indirect questions related to feedback, such as “How do you handle constructive criticism?” or “What did your previous manager think you could improve?” In all these cases, the goal is the same — they are looking for honesty and your ability to grow.

Knowing that a question can take many forms will allow you to prepare and approach it strategically, no matter how it is formulated. The main thing is to react thoughtfully, clearly showing how you have worked to overcome your weaknesses.

Tips for Answering a Question About Weakness

An effective answer to a weakness question is more than acknowledging a flaw. It is about showing self-awareness and responsibility and striving for improvement. Here are some tips to help you come up with a convincing answer:

Be Honest
Trying to pass off your strengths as weaknesses or say that you don’t have any weaknesses may seem insincere to you. Instead, choose a real area of improvement that is not critical to fulfilling the position’s core responsibilities. Sincerity indicates maturity and self-awareness.
Tell a Story
Give an example of when your weakness affected your work and how you handled it. For example, if you tend to overdo it, tell us about a specific scenario that led to delays and explain the steps you have taken to improve. Stories not only make your answer more interesting but also serve as proof of your self-awareness and growth.
Give Examples of Growth
It’s not enough to admit your weakness; you must show what you’re doing to overcome it. Indicate the steps you have taken to solve the problem, such as adopting time management strategies, receiving feedback, or attending courses to develop new skills. The goal is to demonstrate that you are actively working on your development.
Move on to Understanding
While it’s vital to acknowledge your weakness, the bulk of your response should focus on the conclusion you’ve drawn and the improvements you’ve made. Don’t dwell on the problem for too long — spend more time on what you have learned and how it has helped you grow professionally.
Be Brief
Brevity is important. The interviewer does not need an in-depth analysis of your weaknesses. Instead, try to give a short answer. Usually, 2-3 sentences are enough to solve the problem and show your solution. Wordy answers may seem uninformative or a way to justify themselves.

Conclusion

Understanding how to handle questions like “What is your biggest weakness?” can significantly affect your interview’s effectiveness. By being honest and thoughtful, you can turn this problematic question into an opportunity to demonstrate your willingness to develop. Don’t forget to focus on progress, give examples, and pick a weak spot that won’t disqualify you from getting this position.

Official Work Abroad for Belarusians

In the modern world, more and more people seek to find work abroad, and Belarusians are no exception. An official job abroad can significantly improve your financial situation and gain new experience and career prospects. However, finding and arranging such a job can be difficult and time-consuming, especially if you don’t know where to start.

In this article, we will look at the main aspects of official work abroad for Belarusians, from choosing a country to the necessary paperwork. We will also discuss the benefits and risks associated with working abroad and give you some tips to help you make this process more efficient and secure.

It is important to remember that each country has its own peculiarities regarding the employment of foreigners. Therefore, before making a decision to work abroad, it is necessary to carefully study the legislation and requirements of the chosen country. It is also worth considering your professional skills, language proficiency, and willingness to adapt to a new cultural environment.

This article will help you understand the main issues related to official work abroad and make an informed decision about whether this career path is suitable for you.

How to Choose a Country for Official Employment

The choice of a country for official employment depends on many factors, such as:

Knowledge of the Language
Knowing the language of the country you want to work in can help you find a job and adapt.
Qualification
Evaluate your skills and work experience to understand how much they are in demand in the labour market in different countries.
Visa Requirements
Find out what visa requirements are imposed on citizens of Belarus when entering the selected country.
Standard of Living
Study the standard of living in the country, including the cost of accommodation, food, transport and other expenses.
Labor Legislation
Familiarize yourself with the country’s labour laws to understand your rights and obligations as an employee.
Culture and Traditions
Take into account the cultural characteristics of the country and its traditions to avoid misunderstandings and conflicts at work

Before choosing a country for employment, it is recommended that you conduct a more detailed study of the labour market, study the working conditions and requirements for candidates, and assess their capabilities and goals. It is also worth contacting employment specialists for additional information and advice.

Which Countries are Interesting for Belarusians for Official Employment

Here are a few countries that may be interesting for Belarusians in terms of employment:

1. Russia
Russia is Belarus’ closest neighbour, and many Belarusians already work there. Russia offers many job opportunities in various industries and has similar cultural and linguistic characteristics.

2. Poland
Poland is a member of the European Union, which can provide additional employment and career development opportunities. However, Belarusians need a visa and a work permit to work in Poland.

3. Germany
Germany is one of the most developed countries in Europe and offers many opportunities for highly qualified specialists. However, competition in the labour market can be high, and knowledge of the German language is usually required for employment.

4. Czech Republic
The Czech Republic is also attractive for employment due to its developed economy and high standard of living. However, the requirements for knowledge of the Czech language can be strict.

5. Lithuania
Lithuania is another close neighbour of Belarus and can offer interesting employment opportunities. However, the labour market in Lithuania may be less developed than in other European countries and has limitations for attracting Belarusian employees.

What to Pay Attention to When Self-Employment Abroad

Here are some tips on what to look for when applying for a job abroad:

1. Study the Specifics of the Legislation
Before going to work in another country, study the legislation on the employment of foreigners. It will help you understand what documents are required for legal employment and what rights and obligations you will have.

2. Decide on the Job
Decide what kind of work you want to do and in which country. Study the labour market, candidate requirements, and working conditions. You can use online resources, employment agencies, or contact employers directly.

3. Collect the Documents
Collect all the necessary documents for employment, including a visa, work permit and other documents that may be required depending on the country and type of work.

4. Learn the Language if Necessary
If you do not speak the language of the country you are going to, start learning it in advance. It will facilitate the process of adaptation and communication with colleagues and employers.

5. Study the Cultural Characteristics
Familiarize yourself with the country’s cultural characteristics. Learn about traditions, customs, and norms of behaviour to avoid misunderstandings and conflicts.

6. Calculate the Costs
Calculate your expenses for accommodation, meals, transportation, and other needs. The cost of living may vary from country to country.

7. Ask for Medical Insurance
Make sure you have medical insurance covering possible medical expenses in your country of residence.

8. Be Ready to Adapt
Be prepared because adapting to a new environment may take some time. Get to know the locals, make friends and keep in touch with your loved ones.

9. Consult with a Lawyer
You should consult a lawyer or an international law specialist for advice on legal issues related to your employment and stay in another country.

Remember that employment abroad requires careful preparation and planning. It is important to prepare for possible difficulties and adapt to new conditions.

How to Get a Job Abroad Through Intermediaries in Belarus

You can get a job for an official job abroad through intermediaries: Belarusian employment companies that have a license from the Ministry of Internal Affairs. An approximate action plan may be as follows:

Step 1. Check for a License
The employment of Belarusian citizens in other countries is a licensed activity. According to the words “Activities related to employment outside the Republic of Belarus”, the company’s license can be checked in the license register on the website https://license.gov.by/license/view /.

