Store Employees During Wartime: Safety, Schedules, Pay and Absences

Store owners must provide safe working conditions, set procedures for alerts and evacuations, agree on communication channels, and keep accurate records of work. The standard working-time limit is up to 40 hours per week. During martial law, employees must be notified of changes to essential working conditions before those changes take effect. Wages must be paid at least twice a month. Hostilities may affect the payment deadline, but the obligation to pay any outstanding wages remains.

Every break or absence needs its own grounds and supporting documents. If a hazardous production situation arises through no fault of the employee, the law provides for their average earnings to be maintained. Mobilized employees retain their jobs and positions. If an employee cannot be reached, the employer should first record the absence and find out why it occurred. An employment contract may be suspended when armed aggression makes it impossible for both parties to perform their obligations: a unilateral suspension may total up to 90 calendar days; a longer period requires their agreement.

Prepare the store and employees for emergencies

The employer is responsible for safe conditions in the store. The employer must maintain the premises and equipment in proper condition, conduct safety briefings, and eliminate hazards. Employees must follow safety rules and report threats to their manager. These duties also apply during martial law.

Before work begins, notify the employee, in a manner agreed with them, of information about the employer, their position and duties, start date, assigned workplace, and required equipment. Explain their rights and obligations, working conditions, work and rest schedule, any applicable collective agreement, annual leave entitlement, pay terms and amount, and the procedure and notice periods for ending the contract. If professional training is provided, explain how it will be organized. Obtain the employee’s signature to confirm they have received information about any hazardous or harmful factors remaining in the workplace, their possible health effects, and their right to benefits and compensation for working in those conditions. Provide the required occupational safety and fire safety briefing.

Organize occupational safety in line with the number of employees. An enterprise with 50 or more employees must have an occupational safety service. If it has fewer than 50 employees, trained persons may perform those duties in a second job alongside their main employment; if it has fewer than 20, a trained outside specialist may be engaged under a contract. Appointing a responsible person does not remove the employer’s responsibility.

Separately, decide who will organize civil protection. An individual entrepreneur (FOP, the Ukrainian abbreviation for “individual entrepreneur”) carries out civil protection measures personally. At a legal entity, the head checks the number of employees and its civil protection category. A civil protection officer must be appointed at second-category entities and entities with 200 to 3,000 employees. Entities assigned to the relevant civil protection categories with more than 3,000 employees must establish a civil protection unit. Other entities with fewer than 200 employees must appoint a responsible person from their staff. The head approves regulations for the unit or a job description based on the standard regulations. Approve fire safety instructions and appoint people responsible for carrying them out.

What to include in emergency procedures

The store owner or manager must arrange shelter for employees and evacuation of people from hazardous areas in advance. For facilities and locations where large numbers of people gather, the duty to provide collective protective equipment also covers visitors. Display clear information about safety and conduct in hazardous situations, including in formats accessible to people with visual and hearing impairments.

A practical store procedure may include these steps:

1. The owner determines, in coordination with the local government authority, the need for protective shelters for employees and, for a location where large numbers of people gather, for visitors as well. The owner identifies facilities that could meet this need and checks their capacity, access, and route together with their owner or user. If several entities use one facility, they enter into agreements on sharing its upkeep.
2. The manager identifies the main route, an accessible alternative, and how to assist people who have difficulty moving around.
3. The designated person on the shift receives the alert, notifies employees and customers, and organizes the suspension of work and movement to shelter.
4. Employees perform only those tasks involving equipment and the premises that can be completed without delaying the move to shelter.
5. The designated person on the shift checks which employees are present and tells the manager about anyone who cannot be reached.
6. The manager sets the procedure for returning after the all-clear, taking into account damage, other threats, and local authority decisions.

Approve this procedure, explain it to every shift, and practice it during training. Check the route if access to the building or shelter changes. An ordinary basement cannot automatically be treated as a suitable shelter. The Civil Protection Code allows the use of the simplest shelters during a special period only when other facilities in the protective shelter fund are temporarily insufficient.

If the store owns, uses, or is the balance holder of a shelter, it must keep the shelter ready and provide access to the relevant groups of people. The law requires 24-hour, unobstructed access to facilities that have been made ready. The balance holder conducts periodic inspections quarterly and after events that may have worsened the facility’s technical condition, draws up a report in any form, and records it in a special log. The procedure for using the shelter must take military administration requirements into account.

