{"id":5770,"date":"2026-07-09T14:20:29","date_gmt":"2026-07-09T11:20:29","guid":{"rendered":"https:\/\/eor.by\/?p=5770"},"modified":"2026-07-09T15:47:05","modified_gmt":"2026-07-09T12:47:05","slug":"sick-leave-belarus-foreign-employers","status":"publish","type":"post","link":"https:\/\/eor.by\/ru\/sick-leave-belarus-foreign-employers\/","title":{"rendered":"\u0411\u043e\u043b\u044c\u043d\u0438\u0447\u043d\u044b\u0439 \u0432 \u0411\u0435\u043b\u0430\u0440\u0443\u0441\u0438: \u0441\u043a\u043e\u043b\u044c\u043a\u043e \u043d\u0430 \u0441\u0430\u043c\u043e\u043c \u0434\u0435\u043b\u0435 \u043f\u043b\u0430\u0442\u0438\u0442 \u0438\u043d\u043e\u0441\u0442\u0440\u0430\u043d\u043d\u044b\u0439 \u043d\u0430\u043d\u0438\u043c\u0430\u0442\u0435\u043b\u044c \u2014 \u0438 \u043a\u0430\u043a \u0434\u043e\u043b\u0433\u043e"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">If you&#8217;re hiring in Belarus, the sick leave rules look expensive at first glance: up to 120 days paid, at 80 to 100 percent of the employee&#8217;s earnings. Most foreign HR and finance leads see those numbers and pencil in a nasty line item on the country cost model.<\/p>\n\n<p class=\"wp-block-paragraph\">They shouldn&#8217;t. In practice, most of that cost doesn&#8217;t sit with the employer \u2014 it flows through the Social Protection Fund (FSZN) and gets offset against the contributions you already pay each month. What you&#8217;re really managing isn&#8217;t a payout. It&#8217;s a process.<\/p>\n\n<p class=\"wp-block-paragraph\">This question has come up more often since Belarus updated its Labor Code in January 2024 to formalize remote work. More foreign companies are onboarding Belarusian staff \u2014 through EOR arrangements and their own local entities \u2014 and the profile of who needs to understand sick pay has widened from corporate lawyers to founders, CFOs, and global HR ops managers running country-cost models.<\/p>\n\n<p class=\"wp-block-paragraph\">Here&#8217;s what actually happens when a Belarusian employee goes on sick leave, who pays for what, and where foreign employers usually get it wrong.<\/p>\n\n<h2 class=\"wp-block-heading\">The Headline Rules, in One Table<\/h2>\n\n<p class=\"wp-block-paragraph\">Belarus&#8217;s Labor Code and social insurance regulations set the sick pay benefit clearly:<\/p>\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Sick leave day<\/strong><\/td><td><strong>Percentage of average earnings<\/strong><\/td><\/tr><tr><td>Days 1 to 12<\/td><td>80%<\/td><\/tr><tr><td>Days 13 to 120<\/td><td>100%<\/td><\/tr><tr><td>Beyond 120 (extended cases)<\/td><td>Medical commission review<\/td><\/tr><\/tbody><\/table><\/figure>\n\n<p class=\"wp-block-paragraph\">A single sick-leave case is capped at 120 calendar days. Certain chronic conditions can extend beyond that under medical commission review, and there are annual caps on repeated episodes for the same employee. For a general overview of the country&#8217;s <a href=\"https:\/\/www.belarus.by\/en\/business\/employment-law\">employment law framework<\/a>, the official Republic of Belarus portal is a solid starting point.<\/p>\n\n<p class=\"wp-block-paragraph\">Two things global HR guides tend to skip:<\/p>\n\n<ul class=\"wp-block-list\">\n<li>The &#171;80 to 100 percent&#187; figure applies to <strong>average earnings<\/strong>, calculated on a specific reference period \u2014 not this month&#8217;s gross salary.<\/li>\n\n\n\n<li>The count is in <strong>calendar days<\/strong>, not working days. That matters when modeling costs, and matters more when an absence spans weekends and holidays \u2014 those days are paid too.<\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\">Who Really Pays: The FSZN Offset<\/h2>\n\n<p class=\"wp-block-paragraph\">Here&#8217;s the mechanic that changes the whole cost picture.<\/p>\n\n<p class=\"wp-block-paragraph\">Every month, a Belarusian employer pays 34 percent of gross salary to FSZN, employees contribute 1 percent withheld from salary, and roughly 0.6 percent goes to Belgosstrakh for occupational accident insurance. That combined ~35 percent employer-side loading funds the state&#8217;s social protection system, including sick pay.