Procedure for laying off an employee. Compensations due to an employee upon layoff. How does pre-emptive right work?

Dismissal of employees due to staff reduction is a completely legal and simple way to optimize the number of personnel to the required level. But the most problematic place in this situation can be called the termination of the employment contract, which is concluded upon hiring. How to do the entire procedure correctly and consistently, and what hidden problems you should be wary of, we will discuss in our article.

Dismissal due to staff reduction under the Labor Code of the Russian Federation - step-by-step instructions

In order for the dismissal to take place in accordance with all rules and regulations, you need to follow these simple instructions:

Issuance of a decree on layoffs of workers

In order for all your actions to be legal, you must initially issue an order. For those who are far from this topic, we remind you that a dismissal order and an order to reduce staff are completely different things and are drawn up differently. The form of the order does not have a specific clear form established by law, but despite this, its writing must be approached with all responsibility. The document must indicate the date and all changes that will be made to the staffing table. At the same time, the staffing table needs new approval.

Notifying employees of dismissal, offering other positions or vacancies, if available

According to the legislation of the Russian Federation, the manager must warn about the loss of the employee’s job 2 months before staff reduction or liquidation of the enterprise. Under such conditions, a new staffing table is created, and the order must be signed by each employee who will be left without work.

In case of reorganization of the enterprise or reduction of staff, the company management must offer the dismissed employee all vacant positions, which are on this moment in the company, and correspond to the education or qualifications in the industries in which the employee has work experience.

But in reality, many managers forget about this, and employees simply do not know their rights. Vacant places are offered that are unoccupied not only at the time of notice of dismissal, but also about places that will appear for another 2 months, until the actual dismissal of the employee.

If you receive an offer to transfer to another vacancy, you can accept or refuse it. In the first case, there is simply a transfer to another position, and in the second, dismissal. But if another position was available, but was never offered to you, then the dismissal can be challenged in court and you can achieve reinstatement.

You must notify the trade union and the employment center

The trade union organization, if there is one at the enterprise, must be notified of the upcoming staff reduction 2 months in advance, and if this dismissal becomes widespread, then 3 months in advance.

The union must send its response within 7 days, otherwise it will not be accepted or taken into account. Using the same algorithm, you need to notify the employment service.

Drawing up an order for the dismissal of employees

In order to finally initiate the dismissal of employees, you need to write and execute an order that will correspond to the T-8 form. In the line “Reason for dismissal” you need to indicate “reduction in company staff.” Such an order must be signed by the head of the enterprise and all employees subject to layoffs. Make appropriate entries in the workers’ work book.

You must make an entry in your work book to motivate your dismissal in accordance with the Labor Code of Russia. For example in in this case“Dismissal due to reduction in staff of the enterprise in accordance with clause 2, part 1 of art. 81 Labor Code of the Russian Federation."

Make an entry in the labor record book and in individual employee cards.

Payment of dismissal benefits due to staff reduction

In connection with the dismissal of an employee due to a reduction in the company's staff, the employee is entitled to payments. In order not to pay them, the employee tries in every possible way to persuade, influence, or even intimidate the employee so that he writes a statement on at will, because in this case you will not receive any financial assistance.

If an employee was dismissed due to staff reduction, he must be paid severance pay, which is equal to one average salary per year. In addition, the average monthly salary is paid until the next employment, but not more than 2 months.

Rights and obligations of a laid-off employee

Even with layoffs, the employee has the right to many things that he should know in advance and take advantage of his opportunities. These include:

But, in addition to rights, the employee also has certain responsibilities. Even if you already know that you will lose your job in a few months, you must perform your job responsibilities clearly, on time and correctly. Otherwise, management still has the right to fine you. Better spend your free time searching new job.

Dismissal due to staff reduction - compensation

After the management issued a decree to lay off workers, which contains the mention of “with the payment of severance pay,” the employees left without work must pay monetary compensation. At the same time, the order itself must be drawn up absolutely correctly, indicating the full reason for the reduction and the article of the Russian Federation, following which you are acting.

Severance pay is paid in order to support the former employee for the immediate period of searching for a new job.

It is very important to correctly determine the amount of redundancy payment. To do this, you need to take the full salary that the employee received over the last year. And divide it by the number of working days in a year. This way you will receive earnings in 1 working day. And then multiply the daily earnings by the number of days in the month that follows the employee’s dismissal. In addition, the company covers insurance payments and guarantees. Just to save money own funds and be freed from liability, many employers are trying to convince employees to write a letter of resignation of their own free will. In this case, you will not be paid any compensation or insurance.

