GIT inspection plan in 2025

The Government has amended the regulations on inspections of employers and set new targets for key state control indicators for 2024 and 2025 (Resolution No. 1934 of 11/16/2023).

The values will be as follows:

– deaths in industrial accidents per 100,000 employees: a target value of no more than 1.59 people has been set for 2024, and no more than 1.58 people for 2025;

– industrial casualties with severe consequences per 100,000 employees: in 2024 — no more than 5.6 people, in 2025 — no more than 5.55 people;

– material damage in the form of overdue salary arrears to the total nominal salary in the Russian Federation: for 2024 — no more than 0.046 thousand rubles, for 2025 — no more than 0.045 thousand rubles.

In 2025, there will still be a moratorium on scheduled inspections of GIT ― it was extended until 2030. But this does not mean that an inspector cannot visit the organization, the Labor Inspectorate has the right to check the employer. You can find out about the planned arrival of the inspector on the Rostrud website.

Scheduled inspections are carried out based on the level of professional risk of the organization. The higher the category, the more often field inspections are carried out: high―risk category ― once every 2 years; significant ― once every 3 years; average ― once every 5 years; moderate – once every 6 years.

Unscheduled inspections are possible for various reasons, mainly gross violations of the work and rest regime of employees, lack of registration of employment relations.

Examples: an employee has filed a complaint against an employer — there is a threat or a fait accompli of harm to the life and health of an employee or employees; there is a threat of natural and/or man-made emergencies or they have already occurred; there is a risk of violation of mandatory requirements in the field of occupational safety or requirements have already been violated; the head (or his deputy) Rostrud or the territorial bodies of Rostrud issued a decision on the inspection within the framework of the implementation of federal state control over compliance with legislation and other regulations in the field of labor protection, which contain labor law standards.

Which documents may contain violations:

– Orders on the appointment of the head to the position, the protocol on the election of the sole executive body of the legal entity and so on, local acts, mandatory and optional local acts, collective agreements and agreements.

– Documents confirming that employees are familiar with them under signature, staffing tables, as well as orders for their approval for all years of work.

-Orders or orders from the employer related to labor relations (on transfers, transfers, hiring, and so on).

– Employment contracts, service contracts, additional agreements, work permits, documents about the representative of the employer signing the employment contracts, a power of attorney for him.

– Timesheets, schedules, and so on.

– Agreements between an employee and a supervisor, vacation schedules, notifications of upcoming vacations, orders, and so on.

– Documents on accrual and payment of leave, payment of compensation for the unused period of leave upon dismissal, additional payments and allowances, documents on accrual and payment of wages and other amounts in favor of employees, and so on.

– Decisions of the employer, which were made taking into account the opinion of the relevant elected body of the primary trade union organization or other representative body of employees.

– Contracts on financial responsibility, employment agreements, orders on the appointment of financially responsible persons and other Personnel documents

– Other statements, appeals, employee notifications, documents on guarantees and compensation of employees, documents establishing the rights and obligations of the employee and the employer

-Employment contracts, supplementary agreements, local acts regulating the work of women, employees in the Far North and equivalent areas, homeworkers, shift workers, remote workers, and so on.

– The results of a special labor assessment, occupational safety programs and instructions, work permits, personal registration cards for the issuance of PPE.

– Regulations on personal data, consent to PD processing, PD protection and processing policy, PD processing logbook, etc.

– Regulations on labor rationing, technical procedures, standard labor standards, agreements, etc.

– Internal labor regulations, employment contracts and agreements.
You can avoid sanctions due to labor protection violations by outsourcing this work area to our Labor Protection Center. We will quickly organize the work, conduct an audit and fill in the shortcomings that threaten with fines during the audit.