• An employment contract is concluded in two copies, one for the employee and the other for the employer.
• Starting January 1, 2026, all employment contracts are concluded exclusively on an electronic platform using an electronic signature.
• Employees can view and sign their employment contract by logging into the RA State Revenue Committee's electronic platform for individuals (self-portal.taxservice.am) via the "YesEm" identification system, under the "Employment Contracts" section.

As a rule, to conclude an employment contract, the employer will ask you to provide:

• passport or identification card,
• bank account details (in some cases, the employer assists with this and provides a bank card through a partner bank, covering the annual maintenance fees),
• diploma (at the employer's discretion),
• health certificate (at the employer's discretion).

The employer may also request other documents, such as a reference letter, letter of recommendation, certificates, information regarding your previous salary, etc.

Before starting work, it is necessary to study the employment contract in detail, paying attention to the following points:

• The location where the work is to be performed,
• The salary amount and the procedure for determining it,
• Possible benefits,
• The work schedule,
• Vacation duration and the procedure for providing it,
• The job title,
• The type of employment contract,
• The year, month, date, and place of concluding the employment contract,
• The year, month, and date of the start of work,
• Job responsibilities and functions,
• The procedure for providing bonuses or increments (if any),
• In the case of a probation period, its duration and conditions.

An employment contract is concluded:

• for an indefinite term, when only the start date of the work is fixed,
• for a fixed term, when the contract has a specific duration for the performance of the work.

In addition to standard contracts, the following types of contracts also exist:

With Homeworkers

Those who perform work at home under an employment contract using materials, tools, and equipment provided by the employer or acquired at their own expense are considered homeworkers (remote or hybrid).

By Way of Concurrent Employment

Concurrent employment is work performed by an employee during their free time from their primary job, which can be carried out for the same or a different employer on the basis of an employment contract.

Seasonal

Work that, due to climatic conditions, is performed not throughout the year but during a specific period (season) not exceeding 8 months is considered seasonal.

Temporary

A temporary employment contract is concluded for the performance of specific work, the duration of which is less than 2 months.

The contract should include the following sections:

• the parties' details (name, address, passport data),
• the subject of the contract (description of the service being provided),
• the rights and obligations of the parties,
• the service price and payment procedure,
• the term of the contract,
• liability terms,
• the dispute resolution procedure,
• the signatures of the parties.

The price of the service is determined by the mutual agreement of the parties. It can be:

• a fixed amount for the entire service,
• an hourly rate,
• phased payments based on the work performed,
• periodic payments (monthly, quarterly, or otherwise).

The contract can be concluded:

• for a fixed term (for example, 1 year),
• for an indefinite term (until terminated by one of the parties),
• until the completion of a specific task.

Liability for a breach of contract is usually defined as:

• a penalty (for example, a specific percentage of the payment for each day of delay),
• a fine (a lump sum for the violation),
• compensation for damages,
• the possibility of unilateral termination of the contract.

The contract can be terminated:

• by mutual agreement of the parties,
• unilaterally, in cases provided for by the contract,
• upon expiration of the contract term,
• through judicial proceedings in the event of material breaches.

If the service is of poor quality, the client has the right to demand:

• Free rectification of the defects,
• A proportional reduction in the price of the service,
• Compensation for expenses incurred by the client to rectify the defects,
• Termination of the contract and compensation for damages.

A probation period is not established if the following persons are hired:

• individuals under 18 years of age,
• persons occupying elective positions (civil positions, for example, judges, prosecutors),
• persons who have passed qualification exams for the appointment to a position,
• persons who have undergone training at the employer's premises or at another location at the employer's initiative,
• persons transferring to another job with the employer's consent.

Yes. An employment contract can be terminated during the probation period if the employer determines, based on the current results of the probation, that the employee does not meet their requirements. The employee, in turn, can also terminate the employment contract if the employer or the specific job does not meet their expectations.

The employer is obliged to:

• Provide the employee with work and organize their tasks,
• Pay the employee's salary within the prescribed timeframe and in the established amount,
• Provide the employee with paid and unpaid leave,
• Ensure safe and healthy working conditions,
• Protect the employee's personal data, which must be obtained only from the employee,
• Inform the employee about the purpose of obtaining personal data and the possible means of obtaining it,
• Refrain from obtaining data regarding the employee's political, religious, or personal life, unless it is directly related to the labor relationship and is done with the employee's written consent,
• Not base decisions solely on personal data obtained through electronic means.

The employee lacks authority if they:

• have the status of an accused person,
• are in custody.

In such cases, the employee's position is maintained within the scope of the proceedings, but the salary is not. Additionally, the employee cannot exercise the right to annual leave during this period.

Yes, the employer has the right to prevent the employee from performing their duties and even withhold salary if the employee is under the influence of alcohol, drugs, or psychotropic substances.

After the period of suspension ends, the employee may return to work, provided that no grounds for terminating the employment contract have arisen during that time.

The employee has the right to demand compensation for damages if the employer has unreasonably prevented them from working.

