When hiring a foreigner, the employer is faced with the need to formalize labor relations with a citizen of another country. There are many nuances in this situation, and this will be discussed now.
Instruction manual
1
First of all, both the employer and the foreigner must have a document authorizing the former to hire foreign labor, and the latter to work in a foreign country. If there is no such permission, then both parties to the employment contract will face fines. However, this takes into account the status of a foreign citizen.
2
A foreign citizen by status may be:
- temporarily staying: there is neither a residence permit, nor a permit for temporary residence in Russia;
- temporarily residing: there is an official residence permit in our country;
- permanent residents: there is a residence permit giving the right to permanent residence in Russia.
3
Accordingly, if a foreigner with the status of a permanent resident is hired, a special permit is not required. In this case, a foreign citizen is subject to Russian employment laws.
4
If a foreigner with the status of a temporary resident is hired, then the organization itself does not need to take any additional actions. But a foreign citizen must obtain a work permit.
5
If a foreigner with temporary residence status is employed, then both the organization and the foreigner must obtain a work permit. If a citizen has arrived from a visa country, he needs to contact the FMS of Russia and get a migration card, which contains information about the citizen and the length of stay. This card entitles you to temporary residence.
6
The foreigner must provide the following documents: a conclusion on the advisability of using foreign labor; permission to attract a foreign citizen (issued by the Federal Migration Service in a limited amount, within the established quota); health certificate, in some cases - a language certificate.
note
Remember that a foreigner who has temporarily arrived from a visa-free country is required to leave Russia after 90 days.
