The most frustrating mistake which almost all foreign companies operating in Russia make is their ignorance of the subtleties of Russian labour law and their unwillingness to familiarize themselves with it. Foreign executives tend to apply foreign standard HR practices on Russian soil. This is where the basic problem lies.
Make provision for a rainy day but in good time’ is true for Russia. As we speak, many people are thinking of the place for the New Year holidays. The Government of the Russian Federation has already approved the public holiday calendar for the next year: 1-10 January, 2016 are non-working days.
Heads of foreign representative offices are often reimbursed for rent expenses, the use of a personal vehicle, etc. On the one hand, in the eyes of the government, such reimbursements constitute income and must be taxed (personal income tax). On the other hand – there are legal ways not to pay this tax.
Our calculations are best for the foreign employees who have the status of a person temporary staying in the Russian Federation. If the foreign employee has the temporary resident status, the salary tax savings (or increase of the income) can be not 24 %, but 5 %. In any case, this is quite good too. However, these provisions are absolutely not applicable to the employees who have the permanent residence permit or Russian citizenship.
During last six months of year 2014 the exchange rate of the Russian Ruble spiraled downward; in the mid-December (on the so-called Black Tuesday), the Ruble has been named as the most unstable national currency in the world.