In addition, an employee who is subject to dismissal is entitled to the following payments:

Salary for the month he worked before dismissal.
If the employee was not on vacation during the current year, then he is entitled to compensation.
Severance pay, which is paid in all cases.
Average salary for the last year of work in the organization.

Features of document preparation

But quite often there are situations when the preparation of a standard package of documents is not enough, and some controversial situations arise.

Let's look at a few examples.

If an employee who is being laid off refuses to sign the order, then an act must be drawn up. It is written in the presence of two witnesses, who certify with their signatures that the employee was notified of the upcoming layoff.
If an employee who is being laid off is trade union organization, then she must be warned about the reduction even before writing the order. In this case, you need to ask for their informed opinion about the situation.
If an employee who simultaneously holds the position of head (or deputy head) of a trade union is subject to dismissal, then he can be fired only with the consent of his immediate superiors.
If there is a suitable place for an employee who is being laid off, you are obliged to offer him a transfer to another position. If the manager does not do this, then the laid-off employee has the right to challenge the decision to lay off and return workplace forcibly.

In contact with

No company is immune from the need to downsize. What payments are provided when an employee is laid off (2017)? The Labor Code provides an answer to this and other questions related to layoffs.

Reduction

Downsizing inevitably brings change staffing table. Whether the number of employees is reduced - the number of employees filling the same positions is reduced, or the staff is reduced - positions or entire departments are excluded from the staffing table.

Payments for staff reduction 2017

When staffing is reduced, all employees dismissed on this basis must be paid severance pay. This guarantee is enshrined in Art. 178 Labor Code of the Russian Federation. Their size cannot be less than the average monthly earnings. But the employer has the right to increase the amount of benefits if such an opportunity is enshrined in the contract - labor or collective.

In addition to benefits, a dismissed employee has the right to retain his average monthly earnings while he is busy looking for a new job. An employee has the right to count on this support for no longer than two months from the day he is fired.

Only in exceptional cases can financial support be extended for a third month. To do this, you need a decision from the employment service authority. Service employees can take the side of the employee if he turned to them for help in finding a job within two weeks after his dismissal, but by the third month after his dismissal he was unable to find a new job.

Payments in case of staff reduction to individual employees

laid-off employees from organizations in the northern territories (the Far North and areas equivalent in status) are entitled to severance pay in the amount of average monthly earnings. During the period of searching for a new employer, they have the right to count on payment of their average monthly earnings for three months after dismissal (including severance pay) (Article 318 of the Labor Code of the Russian Federation). If workers in the north apply to the employment service no later than a month after dismissal, then financial support will remain for them for up to six months. This is provided that the service was unable to employ them earlier;
Seasonal workers have the right to receive severance pay. Its size cannot be less than their two-week average earnings (Article 296 of the Labor Code of the Russian Federation).

What payments are due when part-time workers are laid off?

A part-time worker may also be laid off. He, like the main employee, has the right to guaranteed severance pay. But a part-time worker does not have the right to retain his average monthly earnings while looking for a job. After all, this assistance is targeted - for those who are not employed. And a part-time worker besides extra work has another main job. After being laid off part-time, he does not lose his place at his main job.

When and by whom are redundancy payments made?

Severance pay must be paid to the employee on the day the employment contract ends.

The average salary saved during the search for a new employer is paid to the dismissed person at his request. Former employee You will need to show your work record to the company management, which will show that you are not yet employed. Average earnings is retained by the employee for a certain period (for most employees no more than two months from the date of dismissal). Therefore, the employer is obliged to pay it at the end of the term.

If an employee applied to the employment service after dismissal and was not employed by this body for three months, then the employee has the right to count on payment of saved earnings for the third month without work (and for northern workers up to six months). To do this, in addition to the application and work record book, you need to provide the employer with a decision from the employment service.

Severance pay and retained earnings while looking for work are paid at the expense of the employer who made the reduction.

At the initiative of the employer, the dismissal of an employee may occur in the event of a reduction in staff or numbers, and prerequisite such dismissal must be competent documenting dismissals - notification of the employee within a certain period, offer of vacancies. In addition, severance pay must be paid upon dismissal due to staff reduction (clause 2, part 1, article 81 of the Labor Code of the Russian Federation, part 1, article 178 of the Labor Code of the Russian Federation).