<\/p>\n\n<p class=\"wp-block-paragraph\">When an employee goes on sick leave, the employer disburses the sick pay through regular payroll. At the end of the month, that amount is offset against the employer&#8217;s FSZN contribution \u2014 reported through the standard monthly filing and reconciled at the fund level.<\/p>\n\n<p class=\"wp-block-paragraph\">So on your P&amp;L, sick leave for days that fall under FSZN reimbursement is a wash. You pay out, you deduct, the net is zero. The state fund is the real payer. You&#8217;re the pass-through.<\/p>\n\n<p class=\"wp-block-paragraph\">There are two situations where the employer eats the cost:<\/p>\n\n<ul class=\"wp-block-list\">\n<li>The sick-leave certificate is defective or later rejected on inspection.<\/li>\n\n\n\n<li>The offset is denied because of a documentation or procedural error.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Neither is common in a properly run payroll, but both are real risks \u2014 and they&#8217;re the reason a competent <a href=\"https:\/\/eor.by\/payroll\/\">payroll setup in Belarus<\/a> is worth having in place before your first hire. When FSZN inspectors review a company&#8217;s records, they check that every payout was matched to a valid certificate, that the calculation basis was correct, and that the offset was claimed in the right period. A clean audit trail is the difference between the offset standing and getting clawed back.<\/p>\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"684\" src=\"https:\/\/eor.by\/wp-content\/uploads\/2026\/07\/closeup-woman-holding-reading-document-1024x684.jpg\" alt=\"\" class=\"wp-image-5767\" srcset=\"https:\/\/eor.by\/wp-content\/uploads\/2026\/07\/closeup-woman-holding-reading-document-1024x684.jpg 1024w, https:\/\/eor.by\/wp-content\/uploads\/2026\/07\/closeup-woman-holding-reading-document-300x200.jpg 300w, https:\/\/eor.by\/wp-content\/uploads\/2026\/07\/closeup-woman-holding-reading-document-768x513.jpg 768w, https:\/\/eor.by\/wp-content\/uploads\/2026\/07\/closeup-woman-holding-reading-document-1536x1025.jpg 1536w, https:\/\/eor.by\/wp-content\/uploads\/2026\/07\/closeup-woman-holding-reading-document-2048x1367.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n<h2 class=\"wp-block-heading\">How &#171;Average Earnings&#187; Is Actually Calculated<\/h2>\n\n<p class=\"wp-block-paragraph\">This is where foreign employers most often build the wrong number into their models.<\/p>\n\n<p class=\"wp-block-paragraph\">&#171;Average earnings&#187; for sick pay is not this month&#8217;s gross salary. It&#8217;s a look-back average over a defined reference period, using the FSZN-contribution base \u2014 the same base you already report on. Variable pay, bonuses, and 13th-month payments all feed into the calculation, but only to the extent they were subject to social contributions.<\/p>\n\n<p class=\"wp-block-paragraph\">A quick example. An employee earns 5,000 BYN gross monthly, with a modest quarterly bonus. She takes 10 days of sick leave. Payroll calculates her daily average earnings from the reference period, applies 80 percent to those 10 days, and disburses the total. That amount then reduces the employer&#8217;s FSZN payment for the month. She sees her sick pay on time; the employer sees a smaller FSZN wire.<\/p>\n\n<p class=\"wp-block-paragraph\">For a typical IT hire the effect is more pronounced. A senior developer with an annual performance bonus who takes a longer absence has that bonus feed into the average \u2014 as long as it was subject to full social contributions. The actual sick pay ends up higher than a straight percentage of base salary would suggest. That&#8217;s a common surprise for finance teams whose models were built on base salary only.<\/p>\n\n<p class=\"wp-block-paragraph\">None of it shows up as &#171;sick leave cost&#187; on your books once the offset clears \u2014 provided the calculation basis is right and the certificate is valid.<\/p>\n\n<h2 class=\"wp-block-heading\">The Document That Makes or Breaks the Whole Thing<\/h2>\n\n<p class=\"wp-block-paragraph\">Every day of sick pay in Belarus rides on one document: the sick-leave certificate, issued by a licensed medical facility. No valid certificate, no benefit, and \u2014 if you paid anyway \u2014 no reimbursement.