The store manager makes the decision on evacuation at store level. If the military administration orders mandatory evacuation, organize work accordingly. Plan the evacuation of property only if there is time to carry it out; employees must not be assigned work that poses an obvious danger to life.

How to record and pay for an interruption caused by danger

An employee may refuse an assigned task if a production situation arises that is dangerous to their life or health, to other people, or to the environment. The employee must immediately notify their direct manager or the employer. If needed, occupational safety specialists confirm the hazard with the participation of a trade union representative or a person authorized by the employees, and an occupational safety insurance expert.

The designated person on the shift records when the interruption began and ended, its cause, the employees affected, and the manager’s decision. Keep the notice of the threat, information about damage, and any other documents that explain the circumstances. The accountant determines pay based on the applicable grounds. If a state occupational safety inspectorate or occupational safety service has stopped operation of the store, a store section, or equipment, the employee retains their job and average earnings for the period of suspension under Article 6 of the Law “On Occupational Safety.” Keep the suspension document and give it to the accountant.

An alert by itself does not determine the same pay in every possible situation. What matters is the work actually performed, the danger, the reason work stopped, and the documented circumstances. When the employer stops work because of a hazardous production situation through no fault of the employee, apply the relevant average earnings guarantee.

Set a schedule employees can work

Set the store’s opening hours, shift start and end times, days off, and procedures for replacing absent employees. Take local restrictions and the time people need to travel into account. Inform employees of the schedule and record the work actually performed. For shift work, comply with Article 59 of the Labour Code of Ukraine: the break between shifts must be at least twice the length of the previous shift, including the lunch break. Employees may not be assigned to two consecutive shifts.

For an ordinary store, an employee’s normal working hours may not exceed 40 hours a week. Reduced limits apply to minors and other categories specified in Article 51 of the Labour Code of Ukraine. For example, employees aged 16 to 18 may work up to 36 hours a week.

During martial law, increasing normal working hours to 60 hours is allowed for employees working at critical infrastructure facilities. A store owner cannot use this exception solely because the store needs to serve customers for longer. For employees at such facilities whose hours are subject to a reduced limit, the special limit is 40 hours; increasing their hours requires a proportional increase in pay. These rules for increasing working hours do not apply to minors.

During martial law, the employer sets a five-day or six-day workweek and shift start and end times. The uninterrupted weekly rest period may be reduced to 24 hours. This exception does not apply to minors: the general requirement is at least 42 hours. The provisions specified in Article 6 of Law No. 2136-IX on reduced working hours before holidays, public holidays and non-working days, and moving days off, are also temporarily suspended.

How to change a schedule or establish part-time work

A part-time workday or workweek may be established by agreement with the employee. Pay depends on hours worked or output, and the employee’s scope of employment rights remains unchanged. Document the agreement and issue an order stating the start date, working hours, and pay terms.

If the employer changes essential working conditions because of changes to the organization of work, the employer must explain and document the changes and notify the employee before they take effect. During martial law, the two-month notice period under Articles 32 and 103 of the Labour Code of Ukraine does not apply. The notice should state the new schedule, pay, start date, and how the employee will communicate their decision.

If the previous conditions cannot be maintained and the employee refuses to continue working under the new conditions, paragraph 6 of part one of Article 36 of the Labour Code of Ukraine provides grounds to terminate the contract. Record the changes and the employee’s refusal. When dismissing an employee under paragraph 6 of part one of Article 36, pay severance of at least the average monthly earnings under Article 44 of the Labour Code of Ukraine. The notice alone does not provide sufficient grounds to change the conditions.

At the request of a pregnant woman, a woman with a child under 14 or a child with a disability, or a woman caring for a sick family member as confirmed by a medical opinion, the employer must establish part-time work. Article 186-1 of the Labour Code of Ukraine extends the relevant guarantees to fathers raising children without a mother, guardians, trustees, and other categories listed in that article.

Illustrative example: the salary for a full monthly quota of 160 hours is UAH 18,000. An employee works 80 hours under an agreed part-time schedule. In these circumstances, base wages are UAH 18,000 ÷ 160 × 80 = UAH 9,000 before tax withholding. The accountant separately takes any applicable supplements into account and checks the state pay guarantees. Statutory reduced working hours for certain employee categories have a different legal basis from agreed part-time work.

