In Russia, they proposed to introduce compensation for "quiet dismissal"

In Russia, it has been proposed to consolidate in legislation the responsibility of employers for creating conditions that force employees to leave "of their own volition." The initiative was sent on November 18 from the Institute for the Study of Modern Politics to Anton Kotyakov, Minister of Labor and Social Protection of the Russian Federation.

"According to a study by the SuperJob service for 2024, every third Russian company faced the manifestations of "quiet dismissal." This is not an independent phenomenon, but a direct consequence of systemic dysfunctions in the organization of work, such as an unsatisfactory working environment or poor quality of management processes, which ultimately leads to demotivation of staff and a sharp decrease in productivity," the document says.

The authors of the proposal note that the existing norms of the Labor Code of the Russian Federation do not provide sufficient protection for employees facing pressure from management. They propose to develop a national standard for the quality of working life, as well as to establish the financial responsibility of employers for the systematic creation of toxic conditions.

A key measure is proposed to introduce the employee's right to compensation in the amount of three average monthly salaries with documentary confirmation of the facts of a "quiet dismissal." According to the initiators, such a rule will become a deterrent and will reduce the number of abuses.

The initiative, as emphasized in the appeal, will help strengthen the labor rights of citizens, improve productivity and reduce the risks of intra-collective conflicts. The experts expressed their willingness to participate in further elaboration of the issue and asked the Minister to evaluate the proposed measures.

We pay little: Russians' salaries make up a small share of GDP

Salary growth in recent years has been associated with a gradual change in the structure of the economy and a shift away from the raw material model.

On September 15, Alyona Yakovleva, PhD in Economics and Managing Partner of RosCo Group of Companies, gave advice on receiving severance pay upon dismissal. According to her, there is no need to rely on verbal promises. Remind us about the allowance in your resignation letter or by sending a separate letter to the HR department. It is also important to pay close attention to the calculation of the allowance — request a pay slip and compare the amount with the average daily earnings.

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