Dismissal procedure due to staff reduction

Quite often, dismissal on this basis is contested by the employee due to non-compliance with procedural issues. What is necessary for fair dismissal?

First of all, the organization must have a real reduction in staff, that is, the position being reduced must actually be excluded from the staffing table, and not renamed. This may be the case if part job responsibilities there is no longer any need to perform, and the rest is redistributed among other employees. In addition, it is necessary to inform the employee in advance, at least two months in advance, about the dismissal against signature, and offer vacant positions (Article 180 of the Labor Code of the Russian Federation). Required element dismissal procedures include payment of severance pay in case of layoffs and preservation of average earnings for the period of the second, and in exceptional cases, the third month of employment (Article 178 of the Labor Code of the Russian Federation).

Amount of severance pay

The obligation to pay severance pay is determined by law. Wherein internal documents the organization may provide increased severance pay for individual situations or for certain categories of employees, for example, benefits may be higher for employees who have worked for many years at the enterprise. In addition, in the employment contract with the employee or in additional agreement may indicate the payment of severance pay in excess of that established by law.

But regardless of the provisions of local acts or categories labor worker There is mandatory procedure calculation of the amount of severance pay in the event of a reduction, and in 2017 this procedure did not change.

Upon dismissal due to staff reduction, among other payments, the employee must be paid severance pay in the amount of average monthly earnings. Moreover, if former employee does not find a job, he will be able to receive benefits for another month, and in exceptional cases, for the third (Article 178 of the Labor Code of the Russian Federation).

But besides general rule, which determines the amount of severance pay, provides for specifics in relation to certain categories of employees:

if there is a contract with the employee fixed-term contract for a period of up to two months, the benefit is not paid;
if this is a seasonal worker, then severance pay is paid in the amount of two weeks’ earnings (Part 3 of Article 296 of the Labor Code of the Russian Federation);
if the organization is in the Far North region, then payments can be made to the employee even if he was unable to find a job within six months (Article 318 of the Labor Code of the Russian Federation);
if managers, their deputies, and chief accountants of state and municipal companies are laid off, the amount of severance pay is limited maximum size- three times the average monthly salary (Article 349.3 of the Labor Code of the Russian Federation).

Terms of payment of benefits upon dismissal due to staff reduction

Payment of benefits is made on the last day of work along with the due wages and compensation for unused vacation.

The basis for payment of benefits for the second month will be the work book of the laid-off employee, confirming that the employee is not employed. It is recommended to obtain an application from a former employee accompanied by a copy of the work record book. Payment for the third month is made only based on the decision of the employment service.

But as for the payment period, the legislation does not indicate when the payment must be made. Taking into account the fact that the employee applies for payment after the expiration of the period specified in the legislation, that is, at the end of the second and third months, the date of payment can be agreed upon additionally and indicated in the employee’s application.

Payments upon layoffstates are called upon to financially support a dismissed employee during the period of his employment. It is not very easy to independently figure out what exactly is owed to the employee in such a situation, what the amount of payments is, and also in what time frame they are provided. We will discuss these issues in more detail in this article.

What payments are provided upon dismissal due to staff reduction?

In today's unstable economic situation, there are often cases when employers are forced to reduce staff. This could be 1-2 employees or tens, hundreds of people (for example, during the liquidation of an organization). The procedure and procedure for calculating payments are the same, regardless of the number of employees who were laid off. The issues of providing guarantees and compensation to citizens who have been laid off at work are regulated by Art. 180 hours 3 Labor Code RF dated December 30, 2001 N 197-FZ.

First of all, it is necessary to note the payments that are due to workers upon dismissal in general procedure, no one exempts the employer from these payments. These include:

salary not yet received for the last month of work;
compensation for vacation that the employee did not use for any reason.

IMPORTANT! About the upcoming reduction in the workforce of workers should employer (an order is issued in writing for the enterprise, and all employees are introduced to it against signature) at least 2 months before dismissal. It is assumed that during this period of time the employee who has been laid off will be able to find a new job.

There are also compensation payments (regulated by Article 178 Part 3 of the Labor Code of the Russian Federation), which should help a citizen laid off due to layoffs provide for himself while he is looking for a new job. This:

severance pay (calculated by the worker’s average earnings);
payment in the amount of the average salary for the period while the citizen is not employed, but no more than 2 months from the date of his layoff.