When other work may be assigned

The employer may not arbitrarily require work that is not included in the employment contract. As a general rule, transferring an employee to other work requires their consent. Moving an employee to another workplace in the same locality, within the agreed position, specialty, or qualifications, may not require consent, but the work must not be contraindicated for their health.

A special wartime transfer without consent is permitted only to prevent or eliminate the consequences of hostilities or other circumstances that threaten people’s lives or normal living conditions. The work must be compatible with the employee’s health; this exception does not allow transferring someone without consent to another locality where active hostilities are taking place. Pay must be no lower than the employee’s average earnings in their previous job.

Arrange remote work for suitable tasks

Internet orders, supplier communications, or reports may be handled remotely if the duties and technical resources allow it. Agree on the tasks, how results will be submitted, and the hours for work-related communication. As a general rule, remote employees organize their own working time, and internal work rules do not apply to them. Any different arrangement must be set out in the employment contract. Total working hours must comply with the applicable legal limit.

If there is a threat of armed aggression, remote work may be introduced by order without a mandatory written contract for this form of work. The employee must be informed of the order within two days after it is issued, but before remote work begins.

The terms must cover equipment and software, technical maintenance, reports, compensation for using personal equipment, and reimbursement of related expenses. If the contract does not specify arrangements for providing the necessary resources, the employer is responsible for providing them. Set a period of disconnection—the rest time when the employee may stop work-related communication.

The employee chooses their remote workplace and is responsible for safety there. The employer is responsible for equipment provided to the employee and conducts regular briefings on the recommended or provided equipment. A remote briefing may be confirmed by exchanging relevant electronic documents. Article 60-2 of the Labour Code of Ukraine also prohibits entering into a remote work contract when hazardous and harmful production factors are present.

Agree on communication and keep employment records

Agree with each employee on a primary and backup communication channel. During martial law, the parties may agree on available ways to create, send, and store orders, notices, and other employment records. Record the agreement, how receipt will be confirmed, and who is responsible for storing the documents.

The employer and employee must ensure they can communicate, including during a contract suspension. Changes to contact details must be reported immediately and no later than 10 calendar days. An employer, whether a legal entity or an individual entrepreneur (FOP), meets this obligation by updating its information in the Unified State Register (EDR, the Ukrainian abbreviation for the Unified State Register of Legal Entities, Individual Entrepreneurs and Public Organizations). The employee sends the information to the employer’s address or email listed in the EDR. If these methods are unavailable, the employee may send a text message to the employer’s official phone number.

If a party has not reported a change in contact details, the other party may properly send notices to the last known address, email, or phone number. If postal or technical communication is unavailable through those contacts, Article 7 of Law No. 2136-IX provides a specific exception to the notice requirement. Record the actual unavailability of communication; one unsuccessful attempt to call does not in itself prove that communication is unavailable.

An employer may independently determine a special procedure for employment records in territories of active and possible hostilities listed in the approved register. Accurate records of work performed and wage expenses must still be kept. For practical safekeeping, make secure copies of orders, agreements, notices, time records, and calculations, and determine who has access to them.

Pay wages and document reasons for delays

Set wage payment dates in a properly documented employer instrument, with the agreement required under Article 115 of the Labour Code of Ukraine. Wages must be paid at least twice a month: the interval may not exceed 16 calendar days, and payment for the relevant period must be made no later than seven days after that period ends. If a payment date falls on a day off, pay on the preceding day.

Payment for the first half of the month must be at least the amount due for time actually worked, calculated using the wage rate or salary. Before each payment, the accountant checks time records, employment orders, and pay terms, while the owner ensures funds are available and the payment is made.

The employer must take all possible steps to pay wages on time. The employer may be exempt from liability for a delay if it proves a causal link between the delay and hostilities or other force majeure circumstances. If payment is impossible specifically because of hostilities, the law allows it to be postponed until operations resume.

Keep documents that explain the specific obstacle: notices from the bank, information about damage, loss of access, or other actual circumstances, as well as evidence of attempts to make payment. Merely citing martial law is not enough. The accrued debt remains, and the employer must pay it.

If a collective agreement is in force, individual provisions governing relations covered by Law No. 2136-IX may be suspended only by mutual agreement of the parties and in the manner set out in the agreement. A unilateral order does not replace that consent.