Step 2. Sign an Agreement with an Intermediary Company
The intermediary company must conclude an employment assistance agreement with you. You should also be provided with the addresses and phone numbers of the Belarusian embassy or consulate in the country of employment and information on the procedure for entry and exit from this country.

Step 3. Check the Employment Agreement With a Foreign Employer
The intermediary company must provide you with an employment agreement in a language you understand, which was signed by a foreign employer and information about the laws of the country of employment. The intermediary company registers the employment agreement with the Department of Citizenship and Migration of the Ministry of Internal Affairs.

In the employment agreement, check the mandatory conditions:

The agreement terms, the nature and place of work, working conditions, and pay, including night work, overtime, weekends, and holidays.
On the amount of wages, bonuses, allowances and deductions from wages, the rights, obligations and responsibilities of the parties, the procedure and conditions for termination or extension of the employment contract.
On the procedure for compensation for damage caused to an employee’s health during the performance of his work duties, as well as other social guarantees.
About the organization of relocation, food, accommodation, and medical care for immigrant workers.

Step 4. Get a Work Visa If Necessary
Usually, an intermediary company helps to solve visa issues. To do this, he receives a personal invitation from a foreign employer. The visa must be a work visa, not a tourist visa.

Step 5. Pay for the Services of an Intermediary Company
Intermediary companies do not have the right to prepay their employment services. They can take payment for military services only after signing an employment agreement with a foreign employer.

What to Pay Attention to While Working Abroad

While working for a foreign employer, you need to pay attention to the following points:

1. Have copies of all employment documents, insurance, and a certain amount of money with you if you do not have access to your bank account.

2. It is not necessary to sign a new or long-term employment agreement if its conditions are worse than the previous ones since, in this case, the licensee company will not be responsible for changing working conditions.

3. If you are in the territory of a country where there is a consulate of the Republic of Belarus, then be sure to register there for temporary consular registration.

4. If the conditions of your stay differ from those specified in the contract, immediately contact the licensee and demand to resolve the issue and correct the situation. If the problem is not solved, you can refuse to work under the contract.

5. Do not give your passport to third parties. Keep in touch with family and friends. If documents are stolen or you have other problems, contact the foreign office of Belarus.

How to Get a Job in Minsk

Perhaps you are on the threshold of a new career stage or you want to make changes in your professional life. Finding a job in Minsk may seem like a difficult task, especially in a dynamic labor market and growing competition. However, with the right approach and strategy, you can significantly simplify the process and increase your chances of success. In this article, we will look at the key steps and useful tips that will help you effectively look for a job in the capital of Belarus. We will discuss which resources to use, what to look for when looking for a job in Minsk and when writing a resume, and how to determine the cost of living in Minsk, which is certainly important when considering job offers. Be ready for new opportunities — your ideal job is already waiting for you!

What Methods and Resources are Suitable for Looking for a Job in Minsk

Pay attention to the following ways and resources for job search to successfully find a job in Minsk:

1. Online Job Search Platforms

Rabota.by, Praca.by, BELRABOTA.by offers a wide range of vacancies in various fields. Usually online platforms have mobile applications that can be downloaded in order to promptly receive notifications about new vacancies.

2. Social Media

Platforms like LinkedIn and Facebook have groups and pages dedicated to employment, where current vacancies are posted. Companies often post vacancies on their Instagram accounts, so it makes sense to subscribe to the social networks of the companies you are interested in.

3. Recruitment Agencies

There are many recruitment agencies in Minsk that help job seekers find jobs.

4. Forums and Communities

Thematic forums and communities can be useful for sharing experiences and finding employment recommendations.

5. Job Exhibitions and Fairs

Participation in job fairs provides an opportunity to communicate directly with employers and learn more about companies. Job fairs are also held online.

6. Company Websites

Many companies post current vacancies on their official websites, so it’s worth checking them regularly.

7. Contacts and Recommendations

Personal connections and recommendations from friends can greatly simplify your job search.

Using these methods and resources, you can effectively search for a job in Minsk and find suitable vacancies.

What is Important When Looking for a Job in Minsk

When looking for a job in Minsk, it is important to take into account many factors that can significantly affect success. Here are a few key points worth paying attention to:

1. Labor Market Analysis

Explore current market trends, in-demand professions, and companies actively recruiting staff. It is useful to keep an eye on specialized websites and employment resources.

2. Preparation of a CV and Cover Letter

Your CV should be relevant and clearly reflect your skills and achievements. A cover letter is an opportunity to stand out, explain why you want to work for this particular company, and what you can offer it.

3. Network Contacts (Networking)

Use the opportunities to establish contacts with professionals in your field. Participating in events, seminars and exhibitions, as well as using social networks (such as LinkedIn) can help you find not only vacancies, but also people who can recommend you.

4. Using Various Job Sources

Remember that you should look for a job through different channels: specialized websites, forum ads, social networks, and even direct contact with the companies you are interested in.

5. Preparing for the Interview

Study the information about the company and prepare answers to common questions. It is also important to prepare questions for the employer to demonstrate their interest.

6. Language and Business Correspondence

It is important to have a good level of proficiency in Russian, as well as knowledge of English, especially if you plan to work in an international company.

7. High-Quality Portfolio

If your specialty involves a portfolio (for example, in the field of design, marketing or IT), make sure that it is relevant and viewable.

8. Flexibility and Willingness to Learn

Be ready to adapt to new conditions and be open to learning new skills. This can significantly increase your chances of successful employment.

Remember that job search is a process that takes time and patience. Approach it with a positive attitude and readiness for new opportunities!

What is Important When Writing a CV

When preparing a CV for a job search in Minsk, it is important to take into account several key aspects:

1. Structure

Contact information: Make sure that your full name, phone number, email address and, if necessary, links to your LinkedIn profile or portfolio are provided.

Goal/CV: Briefly indicate what goals you set for yourself in your career and what position you are looking for.

2. Work Experience

Chronology: Indicate relevant work experience in reverse chronological order, starting from the last place of work.

Positions and achievements: Describe your positions, responsibilities and achievements using specific numbers and results.

3. Education

Specify the educational institutions, years of study and degrees received. If you have additional courses or certificates, mention them as well.

4. Skills

Specify both professional and personal skills that match the job. Pay attention to the soft skills (teamwork, communication skills, etc.).

5. Language Skills

Specify the level of foreign language proficiency. This can be an important factor in some areas.

6. Job Adaptation

If possible, adapt your CV to a specific job, emphasizing the most relevant skills and experience.

7. Format and Design

Use a clear and concise format. Give preference to the classic design style, do not overload your resume with graphics and too bright colors.

8. Length

The CV should not be too long. Usually 1-2 pages are enough to reflect all the necessary information.