Terms of payments when laying off an employee

Let's consider in order when payments are made during layoffs. On the day of actual termination of the contract with the employee, wages and compensation for vacation that is not used are calculated based on the total amount. The payment procedure here remains the same as in a regular calculation upon dismissal of an employee.

In addition, on the day of layoffs, severance pay is paid, since this benefit is guaranteed and does not depend on whether the dismissed employee is employed by another employer or not.

After 1 month from the date of dismissal of the employee, no payments are made. After two months have passed from the date of dismissal of the worker, if he has not found a job, upon his written application, the employer makes a payment in the amount of the average salary of the dismissed person. When paying such compensation, compensation already paid (severance pay) is taken into account.

Payment of severance pay in case of staff reduction

As stated above, severance pay is calculated from the worker’s salary (the average value is taken). It cannot be less than the average monthly salary. Collective or, for example, ordinary employment contract with the employee they may provide for a different amount - in the direction of increasing severance pay. Then the laid-off employee will receive exactly this benefit.

Important: payment of severance pay does not relieve the employer from paying bonuses and other incentive payments due to the employee, if they were provided for in the contract.

You should keep in mind some special cases when redundancy payments are calculated differently or are not paid at all. So, when the payment is calculated when laying off a worker who worked in seasonal work, the average salary is taken for a period of 2 weeks, not 2 months (Article 296, Part 4 of the Labor Code of the Russian Federation). Workers who have entered into a fixed-term employment contract for no more than 2 months do not receive severance pay (Article 292, Part 4 of the Labor Code of the Russian Federation). Part-time employees who have been laid off due to staff reduction (Article 287, Part 4 of the Labor Code of the Russian Federation) have the right to receive severance pay on an equal basis with others, but are deprived of benefits in the amount of the average salary for the period of employment with another employer (while maintaining their main place of work ).

The employer and employee can agree on an earlier dismissal period than 2 months. In this case, in addition to the main compensation payments, additional payments are made in relation to an employee who has been laid off. Additional compensation is calculated in proportion to the time that the employee did not work before the generally assigned deadline, also based on the average salary. Other required benefits (severance and for the period of placement with another employer) are also paid.

Payment of average earnings for the period of employment with a new employer

Situations often arise when, within 2 months after a reduction from previous place the worker has not found a new employer. In this case, as stated earlier, he is entitled to a benefit in the amount of the average salary for the period of job search (but not more than 2 months), this guarantee is provided by Art. 178 part 3 TKRF.

However, it happens that a new job was found in the middle of the month, how to calculate the payment? In this case, the redundancy payment is calculated in proportion to the time spent searching. That is, if an employee was employed by a new employer on the 7th, then the average payment will be calculated for the 6 days of the month during which he was still looking for work.

There is an exception, and the average monthly payment (by decision of the employment service) can be extended for another 1 month (i.e. to the 3rd) if the conditions are met:

the redundant employee was registered with the employment authorities within 2 weeks from the date of dismissal;
within 3 months the employment authorities did not find him a job.

So, we have looked at what payments are due when an employee is laid off, be it a reduction in the number of employees or staff, or the liquidation of an enterprise. The problem of layoffs at work will not be so acute for you if everything due payments you will receive in full.

Sometimes the reason for the dismissal of one or more employees of an enterprise is not the decision of the employer or the employee himself, but an objective necessity. The situation may be related to the transition to a new (automated) level of production or to the fact that the organization no longer needs the same number of employees. In such cases, there is a reduction in the number or staff of employees.

For the employer, this becomes a legal tool that allows optimizing the composition of personnel and the structure of the staffing table. However, the use of such a technique is associated with a large number of nuances and requires compliance with many rules.

Basic concepts and terms

In order to understand the intricacies of the topic and understand who, how and under what circumstances can be fired if there is a reduction in staff, you should define the main concepts:

The number of employees is the number of all employees of the enterprise, in other words, this is the payroll. If we're talking about about dismissing several representatives of the same profession performing similar functions, while maintaining the position on the staff list, then this is a reduction in the number of employees. An example would be the dismissal of three out of five architects.
The staff of employees is absolutely all positions represented in the company (managerial, administrative, workers and others). Their list represents the staffing table, in accordance with which the structure of the organization’s personnel is formed.
Reducing the number of staff may be necessary in order to exclude from the list positions that duplicate each other, or those that can be combined into one staff unit. This concept also includes measures aimed at eliminating any division.