What to document if an employee is mobilized

Obtain a document confirming the employee’s conscription or acceptance into military service and the service start date. This may be a relevant military registration document, certificate, or extract from a military unit’s records. On that basis, issue an order releasing the employee from work for the period of service while retaining their job and position. Give the order to the accountant and the person responsible for time records.

The guarantee under part three of Article 119 of the Labour Code of Ukraine applies, in particular, to mobilized employees, called-up reservists, officers, people assigned to basic military service, and people accepted into military service under contract during a special period. It also applies when the employer is an individual entrepreneur. These rules do not provide for maintaining average earnings; the service member receives monetary support from the state budget.

Separately check whether the store has agreed to make additional payments under an employment or collective agreement. A mobilized employee may also apply for compensation for unused annual leave and additional leave for employees with children under Article 83 of the Labour Code of Ukraine. The application must be submitted no later than the last day of the month in which the employee was released from work because of conscription. Also distinguish military service from other public or civic duties that a person performs during working hours under the law: for those duties, part one of Article 119 provides for retaining the job and average earnings. The document must confirm the specific grounds.

If an employee is wounded or otherwise injured while in military service and is being treated at a medical facility, is taken captive, or is declared missing, their job and position are retained under the special rule in Article 119. After treatment ends, the employee returns from captivity, or the employee reappears, and once the employee has been discharged from military service, the guarantee remains in force until the day after they are entered in the military register by the relevant authority. Another end event specified by this provision is a court declaring the employee dead. However, the guarantees in parts two and three do not apply to people who have received a final guilty verdict for military criminal offenses during a special period.

To replace a temporarily absent employee, Law No. 2136-IX allows an employer to enter into a fixed-term employment contract with another person. Clearly specify the term or the event that ends it, such as the return of the regular employee.

What to do when an employee cannot be reached

On the day of the absence, the shift lead records who did not show up and when. The owner or person responsible for employment records tries to reach the employee through the agreed channels and keeps evidence of those attempts. Until the reason is known, do not record an assumption that the employee is absent without leave as an established fact.

If the employee responds, find out whether they can work in the store, remotely, or on an agreed schedule. Record their explanation and any documents confirming the reason for the absence. Document the relevant work arrangement or leave if needed. If an employee applies to terminate their contract because hostilities in the area where the store is located threaten their life and health, Article 4 of Law No. 2136-IX allows them to terminate the contract on the date specified in the application. Verify these circumstances and document the termination. Exceptions apply when a person is forcibly engaged in socially useful work or engaged in work at critical infrastructure facilities.

During martial law, at an employee’s request, the employer may grant unpaid leave without the general limit on duration under part one of Article 26 of the Law “On Leave.” An employee who has left Ukraine or acquired internally displaced person (IDP) status must be granted such leave, on request, for the period they specify. The total duration of leave and any individual periods of it under this ground may not exceed 90 calendar days during martial law. Before issuing the order, check how many days the employee has already used under part four of Article 12 of Law No. 2136-IX. Take into account the exception in part two of Article 12 of Law No. 2136-IX: the employer may refuse this leave to an employee assigned to work at a critical infrastructure facility, to produce defense goods, or to carry out a mobilization task. Leave under parts three and four of Article 12 of Law No. 2136-IX does not count toward service for annual basic leave.

During martial law, an employee whose workplace is in a territory of active hostilities may not be dismissed for absence without leave under paragraph 4 of part one of Article 40 of the Labour Code of Ukraine. Under this special rule, the period of absence is unpaid and does not count toward service for annual basic leave. Check the status of the workplace location against the official register.

When the “more than four months” ground may apply

Paragraph 8-3 of part one of Article 36 of the Labour Code of Ukraine provides grounds to terminate a contract only if both conditions are met: the employee has been absent from work for more than four consecutive months, and the employer has had no information about the reasons during that time. Separate periods of absence cannot be added together for this ground. If the reason is known, the length of the absence alone does not establish this ground.

Before making a decision, check the entire uninterrupted period, any notices received, and possible guarantees, including those related to military service. Keep records of the absence and evidence of attempts to make contact. Termination of the contract must be documented in an order that states the specific legal grounds.