9. Errors and Typos

Carefully check the text for errors and typos. The presence of errors can make a bad impression on the employer.

10. Additional Information

Specify a hobby or volunteer experience, if it can be related to a vacancy or show you your best side.

Remember that a resume is your business card, and it should illustrate your professional qualities and compliance with the requirements of the employer as accurately as possible.

What Moments Should be Paid Attention to When Looking for a Job in Minsk

When looking for a job in Minsk, it is important to take into account not only professional aspects, but also everyday moments that can affect your overall convenience and quality of life. Here are a few factors worth paying attention to:

1. Transport Accessibility

Learn how to get to a potential place of work. Convenient public transport or parking availability can significantly affect your daily travel time.

2. The Cost of Living

Find out about the average level of expenses in Minsk for living, food, transport and other daily needs. This will help you understand how much you need to earn in order to live comfortably.

3. Living Conditions

Pay attention to the areas of the city, their infrastructure, safety and accessibility of shops, educational institutions and medical services.

4. Working Hours and Schedule

Check out the typical working hours in your chosen field. Some companies may offer flexible working hours or the possibility of remote work.

5. Social Environment

Look for information about the cultural life in Minsk, the availability of interesting events, interest clubs and other social activities that will help you adapt to a new environment.

6. Legislation and Labor rights

Familiarize yourself with the basics of labor law to know your rights as an employee. This can be useful when discussing the terms of an employment contract.

7. Climate and Ecology

Take into account the climatic conditions in Minsk, as they can affect your well-being and general mood, especially if you come from a region with a different climate.

8. Communication and the Internet

Make sure that the area you choose has good communication quality and Internet access, especially if you plan to work remotely or use online resources to find a job.

9. Local Communities and Initiatives

Join local groups and communities that can be a source of useful information and support in the process of finding a job and adapting to a new life.

Taking into account all these points, you will be able to make a more informed choice and adapt to life in Minsk in a new capacity. Good luck finding a job!

Expenses: the Average Cost of Living in Minsk

When choosing a job in Minsk, it is important to plan and take into account the costs that will be required to maintain a familiar (or acceptable) standard of living. Therefore, we tried to help you and analyzed the average cost of living in Minsk. Perhaps this information will help you make an informed decision about choosing a certain place of work with an income that will allow you to maintain a certain standard of living.

The average cost of living in Minsk may vary depending on lifestyle and personal preferences. Here are the main components that make up the cost of living:

1. Housing Expenses

Rental of housing: The cost of renting a one-room apartment in new buildings along metro lines is around 1,500 Belarusian rubles (about 400 euros), in areas without metro, the rental price depends on the age and condition of the housing and can range from 700 to 1,000 Belarusian rubles (about 190 to 275 euros). In areas that belong to the central part of the city, rent is more expensive by about 1,000 Belarusian rubles (by about 275 euros). Rental prices can be found on real estate websites and real estate agencies. Often, the owners rent housing through the website kufar.by .

Utilities: Conditions may vary, but on average utilities cost about 100-150 rubles per month, it depends on a number of factors, for example, whether the apartment owner is registered. If not registered, then utility bills will be higher. In winter, central heating is turned on in Belarus, therefore, during the heating season, utility bills increase: the amounts for heating housing are added.

Utility bills are paid in Belarus every month.

2. Food products

The approximate cost of food for one person depends on eating habits and food selection and ranges from about 600 rubles per month (165 euros).

3. Transportation

The cost of public transport is about 0.90 rubles per trip. You can purchase subscriptions for a month or for a certain number of trips on the subway and other public transport. On average, a subscription for one type of transport costs around 40 Belarusian rubles (about 11 euros). You can buy a subscription for several types of transport.

4. Communication and the Internet

Mobile communications and the Internet cost from 30-70 rubles per month, depending on the selected tariff plan.

5. Entertainment and Leisure

Visits to canteens, cafes or restaurants can range from 15 – 50 rubles for lunch. It depends on the format of the restaurant and the set of dishes. For example, standard business lunches in different establishments are more affordable than meals after 17.00. Also consider the costs of gyms, movies, and other leisure activities.

6. Clothes and Shoes

The cost of clothing can vary greatly. You can spend from 50 rubles per month on basic things, depending on your preferences.

7. Medical Services

Be sure to take into account the cost of medical insurance or paid medical services. The average cost of a doctor’s consultation can be about 50-100 rubles. If you receive registration at your place of residence, you will be able to use the services of public health institutions without paying.

8. Miscellanea

Plan additional expenses for unforeseen situations or purchases (for example, household goods, gifts, trips to events).

In general, the cost of living for one person in Minsk can be very different amounts, which depend on the costs and needs of that person. We recommend checking your expenses according to the components we have proposed and comparing them with the salary you are applying for when looking for a job in Minsk.

How to Get a Work Permit for a Foreigner

In the context of increasing migration flows, the issue of legalizing the work of foreigners is becoming increasingly relevant. With its growing economy and attractive opportunities for investors, Belarus attracts workers from different countries. However, obtaining a work permit for foreigners in Belarus may seem complicated and confusing. In this article, we will look at the main stages and requirements that must be considered to successfully obtain a work permit and share practical tips that will help avoid common mistakes. Understanding this process’s nuances will simplify the recruitment of foreign employees, accelerate adaptation in a new country and ensure compliance with domestic legislation.

Why is it Important for Foreigners to Work Only with a Work Permit

It is only sometimes necessary to obtain a work permit. However, working in another country without the necessary permission can have serious consequences for the foreigner and his employer. Here are a few key reasons why compliance with labour laws is important:

1. Legal Protection
The work on the resolution ensures the employee’s legal rights, including protection from exploitation, access to social guarantees and the ability to protect their rights in case of disputes with the employer.

2. Avoiding Fines and Sanctions
Working without a permit can result in fines for both the employee and the employer. It may even lead to the deportation of a foreigner and a ban on re-entry into the country.

3. Preservation of Reputation
Executing the work according to all the rules demonstrates professionalism and respect for the country’s legislation, which has a positive effect on the reputation of both the employee and the company.

4. Living Conditions
Many countries, including Belarus, require a work permit in some cases in order to obtain other documents, such as a residence permit (residence permit). It is important to obtain legal status and stay in the country.

5. Long-term Prospects
A work permit opens up additional opportunities for professional growth and further legalization in the country, which can be an important step to creating a long-term life abroad.

Working on a work permit is not just a formality but a necessity to ensure a foreigner’s personal safety and legal protection in a new country.

What Steps Should be Taken to Employ a Foreigner in Belarus

A foreign candidate and a future employer must take several steps to conclude an employment contract.

Step 1. Job Search

Start by searching for vacancies on online platforms, specialized websites or through recruitment agencies.