This means that staff reduction is accompanied not just by a decrease in the number of employees with the same responsibilities, but also by the dismissal of all employees performing specific job functions. Returning to the example above, a downsizing would result in all five architects being laid off. Perhaps it is more profitable for the company not to keep these employees on staff, but to hire them from time to time to perform a separate task (outsourcing).

Legislation on dismissal due to staff reduction

Legal aspects accompanying the breakup labor relations due to changes in the structure of the staffing table, it is regulated by the Labor Code of the Russian Federation. A reduction in the number of employees (due to the liquidation of an organization or a change in its owner) is discussed in Article 81. Other common situations related to the termination of contracts with employees at the initiative of the employer are also listed here.

Among other cases, this article provides for the procedure for dismissing employees:

Who can be laid off?

The decision on which the reduction of the number or staff of employees depends is made by the employer, but at the same time he must take into account the rights of employees enjoying certain benefits.

When considering candidates for employees subject to dismissal, the manager is obliged to comply with the rule set out in Art. 179 TK. It states that staff reductions should occur at the expense of the least qualified personnel, who have the lowest labor productivity indicators. The practical implementation of this rule is often associated with an assessment of the experience and length of service of employees. It is assumed that those who have recently worked at the enterprise represent the least value to the team.

To assess the importance of an employee, the result of the qualification exam, his education and the level of performance for the previous period are also of great importance. This means that when comparing two workers occupying the same position, preference will be given to the one who has higher education. His colleagues who received secondary specialized education will probably be laid off.

Categories of personnel not affected by dismissal due to staff reduction

The reduction in staff does not affect the following categories:

Parents of children with disabled status.
Mothers and fathers raising children on their own (single).
Parents of large families until youngest child will not be 14 years old.
Citizens who are the sole breadwinners of their families.
Employees who have suffered an occupational injury or illness as a result of their work at that company.
Disabled people who suffered as a result of wars, the Chernobyl disaster or the Semipalatinsk tests.
Employees of the company who have awards (Hero of the USSR, Knight of the Order of Glory) or the title of inventor.
Workers who combine their work labor functions with training.

Dismissal due to staff reduction does not affect those employees who are members of a trade union or act as elected representatives of the work collective and take part in negotiations with the company's management.

Also, employees of the enterprise who are on sick leave, regular leave or maternity leave. True, this can be done with their written consent or upon complete liquidation of the company.

How retirees and part-time workers are laid off

The Labor Code of the Russian Federation (Article 3) contains a ban on employer discrimination based on age. Most often this applies to employees who have reached retirement age and continue to perform their job duties. If necessary, they will also be affected by redundancy, but it is illegal to use their social status as a basis for dismissal.

Taking into account the experience and qualifications of pensioners, they, on the contrary, fall under the definition of employees with preferential rights. Based on the fact that they can be one of the most useful employees of the enterprise, they are the last to be laid off.

When planning the dismissal of an employee who combines two positions, the employer performs almost all standard actions. The only difference is that the law does not establish whether it should accrue payments to such an employee.

In fact, redundancy benefits are necessary for those who lose their source of income. However, while remaining in the company, the part-time worker continues to receive wages. Here the decision on payments and their amount remains with the employer.

Why do employers resort to layoffs?

The state allows enterprise managers to independently decide on the need to reduce staff or the number of personnel. However, in the event of controversial situations, the economic feasibility of these measures can be verified by the judiciary.

This condition places the obligation on the employer to inform its subordinates about why the workforce is being reduced. This information is set out in the relevant order and may be related to the following factors:

With a low level of profitability. Lack of profit does not allow management to pay at the proper level for work the same amount employees. By reducing labor costs, an organization can save some money to pay off debts or purchase a new batch of materials.
Ineffective staff structure. If among the organizational positions there are those that duplicate each other or are not valuable for maintaining economic activity, their elimination will be justified.
Introduction of new technologies or equipment. When production becomes more automated and does not require the same number of employees, staff reduction can significantly reduce costs and increase profitability.

What rules must an employer follow when reducing staff?

