Russia: Equal opportunities

This resource is not currently being updated. It was last reviewed and updated on 21 February 2022.

Original author: ALRUD

Consultant editor: Anna Chaykina

Summary

The main principles of employment legislation (as stated in the Labour Code) include prohibiting discrimination and ensuring equality of opportunities for employees. (See General)
In general, discrimination in relation to employment is forbidden on any grounds other than the work-related qualities of the employee or job applicant. (See Exemptions)
Employment legislation does not deal specifically with sexual harassment or harassment on other grounds. (See Harassment and sexual harassment)
Legislation does not provide any specific protection from dismissal or disadvantage for an employee who has complained of unlawful discrimination, or witnessed or reported such discrimination. (See Victimisation)
Employers with 35 or more employees must employ a certain quota of individuals with disabilities. (See Positive action)
A range of remedies are available to employees who believe that they have suffered discrimination or sexual harassment in relation to work. (See Remedies and penalties)