Step 2. Paperwork

Prepare the necessary documents:

A foreign passport.
Documents on education and qualifications. It may be necessary to translate such documents into Russian and legalize the diploma.
Medical certificate of health status (if required).
Resume and cover letter.

Step 3. Submission of Documents

Submit documents to a company that agrees to hire you or a recruitment agency.

Step 4. Obtaining a Work Permit

Special permits are needed in some cases to hire foreigners who do not have a permanent residence permit in Belarus.

Future foreigners’ employers need to obtain a special permit for their work in Belarus (not in all cases is such a permit required for a foreigner to work in Belarus). For permission, employers apply to the Department of Citizenship and Migration of the Ministry of Internal Affairs. A special permit is issued upon the conclusion of the local executive committee on the possibility of employing a foreign citizen. Usually, employers of foreign employees or recruitment agencies that hire foreigners are engaged in obtaining such a permit.

Step 5. Obtaining a Visa (if necessary)

If your country requires a visa to enter Belarus, get a work visa at the consulate or embassy. Visas are unnecessary for IT employees employed by Belarusian Hi-Tech Park resident companies, founders and heads of such companies.

Step 6. Conclusion of an Employment Agreement

After receiving the permit, enter into an employment contract with the employer.

Step 7. Registration at the Place of Residence

Foreigners must register at their Citizenship and Migration Department residence within ten days after arriving in Belarus. This rule does not apply to citizens of Russia and some other countries. You can register online. For foreign employees of IT companies who are residents of the Hi-Tech Park, the temporary residence permit is obtained by the hiring company, not by the employee himself. Such a permit is defined as the entire term of the employment contract plus two months after the end of this period.

In addition, foreign employees of IT companies who are residents of the Hi-Tech Park can stay for up to 6 months a calendar year without a temporary residence permit.

Step 8. Notification of Employment

The employer is obliged to notify the local government authorities about your employment. In particular, you must inform the Citizenship and Migration department within a month after hiring a foreign citizen.fter hiring a foreign citizen.

When Foreign Employees Don’t Need to Obtain a Work Permit

The cases when foreign workers do not need to obtain a special work permit are determined by the State. You do not need to obtain a special work permit:

Employers of foreign students who can work in Belarusian companies for no more than 20 hours a week.
This is for employers of foreigners who, within a year after receiving their education, find jobs in their specialty in Belarusian companies.
When, as the head of a company established with the participation of a foreign owner – an individual, the company hires this owner. Documents will be required stating that this owner has a suitable education and work experience of at least two years.
When a company hires a highly qualified employee whose position (profession) is included in the list established by the Government of Belarus, such a list the government consists of occupations and positions of highly qualified foreign specialists who can work in Belarusian companies without a special work permit. Such a list is established annually. For example, in 2024, highly qualified software engineers do not need a special permit to work in Belarus.
Highly qualified employees include those with a suitable education and work experience in this speciality for at least five years. Temporary residence permits for such employees are issued for up to 2 years.
To hire foreign employees with citizenship in the EAEU Member States: Armenia, Kazakhstan, Kyrgyzstan, and Russia.

How to Get a Special Permit for the Right to Work in Belarus

Let’s imagine a sequence of steps for the employer to take to obtain a special permit for a foreign employee’s right to engage in labour activity.

Step 1. Write a Statement

The employer of a foreign employee must apply to the company’s letterhead to the Citizenship and Migration Department of the Ministry of Internal Affairs of Belarus (MIA). The form of such an application can be found on the Ministry of Internal Affairs website. In the application, you must specify, in particular, the place of residence of the foreign employee, his profession, and his place of work, justify the need to hire him and write the desired validity period for the special permit.

Step 2. We pay the State Fee

To obtain a special permit, the employer must pay a state fee of 5 basic units, which is 200 Belarusian rubles or about 55 euros.
The state fee does not need to be paid to employers who employ citizens of Ukraine.

Step 3. We give the documents to the Citizenship and Migration Department

A photocopy of the foreigner’s passport (document on departure abroad), translated into Russian in the part where it says about the surname, first name, place of issue and validity of the document, must be attached to the application for a particular work permit.
The documents are given personally to the Citizenship and Migration Department or sent by mail.

Step 4. Get a Special Permit

The Citizenship and Migration Department of the Ministry of Internal Affairs reviews documents within ten days from the date of application, and for citizens of Ukraine – 5 working days.
If a foreign employee wants to work for several companies, each company must receive a special permit for the right to employ a foreigner.
A special permit for the right to engage in labour activity is issued for one year, and highly qualified workers are issued for two years.

When There Is No Chance to Get a Special Permit for the Right to Engage in Labour Activity

Unprepared documents sometimes prevent you from obtaining a special permit to hire a foreign employee. For example, permission will not be granted in the following cases:

When a foreign employee does not have a foreign passport (a document for travelling abroad) or the validity period of such a document has expired.
When a foreign citizen is prohibited from entering Belarus.
When the labour and employment authority of the local executive committee issued a negative opinion to the citizenship and migration unit on the possibility of a foreign employee working in a company that applied for a special permit.

What is Health Insurance – a Bonus for Employees

In the modern world, health care is becoming increasingly important. In a highly competitive environment, companies strive to attract and retain qualified specialists by offering them decent wages and additional benefits. One of these benefits may be health insurance, which is becoming an increasingly popular employee bonus. This article will explain health insurance, its types, how it works, and why it is becoming increasingly popular among employers. We will also consider the main advantages of health insurance for employees and companies and some nuances that should be considered when choosing an insurance policy. This article will explain health insurance, its types, how it works, and why it is becoming increasingly popular among employers. We will also consider the main advantages of health insurance for employees and companies and some nuances that should be considered when choosing an insurance policy.

What is Health Insurance

Health insurance is an agreement between an insurance company and an organization or an individual, which stipulates the terms of providing medical services to the insured person. In turn, the insurance company has an agreement with a medical organization that provides medical services to insured persons.

Health insurance, which employers offer as a bonus to employees, can be an element of the company’s social package. It provides employees with the opportunity to receive qualified medical care, including consultations with doctors, diagnostics, treatment, and rehabilitation. This can help improve employees’ health and increase their productivity.

Medical insurance can include various types of services:

Outpatient treatment.
Inpatient treatment.
Dental services.
Call a doctor at home.
Emergency care.
Telemedicine consultations.

It is important for an HR specialist to understand that the presence of medical insurance for employees in a company can be an additional advantage when hiring personnel. In addition, medical insurance helps reduce the risks associated with possible employee illnesses and reduces the burden on the company’s budget in the event of expensive treatment.

However, when choosing an insurance program, it is necessary to take into account the needs and expectations of employees and the company’s financial capabilities. It is important to choose a reliable insurer and provide all the necessary options to ensure maximum protection of employees’ interests.