Yes, the employer may make deductions from the salary if:

• an error occurred in the salary calculation, and the employer overpaid the employee,
• an excess advance payment was provided during a business trip or a transfer to another job,
• the employee damaged the employer's property or caused other damages.
• furthermore, deductions cannot exceed 50 percent of the employee's monthly salary.

The work schedule includes:

• The actual period worked,
• The period spent on business trips,
• The time required to organize or prepare the workplace,
• Breaks,
• Mandatory medical examinations,
• The time required for professional qualification training at the workplace or in educational institutions,
• Down-time periods.

The work schedule is set at 40 hours per week, with a maximum of 8 hours per day. The work week consists of 5 working days, with the remaining days of the week being days off.

In organizations where a 5-day work week is impossible due to the nature of production or other conditions, a six-day work week is established with 1 day off.

A part-time work schedule is established in the following cases:

• By mutual agreement between the employee and the employer,
• At the request of the employee based on a medical report regarding their health status,
• At the request of a pregnant woman or an employee caring for a child under the age of 1,
• At the request of a person with a disability based on a medical report,
• At the request of an employee caring for a sick family member based on a medical report.

Overtime work is permitted if:

• Preventive measures are being taken regarding emergencies, accidents, natural disasters, breakdowns, or similar incidents,
• It is necessary to finish the work, as a cessation could lead to the malfunction of work materials or equipment,
• It is mandatory to replace an employee whose absence could lead to a disruption of work.

Overtime work is not permitted for:

• employees under 18 years of age,
• employees studying in general education or vocational schools,
• employees working in hazardous conditions,
• pregnant women and employees caring for a child under the age of 1.

An employment contract can be terminated:

• if the employee, without a valid reason, fails to report to work on the date specified in the employment contract;
• by mutual agreement of the employer and the employee;
• at the initiative of either the employer or the employee;
• if the term of the employment contract has expired;
• if the employee is conscripted into compulsory fixed-term military service;
• if, by a legal verdict of the court, the employee has been subjected to a liability that does not allow for the continuation of work;
• if the employee is under 16 years of age and one of the parents, a guardian, their doctor, or the inspectorate body demands the termination of the employment contract;
• if the working conditions have changed;
• in the event of the employer's death (if the employer is a physical person);
• in the event of the employee's death;
• if the employee submitted false documents to the employer upon recruitment.

An employment contract is terminated by mutual agreement if the employer or the employee proposes in writing to terminate the contract.

If one of the parties agrees to the proposal, they must notify the proposing party within 7 days.

In this case, a written agreement is concluded, specifying the date of contract termination and other conditions.

Both the employer and the employee can terminate a fixed-term employment contract. One of the parties must provide written notice at least 10 days before the expiration of the contract term.

If the employee has not notified the employer about the termination of the employment contract and does not report to work on the working day following the last working day provided by the contract, the contract is considered terminated, and the employer is obliged to perform a final settlement with the employee within 5 days.

If the employee has health problems, or the employer fails to fulfill their obligations stipulated in the employment contract, the employee has the right to submit the notice at least 5 days in advance.

The employer is obliged to notify the employee at least 2 months before terminating the employment contract. However, in certain cases, the notice periods change as follows:

• for up to 1 year of employment: at least 14 days in advance;
• for 1-5 years of employment: 35 days in advance;
• for 5-10 years of employment: 42 days in advance;
• for 10-15 years of employment: 49 days in advance;
• for 15 years of employment or more: 60 days in advance.

Furthermore, for each day of delay in notification, the employer is obliged to pay the employee a penalty in the amount of the employee's average daily wage.

The employer has the right to terminate the employment contract if:

• the organization has been liquidated;
• the number of employees or positions has been reduced (staff reduction);
• the employee does not correspond to the position held or the work performed;
• the previous employee has been reinstated in the position;
• the employee has periodically failed to comply with internal disciplinary rules;
• the employer has lost confidence in the employee;
• in case of the employee's long-term incapacity for work (if the employee has not appeared for work for more than 120 consecutive days);
• the employee was under the influence of alcohol or drugs at the workplace;
• the employee failed to report to work for an entire working day without a valid reason;
• the employee refused to undergo a mandatory medical examination;
• the employee received at least 2 disciplinary reprimands;
• the employee failed to perform their work duties for more than 10 consecutive working days or more than 20 working days during the last 3 months;
• the employee has reached the age of 63 (for those entitled to an old-age pension) or 65 (for those not entitled to an old-age pension), provided this clause is stipulated in the employment contract;
• the residence status has expired or been declared invalid (in the case of a foreign citizen).

The employer does not have the right to terminate the employment contract if the employee:

• is on temporary incapacity for work;
• is on vacation;
• is on maternity leave;
• is on childcare leave for a child under 1 year of age;
• is on strike;
• is performing work assigned by state or local self-government bodies;
• has failed to report to work during a period of prevention or elimination of emergencies (natural disasters, technological accidents, epidemics, accidents);
• has failed to report to work because they have a child under 12 years of age, and educational institutions have provided the child with unplanned leave;
• is participating in military combat operations.