To dismiss an employee for absence without leave, the employer must establish that the employee was absent without valid reason, including for more than three hours during a workday, and follow the disciplinary procedure. Before applying a disciplinary measure, the employer must request a written explanation and take into account the seriousness of the violation, the harm caused, the circumstances, and the employee’s previous work. Only one disciplinary measure may be applied for a single violation. It must be applied promptly after discovery, but no later than one month from the date of discovery, excluding time away from work due to temporary incapacity or leave, and no later than six months from the date of the violation. The measure must be documented by order, and the employee must be notified against signature or by a method agreed under Article 7 of Law No. 2136-IX, with confirmation that they have read it.

Before dismissal for absence without leave, check the prohibition on dismissal at the employer’s initiative under Article 184 of the Labour Code of Ukraine. It covers pregnant women, women with children under three, or, in the case specified in part six of Article 179, under six, and single mothers with a child under 14 or a child with a disability. Also account for people to whom Article 186-1 extends these guarantees. For an employee elected to a trade union body, check whether prior trade union consent is required: the wartime non-application of Article 43 of the Labour Code of Ukraine has an exception for them. If the employee is under 18, the employer must also obtain consent from the district or city child services authority before dismissal for absence without leave, as required by Article 198 of the Labour Code of Ukraine. This requirement remains in force during martial law. Permission under Article 5 of Law No. 2136-IX to dismiss during sick leave or other leave requires proper grounds and the correct date: the first working day after the relevant period ends. Exceptions apply to maternity leave and leave to care for a child under three.

Under the general rules in Articles 47 and 116 of the Labour Code of Ukraine, on the day of dismissal the employer provides a copy of the order and written notice of amounts accrued and paid. Final settlement is made on the dismissal date; if the employee did not work that day, payment must be made no later than the day after they request it. If an employment contract is terminated under the special procedure in Article 13 of Law No. 2136-IX, final settlement and delivery of the employment record book, if held by the employer, must be completed no later than the next working day after the dismissed employee’s written request. If the employer cannot access the book or it has been lost, the employer issues a duplicate in accordance with the established procedure. Under Article 12 of Law No. 2136-IX, on dismissal the employer pays compensation for unused leave in accordance with Article 24 of the Law “On Leave.”

Suspending a contract: grounds, order, and time limits

A contract may be suspended when armed aggression makes it impossible for the employer to provide work and for the employee to perform it. Check the circumstances affecting both parties and whether the agreed work can be performed in another available format. Lower sales or the employee’s failure to respond do not, by themselves, prove that these conditions are met.

Either party may initiate a suspension. From March 14, 2026, a unilateral suspension is permitted for a total of up to 90 calendar days during martial law, including its extensions. For contracts suspended earlier, this limit began to run on March 14, 2026. The employer must also check any earlier orders and whether an agreement was documented to extend the suspension beyond the limit. By agreement of the parties, the suspension may be extended beyond 90 days, but no later than the end or cancellation of martial law.

Illustrative example: if two suspension periods of 25 and 35 calendar days have already been used within the applicable limit, 60 days have been used. The remaining time for unilateral suspension is 90 − 25 − 35 = 30 calendar days. An extension of martial law does not create a new limit.

The employer issues an order stating:

• the reasons for suspension and the circumstances that prevent both parties from performing their obligations;
• how information will be exchanged;
• the suspension period;
• the number and categories of employees, and their surnames, first names, and patronymics, if any;
• their taxpayer registration numbers or passport details permitted by law;
• the terms for resuming the contracts.

Keep documents supporting the reasons and confirmation that the employee was notified. If the suspension extends beyond the unilateral limit, document the parties’ agreement. An order setting a longer period without such an agreement ceases to be valid on the day after the statutory period ends.

During a suspension, the employer is not required to pay wages, guaranteed payments, or compensation payments for that period, or to provide the conditions necessary for performing the work. This excludes amounts already due to the employee on the suspension date. The special provision also covers leave, days off, and temporary incapacity benefits for the suspension period. The law assigns reimbursement of wages, guaranteed payments, and compensation payments to the aggressor state; this provision by itself does not ensure immediate receipt of the money.

If the employer ends the suspension early, the employer must notify the employee 14 calendar days before the contract resumes that they need to return to work. When the specified period ends, the contract resumes in full. If the parties still cannot perform their obligations, any further decision requires grounds provided by law.

An employee, or a trade union acting on the employee’s authorization, may appeal the order to the State Labour Service (Derzhpratsi, the Ukrainian abbreviation for the State Service of Ukraine on Labour Issues). The employer must comply with an order to cancel the suspension or otherwise remedy the violation within 14 calendar days after receiving it. The employer may appeal the order in court within 10 calendar days. A suspension does not end the employment relationship and cannot be used as concealed punishment.