<\/p>\n\n<p class=\"wp-block-paragraph\">Rules on which certificates count have tightened. Private clinic certificates, telemedicine consultations, and foreign-issued documents each sit under specific rules. Belarus has moved steadily toward an electronic sick-leave certificate system, which reduces paperwork friction but adds its own procedural requirements \u2014 payroll needs to be integrated with the state&#8217;s electronic register, and responsible staff need appropriate access rights.<\/p>\n\n<p class=\"wp-block-paragraph\">Certificates from other EAEU countries are recognized under bilateral social security agreements, but the reimbursement path differs. Certificates from outside the EAEU generally aren&#8217;t accepted directly \u2014 the employee typically has to obtain a Belarusian certificate on return.<\/p>\n\n<p class=\"wp-block-paragraph\">This applies to Belarusian citizens and foreign hires alike \u2014 see how the same coverage extends to workers holding a <a href=\"https:\/\/eor.by\/remote-work-abroad\/\">special work permit<\/a> once they&#8217;re properly employed under Belarusian contract.<\/p>\n\n<p class=\"wp-block-paragraph\">Operationally, this is why local expertise matters more than it sounds. The rules aren&#8217;t hard. But missing a certificate deadline, accepting an invalid document, or coding the leave incorrectly can turn a state-funded absence into a payroll write-off.<\/p>\n\n<h2 class=\"wp-block-heading\">Leaves That Get Confused with Sick Leave<\/h2>\n\n<p class=\"wp-block-paragraph\">Global HR templates often lump these together and produce an inflated cost estimate:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Family care leave<\/strong> \u2014 for a sick child under 14 or a disabled child under 18. Paid at 100 percent of average earnings in most cases, with its own duration limits and reimbursement rules. Separate from personal sick leave.<\/li>\n\n\n\n<li><strong>Maternity leave<\/strong> \u2014 126 to 140 calendar days depending on circumstances, fully state-funded through FSZN.<\/li>\n\n\n\n<li><strong>Parental leave to age 3<\/strong> \u2014 comes with a monthly childcare allowance paid by the state; the employee&#8217;s position is protected during the leave.<\/li>\n\n\n\n<li><strong>Occupational injury and illness<\/strong> \u2014 covered by Belgosstrakh, the state accident insurance carrier, not FSZN. Different mechanic, different annual premium, different documentation.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">If your model treats all of these as &#171;employer sick leave cost,&#187; you&#8217;re overestimating by a wide margin. For international benchmarking, the <a href=\"https:\/\/www.ilo.org\/topics\/social-security\">ILO&#8217;s social security framework<\/a> puts the Belarusian setup roughly in line with other post-Soviet systems: generous nominal benefits, funded through payroll-linked contributions, administered by a central social insurance fund.<\/p>\n<div class=\"c-cta\">\n\t        <section class=\"small-section bg-dark bg-dark-alfa-70 bg-scroll bg-position-top light-content\" style=\"background-image: url('https:\/\/eor.by\/wp-content\/uploads\/2024\/06\/photo_2024-06-24_17-54-19.jpg');\">\n            <div class=\"container relative\">\n                <div class=\"row wow fadeInUpShort\">\n                    <div class=\"col-lg-5 offset-lg-2\">\n                        <div class=\"newsletter-label d-flex mb-20 mb-sm-20\">\n                            <div class=\"newsletter-label-icon\">\n                                <svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"currentColor\" aria-hidden=\"true\" focusable=\"false\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill-rule=\"evenodd\" clip-rule=\"evenodd\">\n                                    <path d=\"M1.999 1v7.269l-2 1.456v13.275h24.001v-13.275l-2.001-1.453v-7.272h-20zm1 11.234v-10.234h18v10.233l-9 5.766-9-5.765zm19 .54v-3.17l1.001.764v11.632h-22.001v-11.641l1-.707.063 3.134 9.937 6.413 10-6.425zm-14.305-6.752l-2.694.496 1.888 1.986-.361 2.716 2.472-1.182 2.473 1.182-.361-2.716 1.888-1.986-2.695-.496-1.305-2.41-1.305 2.41zm.248 2.139l-.945-.994 1.349-.249.653-1.206.654 1.206 1.349.249-.945.994.18 1.36-1.238-.591-1.238.591.181-1.36zm6.058-3.078h4.999v-1h-4.999v1zm0 2h4.999v-1h-4.999v1zm0 2h4.999v-1h-4.999v1zm0 2h3v-1h-3v1z\"\/>\n                                <\/svg>\n                            <\/div>\n                            <h3 class=\"newsletter-label-text\">Accounting<\/h3>\n                        <\/div>\n                        <div class=\"call-action-1-decription mb-0 pb-md-20\">Accounting for an IT company, including calculating salaries and payments to employees.