Thus, medical insurance is an important tool for motivating and attracting qualified personnel and also helps to create a favourable working atmosphere in the team.

Why Companies Use Health Insurance as an Employee Benefit

Companies may offer health insurance to employees as a benefit for several reasons:

1. Attracting and Retaining Employees
Health insurance can benefit potential employees, especially if they seek a job with good working conditions. It helps companies attract and retain talented professionals.

2. Improving Employee Health
Having health insurance helps ensure that employees have access to quality healthcare. It can improve the workforce’s overall health and reduce sick days.

3. Reducing Healthcare Costs
Insurance can cover a portion of the cost of healthcare, reducing out-of-pocket expenses for employees and the burden on the company’s budget.

4. Improving Employee Loyalty
Providing health insurance demonstrates concern for the well-being of employees and can increase their loyalty to the company.

5. Compliance with Laws
In some countries or regions, providing health insurance to employees may be required by law or industry standards.

6. Corporate Social Responsibility
Providing insurance is an expression of corporate social responsibility and concern for employees.

In general, health insurance as a bonus for employees can be an effective tool for motivation, improving working conditions, and increasing job satisfaction. However, the cost of insurance may vary depending on age, health status, and other factors. Therefore, before providing such a bonus, the company must conduct a cost-benefit analysis.

Features of health insurance for company employees

The employing company enters a voluntary health insurance agreement with the selected insurance company.

The agreement describes the medical services provided to the company’s employees under the insurance: they draw up an insurance medical program. The program may include treatment in medical institutions and pharmacy services.

The insurance premium (the amount that the employer pays to the insurance company) is calculated by the insurance company individually for each employer. The premium depends on several conditions: the number of insured employees, types of medical services, the insurance amount (the amount that must fit into the medical care of the insured person), and the insurance program.

The employing company:

Pays insurance premiums to the insurance company, which organizes the provision of medical services to the company’s employees and payment for these services.
Introduces employees to the list of medical institutions where they can receive medical services under the insurance.
Distributes the costs of medical insurance. For example, the company can pay the insurance premiums in full and share the burden with employees or offer employees to pay the premiums themselves. When an employee pays the insurance premiums themselves, they can receive a tax deduction at their place of work: the amount of income tax will be less, taking into account that the amount of the insurance premium will be excluded from the employee’s income.
Informs employees about the procedure for receiving medical services under the insurance and what documents are needed.

How employee medical insurance works

Medical insurance can work in one of the following ways:

Method 1.
An employee of the company receives medical services at a healthcare institution included in the medical insurance program and pays for these services themselves. Then, the payment documents are sent to the insurance company, which reimburses the insured employee for the expenses. This method is used when the contract between the employing company and the insurance company specifies the employee’s costs for medical care as an insured event.

Method 2.
The insured employee makes an appointment with a doctor in advance through the insurance company, which makes an advance payment. Then, the employee receives medical care without his own expenses. In this case, the employee’s expenses may be incurred if the cost of the service is higher than the insured amount. Belarusian insurance companies rarely use this method.

Method 3.
The insured employee contacts the insurance company and informs them that he needs medical care. The insurance company employee registers the insured employee with a medical institution. After receiving medical care, the medical institution invoices the insurance company.

What is important for insured employees to know about medical insurance

First, you need to know what services medical institutions are covered by insurance. The terms of coverage may differ for different company employees (insurance can be standard or extended).

Not all illnesses are covered by insurance. It is important to understand this when applying to a medical institution under insurance.

Insured employees should also know the following information about the medical insurance that the employer has taken out:

1. Insurance Coverage
It is important to understand which medical services are covered by insurance and which are not. It may include doctor consultations, tests, diagnostics, treatment and rehabilitation.

2. Coverage Amount
Knowing the maximum amount you can count on when seeking medical care is necessary. Some insurance may have restrictions on the amount of coverage for certain services.

3. Terms of Service
You should familiarize yourself with the terms of medical services, such as the need for prior approval from the insurance company, the presence of a deductible (the minimum amount that the insured must pay independently), etc.

4. Application Deadlines
In some cases, deadlines for applying for medical services after the occurrence of an insured event may be established.

5. Procedure for Receiving Services
The employee must know how to receive medical assistance under the insurance.

6. Rights and Obligations of the Insured
Knowing your rights and obligations under the health insurance program is important. For example, the employee must comply with the contract terms and provide the necessary documents when applying for services.

7. Insurance Period
It is necessary to remember the policy period and renew it promptly.

8. Procedure for the Occurrence of an Insured Event
The insured must know what to do if a situation is considered an insured event. Usually, the insured must contact the medical organization specified in the contract and provide the necessary documents.

9. Possibility of Changing the Insurance Terms
If the employee has questions or suggestions for improving the insurance program, he can contact the employer or the insurance company.

It is important to carefully study the terms of health insurance to understand your rights and options when receiving medical services.

How to choose an insurance company for the health insurance of employees

Choosing an insurance company for health insurance of company employees is an important step that requires careful analysis and evaluation. Here are some criteria that can be taken into account when choosing an insurance company:

1. Reputation and Experience
Study the insurance company’s reputation, history, and customer reviews. It will help you understand how reliable the company is and how it fulfils its obligations.

2. Cost of Services
Compare the cost of services offered by different insurance companies. Consider not only the policy’s cost but also possible additional costs, such as deductibles or co-payments for certain services.

3. Coverage and Terms of the Contract
Carefully study the terms of the contract and the coverage offered by the insurance company. Make sure that it meets your needs and expectations. Insurance that allows you to receive medical care in many medical institutions and pharmacies is usually more expensive than insurance that allows you to receive medical care in one or several medical institutions.

4. Quality of Service
Evaluate the quality of customer service of the insurance company. Pay attention to the speed of processing requests, employee availability, and professionalism.

5. Partnership Programs
Find out which medical institutions the insurance company has agreements with. These can be public or private institutions. It can simplify the process of receiving medical services and reduce costs.

6. Flexibility and Adaptability
Consider the possibility of changing the terms of the contract in the future. Some insurance companies offer flexible options that allow you to tailor your policy to your changing needs.

7. Reviews and Recommendations
Read reviews from other companies that already work with the insurance company. Recommendations from colleagues and partners can be helpful when making a decision.

8. License and Regulation
Check whether the insurance company is licensed to operate. Also, pay attention to how the relevant authorities regulate and supervise the company.

9. Compare Offers
Compare offers from several insurance companies to find the best option for you.

Remember that choosing an insurance company depends on your specific needs and budget. It is recommended to conduct a detailed study and consult with insurance experts to make an informed decision.ультироваться с экспертами в области страхования, чтобы принять обоснованное решение.

