Armenia's employment legislation and practices offer a balanced and secure framework that safeguards the rights and obligations of employers and employees. By addressing various aspects of employment, such as social welfare taxes, employee rights, standard benefits, confidentiality, and non-competition, Armenia ensures a fair and thriving working environment for its workforce. The positive attributes of these laws foster a conducive atmosphere for businesses to grow and employees to excel. As the country continues to develop, it is crucial that the government and private sectors work together to enhance and adapt these employment practices, further promoting economic growth and social welfare in Armenia.
Armenia's labor market encompasses a variety of sectors, including agriculture, industry, services, and technology. Employment opportunities in the country range from full-time and part-time positions to temporary and seasonal work, freelance, and self-employment.
Labor Code of the Republic of Armenia (Law No. HO-262-N, 2004, amended in 2020): This comprehensive legislation governs employment relations in Armenia, ensuring the protection of employees' rights, equal treatment, and fair remuneration.
Law on State Pensions (Law No. HO-110-N, 2010): This law outlines the principles of state pensions and regulates the contributions and benefits related to pensions, sickness, maternity, and unemployment.
Law on Occupational Safety and Health (Law No. HO-33-N, 2015): This law aims to protect workers' safety and health in the workplace by outlining the obligations of employers and employees concerning risk prevention and the working environment.
The Law on State Pensions mandates that employers and employees contribute to the state pension fund. Employers contribute 17.5% of an employee's gross salary, while employees contribute 5%. These contributions cover pensions, health insurance, and unemployment benefits.
In addition to social welfare benefits, employees in Armenia are entitled to:
The Labor Code stipulates the conditions under which an employer may terminate an employee's contract. These include poor performance, failure to fulfill contractual obligations, or redundancy. Employers must provide notice, ranging from one to three months, depending on the employee's years of service, and offer severance pay in certain cases.
The Law on Personal Data Protection (Law No. HO-139-N, 2015) governs the handling of employee records. Employers must take appropriate measures to protect the confidentiality and integrity of personal data, ensuring that it is only accessed by authorized personnel and used for legitimate purposes.
Non-competition clauses may be included in employment contracts to prevent employees from sharing trade secrets or sensitive information with competitors. The Labor Code regulates these clauses, limiting their duration to two years after the termination of employment and requiring employers to compensate the employee for the restriction.