<\/div>\n                    <\/div>\n\t\t\t\t\t                        <div class=\"col-lg-3 pt-10 text-lg-end align-self-center\">\n                            <div class=\"local-scroll\">\n                                <a href=\"https:\/\/eor.by\/accounting-and-bookkeeping\/\" class=\"btn btn-mod btn-large btn-round btn-w\">Try<\/a>\n                            <\/div>\n                        <\/div>\n\t\t\t\t\t                <\/div>\n            <\/div>\n        <\/section>\n\t<\/div>\n<h2 class=\"wp-block-heading\">How Sick Leave Shows Up: EOR vs. Your Own Entity<\/h2>\n\n<p class=\"wp-block-paragraph\">If you&#8217;re hiring through an <a href=\"https:\/\/eor.by\/what-is-eor\/\">Employer of Record in Belarus<\/a>, the mechanic runs at the provider level. The EOR fronts the sick pay, offsets against its own FSZN contribution, and reflects the net position on your monthly invoice. You see one clean line, no cash flow surprise, no certificate-chasing on your side.<\/p>\n\n<p class=\"wp-block-paragraph\">With your own Belarusian entity, your in-house or outsourced accountant runs the offset each month. It&#8217;s still a wash for most sick-leave days \u2014 but the operational discipline (checking certificates, filing correctly, managing the FSZN reconciliation) sits with your team. That&#8217;s fine when you&#8217;re at scale. It&#8217;s a distraction when you have five hires and no local finance function.<\/p>\n\n<p class=\"wp-block-paragraph\">A case we see often: a foreign fintech with eight Belarusian hires running through its own local entity, sick leave handled by an external accountant on retainer. Everything worked \u2014 until an FSZN inspection surfaced three misfiled certificates and one reimbursement claimed in the wrong period. Nothing dramatic, but enough to trigger a partial clawback and a week of the CFO&#8217;s time on reconciliation. Switching that headcount to an EOR eliminated the workflow without changing the economics.<\/p>\n\n<p class=\"wp-block-paragraph\">The broader <a href=\"https:\/\/eor.by\/peo\/\">EOR versus own-entity trade-off<\/a> is a bigger topic on its own, and sick-leave administration is one of the operational lines that quietly favors the EOR route for smaller headcounts.<\/p>\n\n<h2 class=\"wp-block-heading\">Where Foreign Employers Usually Get It Wrong<\/h2>\n\n<p class=\"wp-block-paragraph\">A few patterns show up in almost every audit and handover we see:<\/p>\n\n<ul class=\"wp-block-list\">\n<li>Paying 100 percent from day one out of goodwill or misreading the rule \u2014 creates a mismatch with the FSZN offset and leaves the employer covering the difference on days 1 to 12.<\/li>\n\n\n\n<li>Missing the certificate deadline for the current payroll cycle, pushing the offset into the next month and disrupting cash flow.<\/li>\n\n\n\n<li>Treating telemedicine or private-clinic certificates as automatically valid.<\/li>\n\n\n\n<li>Coding family-care leave as personal sick leave \u2014 different reimbursement path, different cap.<\/li>\n\n\n\n<li>Forgetting that annual leave keeps accruing during sick leave.<\/li>\n\n\n\n<li>Not withholding personal income tax correctly on the sick pay portion, which is taxable in Belarus.<\/li>\n\n\n\n<li>Not tracking cumulative sick days against the annual cap \u2014 an employee with multiple absences over the year can hit the ceiling on a later claim without payroll catching it.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">None of these are catastrophic on their own. Cumulatively, they turn a well-defined administrative process into a running compliance liability.<\/p>\n\n<p class=\"wp-block-paragraph\">For teams weighing whether to run this locally or plug into a global platform, the sick-leave line is a useful pressure test \u2014 the difference in operational depth shows up here first. That&#8217;s the core of the <a href=\"https:\/\/eor.by\/ensuring-legal-cross-border-payments-belarus\/\">local versus global EOR comparison<\/a> for the Belarusian market.