Mobilization in Ukraine: how to get a job for a temporarily unfit person

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Temporary unfitness is not is an obstacle to employment if a citizen has the relevant documents

This was told by lawyer Serhiy Bohun in a media commentary. In the conditions of mobilization and war in Ukraine, many citizens are faced with the issue of employment after receiving the status of temporary unfitness for military service. performance of military duties. However, this does not mean that such persons cannot work.

Serhiy Bohun explains that a person who has been recognized as temporarily unfit for military service and has been drafted into the reserve has every right to get a job. This right is enshrined in law, and employers do not have the right to refuse employment solely on the basis of unfitness for service status.

Temporary incapacity is not an obstacle to employment if the citizen has the appropriate documents. The main thing that the employer must check is the presence of a military registration document that confirms the status of a conscript. The lawyer emphasizes that the employer is obliged to check two key points:

the presence of a military registration document (for example, a military card or a temporary card); this employment is impossible.

Such requirements are regulated by Article 24 of the Labor Code of Ukraine (Labour Code) and the Procedure for organizing and maintaining military records of conscripts and conscripts. Lawyer Yuriy Ayvazyan explains that, in addition to the military registration document, other standard documents must be submitted when applying for employment, namely:

passport or other identity document – the main identification document; individual tax number (TIN) – a document for tax reporting; work book (if available) – a document confirming previous work experience.

In cases where it is necessary to perform a certain job, the employer may also ask to provide additional documents, such as:

education documents – to confirm qualifications; health certificate – if the health condition can affect the performance of official duties.

Aivazyan emphasizes that the requirement to provide additional documents depends on the specifics of the job, however they are not mandatory for every vacancy. According to the law, the employer has no right to request more documents than those stipulated by the labor law.

All other documents that the employer may request can be provided only at the request of the employee. However, despite this, the provision of certain additional documents may be useful to assess the professional fitness and health of the employee.