How to Hire Remote Workers

The digital age has revolutionized the way businesses operate, and one of the most significant shifts is the rise of remote work. Remote work is no longer just a trend but a staple of modern business practices, driven by advancements in technology and changing workforce expectations. As companies continue to embrace this model, the importance of hiring remote workers effectively cannot be overstated. This comprehensive guide will explore why hiring remote workers is beneficial, what to consider when hiring them, and the advantages they bring to an organization. Additionally, we will delve into the step-by-step process of how to hire remote workers, the differences between PEO and EOR, and how to manage remote workers once they are part of your team. By the end of this article, you’ll have a clear understanding of why and how to hire remote workers, ensuring your business can thrive in a globally connected world.

Why Hire Remote Workers?

In today’s globalized economy, the ability to tap into a vast pool of talent from around the world is a significant advantage. Hiring remote workers allows companies to access skills and expertise that may not be available locally. This is particularly beneficial for specialized industries where specific expertise is required but may be scarce in a particular region. Moreover, remote work enables businesses to operate more flexibly, adapting to changing market demands with greater agility. With remote teams, companies can extend their hours of operation across different time zones, providing better service to clients and customers worldwide.

Additionally, hiring remote workers can lead to significant cost savings. Without the need for a physical office space, businesses can reduce overhead costs such as rent, utilities, and office supplies. Furthermore, remote workers often report higher job satisfaction, which can lead to increased productivity and lower turnover rates. Many studies have suggested that remote workers are more productive, enjoying the autonomy and flexibility that comes with working outside of a traditional office environment. These factors combined make hiring remote workers a strategic move for companies looking to remain competitive in the digital age.

What to Consider When Hiring Remote Workers

Hiring remote workers presents unique challenges that require careful consideration. To ensure a successful remote working arrangement, companies must address several key factors during the hiring process.

1. Communication and Collaboration Tools

Effective communication is critical in remote work settings. Companies that hire remote workers from anywhere must invest in reliable communication and collaboration tools that allow remote employees to stay connected with their teams. Tools like Slack, Zoom, and Jira are popular choices that facilitate real-time communication and project management. It’s essential to ensure that all team members are comfortable using these tools and that they integrate seamlessly into the company’s workflow.

2. Time Zone Differences

When hiring remote workers from different parts of the world, time zone differences can be both a challenge and an advantage. Companies need to consider how these differences will impact team collaboration and project timelines. Establishing clear working hours and setting expectations around availability is crucial. In some cases, having team members in different time zones can be beneficial, as it allows for round-the-clock productivity.

3. Cultural Differences

Cultural diversity can enrich a company’s work environment, but it also requires careful management. Companies that hire international remote workers should be aware of cultural differences that may affect communication styles, work habits, and expectations. Providing cultural sensitivity training and fostering an inclusive company culture can help mitigate potential misunderstandings and create a more cohesive team dynamic.

4. Legal and Compliance Issues

Hiring remote workers, especially from different countries, involves navigating complex legal and compliance requirements. Companies need to be aware of local labor laws, tax regulations, and employment standards in the countries where their remote employees are based. For those wondering how to hire remote foreign workers, partnering with legal experts or using Employer of Record (EOR) services can help ensure compliance and reduce the risk of legal complications.

Benefits of Hiring Remotely

The benefits of hiring remote workers extend beyond just operational efficiencies and cost savings. This approach can transform a company’s culture, productivity, and global reach in profound ways.

1. Access to a Global Talent Pool

One of the most significant advantages of hiring remotely is the ability to access a global talent pool. Companies that hire remote workers from anywhere are no longer limited by geographical boundaries and can find the best candidates for a role regardless of their location. This is particularly advantageous for companies seeking specialized skills or niche expertise that may not be readily available in their local job market. By tapping into a diverse range of perspectives and experiences, companies can drive innovation and creativity within their teams.

2. Increased Flexibility and Productivity

Remote work offers employees greater flexibility in managing their work schedules, which can lead to increased productivity. Many remote workers report that they are more focused and efficient when working from home, free from the distractions of a traditional office environment. The flexibility to work during their most productive hours and in a comfortable setting allows remote workers to produce high-quality work while maintaining a healthy work-life balance. For companies, this can translate into higher output and better overall performance. In fact, the question, “Are remote workers more productive?” is often met with a resounding yes, as numerous studies support the idea that remote work leads to increased efficiency.

3. Cost Savings

Hiring remote workers can lead to significant cost savings for businesses. Without the need for physical office space, companies can save on rent, utilities, and other associated expenses. Additionally, remote work can reduce costs related to employee benefits, such as commuting allowances and office supplies. For employees, the absence of a daily commute can result in savings on transportation and meals, contributing to higher job satisfaction and retention rates.

4. Environmental Impact

Remote work has a positive environmental impact by reducing the need for daily commuting, which in turn lowers carbon emissions. Companies that adopt remote work practices can contribute to environmental sustainability and position themselves as eco-friendly organizations. This can enhance a company’s reputation and appeal to environmentally conscious customers and employees.

How to Hire Remote Talents

Hiring remote talent requires a strategic approach that ensures you find the right fit for your company. The process involves several key steps, from identifying the ideal candidate profile to onboarding remote workers effectively.

1. Ideal Candidate

Before starting the hiring process, it’s crucial to define what makes an ideal remote employee for your organization. Consider the specific skills, experience, and qualities that are essential for the role. In addition to technical expertise, remote workers need to be self-motivated, disciplined, and excellent communicators. They should also be comfortable with technology and capable of working independently. Creating a detailed job description that outlines these requirements will help attract the right candidates.

2. Job Advertisement

Your job advertisement is the first point of contact with potential candidates, so it’s important to make it compelling and clear. Highlight the benefits of working remotely for your company, such as flexibility, work-life balance, and opportunities for professional growth. Be specific about the qualifications and experience you’re looking for, and clearly state that the position is remote. Including details about the tools and technologies your team uses can also help attract candidates who are familiar with them.

3. Search

To find the best remote talent, leverage online job boards and platforms that specialize in remote work, such as Remote.co, We Work Remotely, and FlexJobs. Additionally, consider using social media platforms like LinkedIn to search for candidates and network within relevant industry groups. Companies that hire international remote workers should also explore networks and platforms that focus on global talent acquisition. You can also reach out to your professional network for referrals, as trusted recommendations can be invaluable in finding top talent.

4. Interview

Behavioral interviews are particularly useful when hiring remote workers, as they provide insights into how a candidate has handled specific situations in the past. Ask about their experience with remote work, how they manage their time, and how they stay motivated without direct supervision. Cultural fit is also crucial for remote teams, as alignment with the company’s values and mission can significantly impact team cohesion and collaboration. Consider involving multiple team members in the interview process to get a well-rounded perspective on the candidate’s fit.