<\/p>\n\n<h2 class=\"wp-block-heading\">The Bottom Line<\/h2>\n\n<p class=\"wp-block-paragraph\">Sick leave in Belarus is generous by international standards, but it isn&#8217;t the cost bomb it looks like on paper. The state carries most of the payout through the FSZN offset. What the employer carries is the operational discipline \u2014 certificates, deadlines, correct coding.<\/p>\n\n<p class=\"wp-block-paragraph\">A short sanity-check list for the CFO or global HR lead reviewing an existing setup:<\/p>\n\n<ul class=\"wp-block-list\">\n<li>Payroll calculates sick pay from the FSZN-contribution base for the correct reference period.<\/li>\n\n\n\n<li>The monthly FSZN filing claims the offset in the same period the pay was disbursed.<\/li>\n\n\n\n<li>There&#8217;s a documented process for validating certificates \u2014 paper and electronic.<\/li>\n\n\n\n<li>Someone tracks cumulative annual sick days per employee against statutory caps.<\/li>\n\n\n\n<li>Treatment of foreign-issued and EAEU certificates is agreed in advance, not improvised on the first case.<\/li>\n<\/ul>\n\n<p class=\"wp-block-paragraph\">Get that discipline right and sick leave is a paperwork exercise. Get it wrong and it becomes a real cost. If you&#8217;d rather not build the discipline in-house, that&#8217;s the layer we absorb at <a href=\"http:\/\/eor.by\">EOR.by<\/a>. Your Belarusian hires get paid correctly, on time, with certificates handled and offsets reconciled \u2014 and you get one line on an invoice instead of a workflow to manage.<\/p>\n<section class=\"faq page-section bg-gray-lighter\">\n    <div class=\"container relative\">\n        <div class=\"row section-text\">\n            <div class=\"col-md-12 mb-sm-20\">\n\t\t\t\t                <div class=\"text-center mb-80 mb-sm-50\">\n                    <h2 class=\"section-title\">FAQ<\/h2>\n                <\/div>\n\t\t\t\t                <dl class=\"accordion\">\n                                        <dt><a href=\"\">How much does sick leave actually cost the employer in Belarus?<\/a><\/dt>\n                    <dd><p>On a net basis, close to nothing for most cases. The employer disburses sick pay through payroll and offsets it against the monthly FSZN contribution. The state fund is the effective payer for most of the 120-day period.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">How long is paid sick leave in Belarus?<\/a><\/dt>\n                    <dd><p>Up to 120 calendar days per case. Days 1 to 12 are paid at 80 percent of average earnings; days 13 to 120 at 100 percent. Extended cases beyond 120 days can be authorized by medical commission for certain chronic conditions. The primary source is the Belarusian Labor Code, published on the <a href=\"https:\/\/pravo.by\/en\/\">National Legal Internet Portal<\/a>.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Do foreign employees on Belarusian contracts get the same sick pay?<\/a><\/dt>\n                    <dd><p>Yes. Once a foreign employee is legally employed in Belarus under a proper contract, they&#8217;re covered by the same sick pay entitlements as Belarusian citizens \u2014 including staff who transition to a longer-term status like a <a href=\"https:\/\/eor.by\/visa-for-it-specialists-in-belarus\/\">residence permit for foreign specialists<\/a>.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Is the sick-leave certificate always required?<\/a><\/dt>\n                    <dd><p>Yes. Without a valid certificate, there&#8217;s no benefit and no FSZN reimbursement. Certificates from private clinics, telemedicine consultations, and foreign providers each fall under specific rules and should not be assumed valid without checking.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Does sick pay in Belarus include bonuses and 13th-month pay?<\/a><\/dt>\n                    <dd><p>Only to the extent those payments were part of the FSZN-contribution base during the reference period used to calculate average earnings.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Is sick pay taxable in Belarus?