Using their own methods, Russians explain ways to receive unemployment benefits after being terminated from work.
In the land of the Russkies, it's not just the currently employed who are entitled to sick pay – people who recently bid adieu to their jobs can also claim it. Igor Balynin, a knowledgeable senior lecturer at the Financial University of the Russian Government, shed some light on this in an interview with aif.ru.
If there are less than 30 days between the day your employment ended and when you were struck down with sickness, you can still claim this benefit, which falls under mandatory social insurance. Initially, your ex-employer covers the first three days, but after that, the Russian Social Fund picks up the tab.
The payment amounts to 60% of the average daily wage over the last couple of years. For instance, if you were dismissed on February 15, 2025, and fell ill on February 26, and you had a 10-day absence, the employer would cover the first three days (around 4,894 rubles after tax), with the remaining seven days covered by the Social Fund (approximately 11,420 rubles).
In days of yore, Russians used to get advice on kick-starting a new career after they hit the big 4-0 following a layoff.
But let's dive a bit deeper into the Russian labor law. Under certain conditions, eligibility for sick pay post-termination hinges on the timing of the illness and the termination. If you fall ill while you're still employed, you'll remain eligible for sick pay, even if termination occurs during the sick leave period. However, if your illness kicks off after termination, you won't be entitled to any sick pay.
As per the law, starting termination procedures during a valid sick leave period can be a touchy subject and may face legal challenges if not handled correctly.
The funding of sick pay is collaborative – the Social Insurance Fund (SIF) takes care of the first three days, followed by employer contributions for the remaining period up to the statutory limit. However, the exact division of responsibilities might vary according to employer policies.
The amount of sick pay is contingent on your length of service and average earnings, typically amounting to 60% (for less than five years) to 100% (for more than 8 years) of your earnings. To claim sick pay, you'll need a state-recognized medical certificate and submit it to your employer during your employment or within the sick leave period overlapping termination. Employers usually process sick pay on the next scheduled payroll date, even after termination.
In instances of redundancy or liquidation, severance pay (one month's salary) applies, but sick pay only pertains to illness during employment. Disputes regarding termination during a valid sick leave can potentially be resolved under general labor code provisions.
To ensure prompt payments and avoid any potential complications, it's essential to submit your documents in a timely manner and ensure that your sick leave period overlaps with your period of employment.
- Even if you have recently been dismissed from a job, you can still claim sick pay as long as the sickness occurs within 30 days of your dismissal.
- After the initial three days of sick pay, the Russian Social Fund takes over the responsibility for covering the costs.
- In some cases, individuals over the age of 40 who have been laid off might seek advice on starting a new business.
- The amount of sick pay you receive is contingent on your average earnings and length of service, ranging from 60% (for less than five years) to 100% (for more than 8 years).