5. Hiring

The onboarding process is critical to ensuring that new remote hires integrate smoothly into your team. Onboarding remote workers requires a structured approach that includes clear communication, training on company tools and processes, and introducing them to key team members. Providing a welcome package that includes necessary equipment, access to relevant software, and a detailed onboarding plan can help new hires feel supported and prepared from day one. Regular check-ins during the first few months can help address any challenges and ensure the new remote worker is settling in well.

PEO vs EOR

When hiring remote workers, particularly from other countries, companies often face the challenge of navigating complex employment laws and regulations. This is where Professional Employer Organizations (PEOs) and Employers of Record (EORs) come into play. Both services help companies manage the administrative and legal aspects of employing remote workers, but they differ in their approach and scope.

1. Professional Employer Organization (PEO)

A PEO is a third-party service provider that handles HR functions such as payroll, benefits administration, and compliance on behalf of the company. When you hire a PEO, you enter into a co-employment relationship where the PEO shares certain employer responsibilities with your company. The PEO manages the administrative tasks, while you retain control over the day-to-day management of your remote workers. PEOs are ideal for companies that want to maintain a high level of control over their remote employees while outsourcing the complexities of HR management.

2. Employer of Record (EOR)

An EOR, on the other hand, takes full legal responsibility for employing remote workers on behalf of your company. The EOR becomes the legal employer of your remote workers, handling everything from payroll and taxes to compliance with local labor laws. This model is particularly beneficial for companies that hire remote foreign workers, as it simplifies the process of navigating different legal frameworks across countries. With an EOR, you can focus on managing your remote team’s performance and productivity without worrying about the intricacies of international employment law.

3. Which is Right for Your Company?

Choosing between a PEO and an EOR depends on your company’s needs and goals. If you’re looking to expand into multiple countries and need a comprehensive solution to manage remote workers, an EOR may be the best option. For companies that already have established HR practices and want to retain more control over their employees, a PEO might be more suitable. It’s also worth considering factors like cost, the level of support offered, and the specific legal challenges in the countries where you plan to hire remote workers.

Conclusion

Hiring remote workers offers numerous benefits, from access to a global talent pool to cost savings and increased productivity. However, it also requires careful planning and consideration to ensure success. By understanding how to hire remote workers, including navigating the complexities of international hiring and choosing the right support services, companies can build a strong and effective remote team. Additionally, investing in effective onboarding, communication tools, and team building activities for remote workers will help maintain high levels of engagement and productivity.

Whether you’re looking to hire remote workers from the best countries around the world or need help with managing a global remote team, our services can provide the expertise you need. We can assist in finding the right IT specialists and other remote professionals in Belarus and beyond, ensuring your company has the talent it needs to succeed in today’s competitive market. Let us help you navigate the challenges of remote work and build a team that drives your business forward.

What is a Contract for the IT Employees Registration in HTP Companies and “Salary” Taxes

Modern companies, especially those working in information technology, increasingly face the need of concluding contracts with IT employees. In the context of rapid technological development and high competition for talented specialists, the proper relationship between the employer and the employee is significant. This is especially true for companies that are residents of the High-Tech Park, where their specific conditions and tax regimes apply. In this article, we will consider a contract with IT employees in the context of the High-Tech Park and also analyze the key aspects related to “salary” taxes.

Why is it Important for IT companies to Understand the Specifics of Concluding Contracts with Employees and “Salary” Taxes

In modern business, especially in the field of information technology, for the successful operation of IT companies, it is important to understand the specifics of concluding contracts with employees and paying taxes related to salaries. Here are some key reasons why it is important to know:

1. Legal Security

Properly drafted employment contracts help avoid future legal disputes. Clear working conditions, responsibilities, and rights of the parties help protect the company and the employees.

2. Tax Optimization

Understanding tax laws and the structure of payroll taxes allows companies to manage financial resources effectively. It may include optimizing tax deductions and freeing additional funds for investing in business and development.

3. Attracting and Retaining Talent

Competition for qualified IT specialists is high. Transparent and attractive terms of employment contracts, as well as knowledge of the possibilities of tax deductions and benefits, can be a decisive factor for candidates when choosing an employer.

4. Compliance with Legislation

Companies must comply with the labour and tax laws of the country in which they operate. Lack of knowledge in this area can lead to fines, sanctions, and reputational losses.

5. Flexibility in HR Management

Contracts can be tailored to specific projects, timeframes, and individual employee needs. The ability to sign contracts for different terms (maximum five years, minimum one year) and extend contracts helps IT companies choose the most appropriate option for a particular situation.

6. Criminal and tax risks

Ignorance of laws and practices can lead to unforeseen consequences, including criminal cases for tax violations. Companies must be aware of all potential risks and take measures to minimize them.

7. Strategic Planning

Understanding the procedure for registering employees and taxation of salaries allows IT companies to more accurately forecast their financial expenses and better plan production and hiring, which is vital for sustainable development.

Thus, knowledge of the specifics of concluding contracts with IT employees and understanding “salary” taxes is crucial for stabilizing the business, achieving competitive advantages, and building long-term relationships with employees.

What Employment Agreements are Called Contracts

A contract is one form of fixed-term employment agreement. It can be drawn up with employees engaged in temporary activities and those who perform permanent work. This difference distinguishes the contract from fixed-term employment agreements, which, as a rule, are not concluded to close permanent positions.

A contract is a paper document signed by the employee and the employer. One copy remains with the employee, and the second is with the employer. Contracts are concluded with employees, even with those hired for remote work, always in the personal presence of the employees. Each contract page is numbered and signed by the employee and the employer’s representative.

Contract Form

The government recommends a sample form when concluding contracts with employees for companies (https://etalonline.by/document/?regnum=C29901180). This form can be supplemented with conditions that do not worsen the employee’s position compared to the minimum guarantees provided by the state for employees. If additional contract terms worsen the employee’s position (for example, provide for fines), such terms are considered invalid, but the contract itself will remain valid.

Who Contracts are Concluded with, Contract term

Contracts can be concluded with Belarusian and foreign employees, as well as with temporary and permanent employees. The minimum term is one year, and the maximum is five years. The contract can be extended for any period within this five-year period.

Although there are no clear categories of contracts, they can be classified according to their duration: short-term contracts, which are valid for up to a year, and long-term contracts, which are concluded for a period of one to five years.

Termination of Contract

The contract terminates on the day indicated as the last in the text. The end date may coincide with a weekend or holiday, but this does not affect the termination of the contract.

When can a Contract be Concluded with an Employee

A contract can be concluded with an employee upon hiring or during work when the employee is hired not under a contract but under an employment contract for a fixed or indefinite period.

Transferring employees to a contract is a change in working conditions, about which employees must be informed in advance. Only with the employee’s consent can employees with whom employment agreements for an indefinite period were concluded upon hiring be transferred to a contract:

Pregnant women.
Women who have children under three years of age (disabled children – under 18 years of age).