Recording schedules and actual hours in Torgsoft

Torgsoft can be used to create work schedules and fill them in based on employees’ actual attendance. Automatic schedules and payroll calculations require the paid “Payroll Calculation” option. Recording working hours through the Mobile App requires the “Payroll Calculation” option and an additional option for the Mobile App. The terms are described in the guide to setting up working-time tracking.

A manager can use this data to compare the agreed schedule with actual attendance. Before calculating payroll, the accountant must take documented interruptions, absences, mobilization, and other payment grounds into account. Clock-in and clock-out data must be compared with these records to determine the payments due.

The employer documents employment orders, evidence of hazards, and agreements with employees. To use automatic calculations, the employer and accountant determine the pay terms together and check the result against the documents and work actually performed.

Violations that may lead to liability

During martial law, the State Labour Service may conduct unscheduled inspections permitted by law, including inspections of compliance with Law No. 2136-IX, undeclared work, and the lawfulness of contract terminations. Article 265 of the Labour Code of Ukraine sets out these financial sanctions:

These amounts are calculated using the minimum monthly wage established by law at the time the violation is found. During martial law, Article 265 fines do not apply if the employer fully complies, within the specified period, with an order to remedy violations found during an unscheduled inspection. This rule does not cancel wage debt or remove other forms of liability.

Occupational safety violations may result in disciplinary liability, administrative liability, liability for material damage, or criminal liability, depending on the circumstances. The law also requires the employer to reimburse the damages and expenses it specifies that arise from violations of occupational safety requirements.

Do COVID quarantine rules still apply to stores?

The nationwide COVID-19 quarantine was lifted at the end of June 30, 2023. It is not grounds for current changes to store employees’ schedules, pay, or leave. Paragraph 2 of Resolution No. 1236 recommends that individuals and business entities follow anti-epidemic measures during martial law. This recommendation does not create separate permission to change employees’ employment rights.

Documents to keep together

The owner appoints a person responsible for employment records, and the accountant appoints a person responsible for calculations and payments. Before changing a work arrangement or documenting an absence, check that the relevant documents are available:

• safety instructions, emergency procedures, records of safety briefings, and appointments of responsible persons;
• schedules, records of actual work, and documented interruptions;
• agreements on communication channels and current contact details;
• notices and orders about changes to working conditions, remote work, or part-time work;
• leave applications and orders, explanations, and evidence of reasons for absence;
• military service documents and the order releasing the employee from work;
• evidence supporting a suspension, the order, any agreement to extend it, and notice of resumption;
• wage calculations, payment confirmations, and documents about obstacles that caused delays.

Official sources

• Labour Code of Ukraine No. 322-VIII: Articles 29, 31–34, paragraph 6 and paragraph 8-3 of part one of Article 36, paragraph 4 of part one of Article 40, Articles 47, 50, 51, 56, 57, 60-2, 70, 103, 113, 115, 116, 119, 147–149, 153, 159, 184, 186-1, 265.
• Law of Ukraine “On the Organization of Employment Relations During Martial Law” No. 2136-IX: Articles 1–3, 5–7, 10–13, 16; paragraph 3 of the final provisions.
• Law of Ukraine No. 4412-IX on information exchange and suspension of employment contracts: paragraph 3 of Section I, paragraph 1 of Section II—amendments to Article 13 and the dates they take effect.
• Law of Ukraine “On Occupational Safety” No. 2694-XII: Articles 6, 13–15, 26, 44.
• Civil Protection Code of Ukraine No. 5403-VI: part one of Article 20, including paragraphs 2-1, 3, 4, 8, 11, 15-1, 19–23; parts two to four of Article 20; Article 32, including parts three, eight, nine, fifteen to eighteen; Article 33, including parts three, six, and seventeen.
• Decree of the President of Ukraine “On the Introduction of Martial Law in Ukraine” No. 64/2022: paragraph 1, with the extension of martial law by Decree No. 596/2026.
• Resolution of the Cabinet of Ministers of Ukraine No. 651 on the cancellation of quarantine: paragraph 1.
• Resolution of the Cabinet of Ministers of Ukraine No. 1236 on quarantine and anti-epidemic measures: paragraphs 1 and 2—the quarantine period and recommendations during martial law.