<\/a><\/dt>\n                    <dd><p>Yes. Personal income tax at 13 percent applies. Payroll should handle the withholding automatically. Ministry-level guidance is available through the <a href=\"https:\/\/mintrud.gov.by\/en\">Ministry of Labor and Social Protection<\/a>.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">What happens with occupational injuries?<\/a><\/dt>\n                    <dd><p>Occupational injury and illness are covered by Belgosstrakh, the state accident insurance carrier \u2014 a different mechanic entirely from standard sick pay. Rates, reimbursement paths, and paperwork all differ.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Can we pay 100 percent from day one voluntarily?<\/a><\/dt>\n                    <dd><p>Technically yes, but the FSZN will only reimburse the statutory portion. Anything above the statutory rate is a real employer cost and should be documented as a supplemental benefit.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Do part-time and fixed-term employees get the same sick pay entitlement?<\/a><\/dt>\n                    <dd><p>Broadly yes. Sick pay entitlement in Belarus is tied to employment status and contribution history, not to full-time or permanent status. Part-time and fixed-term employees who are properly registered and for whom social contributions are being paid have the same access to the benefit, calculated on their own contribution base.<\/p>\n<\/dd>\n                                        <dt><a href=\"\">Is Belarus&#8217;s sick pay system unusual compared to other markets?<\/a><\/dt>\n                    <dd><p>Not really. Generous nominal duration with employer-administered, state-reimbursed payouts is standard across much of the region. For broader country-level context, the <a href=\"https:\/\/data.worldbank.org\/country\/belarus\">World Bank country page for Belarus<\/a> is a useful reference point.<\/p>\n<\/dd>\n                                    <\/dl>\n            <\/div>\n        <\/div>\n    <\/div>\n<\/section>\n<h2 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Sick leave in Belarus is the kind of line item that looks scary in a global HR spreadsheet and turns out to be almost invisible in a well-run payroll. The 120-day, 80\u2013100 percent numbers are real. What most foreign employers miss is that the money doesn&#8217;t leave the company on a net basis \u2014 it moves through payroll, gets offset against the FSZN contribution that same month, and settles at zero. The state fund is the payer. You&#8217;re the operator.<\/p>\n\n<p class=\"wp-block-paragraph\">That reframes the whole question. It&#8217;s not a cost problem to solve; it&#8217;s a process to run cleanly. The right average-earnings basis. Valid certificates in on time. Offsets claimed in the correct period. Foreign and EAEU documents handled by known rules. Do those four things consistently and sick leave stops appearing on your risk register. Skip any one of them and you&#8217;re back to a real number on your P&amp;L.<\/p>\n\n<p class=\"wp-block-paragraph\">For companies scaling Belarusian headcount, the practical question isn&#8217;t whether to accept the sick-pay rules \u2014 they&#8217;re the same for everyone \u2014 but who runs the operational layer. In-house works at scale. EOR works when you&#8217;d rather not carry it. Either way, the underlying economics are similar; what differs is where the workflow lives, and how much of your finance team&#8217;s month gets spent reconciling it.<\/p>\n\n<p class=\"wp-block-paragraph\">If you&#8217;re pricing Belarus into a country model for the first time, or want a second pair of eyes on an existing setup, that&#8217;s <a href=\"https:\/\/eor.by\/contacts\/\">the conversation we have<\/a> with foreign employers most weeks.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you&#8217;re hiring in Belarus, the sick leave rules look expensive at first glance: up to 120 days paid, at&#8230;<\/p>\n","protected":false},"author":1,"featured_media":5773,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[13],"tags":[],"class_list":["post-5770","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-13"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - 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