What Conditions are Included in the Contract with an IT Employee of the Company – Residents of the High-Tech Park

The following should be highlighted among the mandatory conditions of the contract:

1. Information about the employee and the company in which he works under the contract.
2. Indication of the specific place of work and the corresponding department.
3. Job title.
4. Basic rights and obligations of the parties entering into the contract.
5. Contract term.
6. Peculiarities of the employee’s working hours and rest if they differ from the generally accepted standards in the company.
7. Salary amount and payment frequency, indicating specific days of the month – at least twice a month.
8. Providing up to 5 days of additional paid leave and increasing the tariff rate (salary) by no more than 50% (this can be either 1% or less). The state requires these measures from employers as an incentive for employees to have a contract with them.
9. Reduction or deprivation of bonuses for failure to perform work duties without good reason, in addition to disciplinary sanctions.
10. Reduction of the employee’s labour leave for the year by the number of days of absenteeism or deliberate failure to perform duties over three hours a day without good reason. In this case, the minimum leave must be at least 24 calendar days.
11. The employee and employer are obliged to notify each other in writing of their intention to continue or terminate the employment relationship by one month before the end of the contract.

The contract may include additional provisions in addition to mandatory conditions, such as increased guarantees for the employee or a preliminary trial period condition. However, conditions that worsen the employee’s position compared to the established labour standards in Belarus are prohibited.

What Conditions Can a High-Tech Park Resident Include in a Contract with an IT Employee

When an employee is hired for remote (distant) work, the contract must specify that the employee is hired specifically for remote work, as well as the following conditions:

1. The employee performs work using equipment, software, hardware, and other means that belong to the employer or that the employer has recommended using.
2. In what order the employer transfers property to the employee to perform the work (if property that belongs to the employer is used).
3. In what order the employer compensates the employee for using his property to perform the work (if the employee’s property is used) and pay other compensation related to remote work.
4. In what order, within what time frame, and in what way the remote employee submits reports to the employer.
5. On the remote employee’s independent determination of the work and rest schedule.
6. On the procedure for granting vacations.

Additional Conditions

Additionally, HTP resident companies may include the following provisions in their contracts with employees:

Wage indexation.
Employee development plan (career plan).
Possibility of relocation.
Bonuses and social guarantees.
The amount of compensation for signing a non-competition agreement (NCA), which the employer pays for the duration of the employment contract. In any case, when concluding an NCA, the employer pays at least 1/3 of the average monthly salary for each month of compliance with the NCA conditions for at least one year after the end of the employment contract.
Obligation to sign the IT company’s Regulation on commercial secrets.
Obligation to conclude a non-disclosure agreement (NDA) and the procedure for paying the employee for signing a non-disclosure agreement.

Other conditions may also be established that do not worsen the employee’s position compared to state requirements.

What Taxes are Considered “Salary”

There is no official definition of “salary taxes”. We include in such taxes those that the employer calculates and pays on payments to employees with whom contracts have been concluded. An employer – a resident of the High-Tech Park who concludes contracts with employees, is obliged to pay:

1. 13% income tax on wages and income of employees. A reduced tax rate of 9% is established for residents of the High-Tech Park of Belarus. However, for 2023 and 2024, a general rate of 13% is applied.
2. Mandatory pension insurance contributions total 28% of the wage fund.
3. Social insurance contributions amount to 6% of the wage fund.
4. 1% of employees’ salaries as a social insurance contribution.
5. Contributions to the insurance organization Belgosstrakh for compulsory insurance against industrial accidents and occupational diseases amount to 0.6% quarterly from all payments made by the company to employees during the quarter.

How do “Salary” Taxes Affect the Amount of Salary

The salary, the amount specified in the contract, should not be affected by taxes paid by the employer.

However, the contract may specify an amount excluding taxes. In this case, the employee’s salary “take-home pay” will be less than that specified in the contract. Income tax (13%) and 1% social security contributions affect this amount. The employer pays other taxes and contributions from the general salary fund of the entire company, and they do not affect the salary amount specified in the contract.

Secretariat of the Supervisory Board / Administration of the HTP

Management of the Hi-Tech Park

What is the HTP Supervisory Board Secretariat

The Main Objectives of the HTP Supervisory Board Secretariat

The Main Tasks of the HTP Supervisory Board Secretariat

How Does the HTP Supervisory Board Secretariat Interact with IT Companies

Areas in which the Secretariat Interacts with HTP Residents

What Contribution does the HTP Supervisory Board Secretariat Make to the Development of the Innovation Ecosystem in Belarus

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The Essential Guide to Human Resource Management Systems

What is a Human Resource Management System?

What Features Should a Human Resource Management System Have?

1. Data Gathering and Storage

2. Support for Core HR Functions

3. Employee Connectivity

4. Automation of Manual Activities

5. Adaptability

6. Integration with Other Business Systems

How Does an HR Management System Work?

What are the Benefits of a Human Resource Management System?

1. Increased Efficiency

2. Improved Compliance

3. Better Decision-Making

4. Enhanced Employee Engagement

5. Cost Savings

Which HR Processes Do HR Systems Cover?

1. Recruitment

2. Employee Onboarding

3. Time Logging

4. Training & Development

5. Document Management

6. Payroll

7. HR Compliance

8. Expenses Management

Conclusion

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Regulation of the Time Standard in the Republic of Belarus

What is the Standard Working Time?

How Working Hours are Regulated

Weekly Working Hours

Reduced Weekly Working Hours

The Standard Working Time for Those Who Work in Shifts

Reduced Daily Working Hours

The Daily Standard Working Time Before Holidays

Working Beyond the Standard Working Time

What is an Irregular Working Day?

What is Part-Time Work?

Why is It Important to Determine the Standard Working Time Correctly

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What Weakness to Choose for an Interview

Why Do Interviewers Ask About Weaknesses?

Common Mistakes

Weaknesses and What Answers to Give

How will this question be asked?

Tips for Answering a Question About Weakness

Conclusion

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Official Work Abroad for Belarusians

How to Choose a Country for Official Employment

Which Countries are Interesting for Belarusians for Official Employment

What to Pay Attention to When Self-Employment Abroad

How to Get a Job Abroad Through Intermediaries in Belarus

What to Pay Attention to While Working Abroad

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How to Get a Job in Minsk

What Methods and Resources are Suitable for Looking for a Job in Minsk

1. Online Job Search Platforms

2. Social Media

3. Recruitment Agencies

4. Forums and Communities

5. Job Exhibitions and Fairs

6. Company Websites

7. Contacts and Recommendations

What is Important When Looking for a Job in Minsk

1. Labor Market Analysis

2. Preparation of a CV and Cover Letter

3. Network Contacts (Networking)

4. Using Various Job Sources

5. Preparing for the Interview

6. Language and Business Correspondence