The forced dismissal procedure can significantly affect the well-being of those employees who are subject to layoffs. They do not always have the opportunity to find a workplace with the same conditions as at this enterprise. For this reason, the state dictates certain conditions to managers, compliance with which to a certain extent protects the interests of dismissed workers:

In the event that the company’s management “forgets” to inform the employment service about their intentions, in addition to fines, the court may oblige them to pay wages employees for forced absences.

How staff reduction occurs: step-by-step instructions

Any head of a company or organization, when planning and implementing staff reduction measures, must know and comply with all legal norms and requirements. Ignoring or unintentionally violating one or more rules can lead to quite serious consequences: a fine or legal proceedings.

Based on this, the employer is interested in implementing a phased reduction of staff (the Labor Code of the Russian Federation establishes a list necessary documents and procedures):

In the event that an employee does not agree to the transfer and continuation of cooperation with the company, the last on the list of required documents is an order for his dismissal. It is recognized as usual for this document unified form T-8.

How is dismissal due to staff reduction completed: compensation for vacation, severance pay

The dismissal of an employee who was informed on time and refused the offered vacancies takes place simultaneously with the payment of all necessary funds to him.

Along with the work book, the former employee is given:

Wages accrued for the last period worked.
Compensation payments for unused vacation (if any).
Special payments in case of staff reduction (severance pay). Their amount is often equal to the average salary, but can be higher if this is specified in the collective agreement.

The company continues to pay redundancy benefits to the employee for another two months if he is listed on the labor exchange but cannot find a job. Its size is set at the average salary, but it does not take into account the amount that has already been issued.

If an employee wishes to resign earlier than the deadline set by the employer, he must be paid the money accrued for unworked time. That is, in fact, in any case, he will be paid for the two-month period between the announcement of the reduction and the date on which this procedure is planned.

Payments to certain categories of personnel

The procedure for laying off some employees is slightly different from the one outlined above. This is due to the non-standard nature of their work functions or special circumstances:

For those employees whose duties are considered seasonal, redundancy payments amount to an amount equal to the average salary for two weeks.
Employees of organizations located in the Far North are paid a one-time severance pay and an average salary for three months (if they are not hired earlier).

What will be indicated in the work book

According to Art. 81 of the Labor Code, staff reduction is indicated as a basis for termination of an employment contract in the employee’s work book. It is issued on the day of dismissal along with the accrued amount of money. Upon receipt of them, the former employee of the enterprise signs several documents (personal card, work record book, insert).

The confirmation of the record that the employment contract is terminated is the signature of the HR department employee (who maintains work books) and the employee being dismissed, as well as the seal of the manager.

What should an employee's behavior be like when being made redundant?

When a person receives notice that he is planning to be laid off, he should take the following actions:

Make inquiries about the list of persons who do not have the right to dismiss and find out if he is included in this category. In the event that they discover any factor that gives the right to privileges or benefits, this should be stated in a letter and submitted to the manager. The best option It is considered that the letter is drawn up in two copies. One of them is given to management with a request to put a mark of receipt on the second. This will be useful evidence in favor of the employee if the case goes to court.
Present demands regarding an alternative place of work at this enterprise. The employee does not have to agree to the offer, but a written refusal by the employer to provide vacancies may also become grounds for canceling the decision to lay off.
To receive additional payments, you must register with the employment service within a period of no more than two weeks after the staff reduction was made. The Labor Code of the Russian Federation specifies exactly this period. Then the employee becomes entitled to two months' allowance (average wage) if he fails to find a new job.

Most important aspect concludes that the employee should not write a letter of resignation himself after he becomes aware of the upcoming layoff.

Also, you should not give in to your boss’s persuasion and compromise, because dismissal by agreement of the parties does not provide for the payment of severance pay.

Professions at risk

Given the complex economic situation, reductions may affect a fairly wide range of companies and organizations. Doctors and teachers may not fear for their jobs, but many firms will still undergo reorganization.

Among employees of budgetary enterprises, funding for the following professions may be limited:

Employees involved in the telecommunications sector.
Librarians.
Postal workers.
Mosgotrans employees.
Reduction of the staff of the Ministry of Internal Affairs.

In addition, some employees of state and commercial banks will have to look for new jobs.

Experts say that against the backdrop of such a disappointing situation and in the absence of wage increases, many highly qualified personnel will quit on their own initiative. Without waiting for layoffs, they will develop new ones current professions or look for use of your talents in other countries.