Azerbaijan’s lawmakers on Tuesday reviewed a package of amendments to the Labor Code that would significantly expand protections for workers, from annual leave and pay guarantees to dismissal rules, parental rights, and the legal definition of remote work.
The proposals were discussed at a meeting of the Milli Majlis Committee on Regional Affairs, according to Report.
Leave Pay Cannot Be Reduced
One of the cornerstone changes clarifies that an employee’s salary cannot be lowered while they are on leave. The draft states that a worker retains their job, position and—where applicable – an average salary not lower than their last earned wage throughout their vacation period. Employers would not be allowed to terminate contracts or impose disciplinary action during that time. Leave days will continue to count toward total employment and specialty tenure.
Public Holidays Will Not Be Counted as Paid Leave Days
Under the proposal, public holidays, national mourning days, and election days falling within an employee’s paid annual leave would no longer count toward paid vacation days. Workers would rest longer, but paid leave would remain limited to the number of days defined by law.
Longer Annual Leave for Veterans and Honorees
The committee also backed changes increasing annual paid leave to a minimum of 46 calendar days for several groups with notable service to the nation. This includes:
Individuals injured or disabled in defense of Azerbaijan’s independence, sovereignty, or territorial integrity.
Heroes of the Patriotic War, National Heroes of Azerbaijan, and Heroes of the Soviet Union.
Veterans of World War II and former service members who completed duty in conflict zones.
Workers awarded the Order of Independence or other state decorations related to national defense.
A 46-day minimum would also apply to workers whose disabilities are linked to the January 20 events, military service, Chernobyl participation, and other state-recognized circumstances.
Full Financial Liability for Disclosing Confidential Information
Another major amendment expands material liability. Under current law, full liability applies only for revealing a commercial secret. The proposed change would extend full compensation responsibility to cases of disclosing state secrets, commercial secrets, or tax information. The law continues to distinguish between limited liability and full liability, but the scope of the latter grows substantially.
New Grounds for Dismissal
The parliament also considered updates to dismissal rules. Employees could be dismissed if:
A mandatory medical examination identifies health-related contraindications preventing them from performing their duties;
They refuse to undergo required occupational-safety training or knowledge checks;
They obstruct investigations into potential workplace violations.
Employers would keep discretion to determine the duration of an employee’s suspension, depending on the circumstances, and could lift a suspension order early.
Defining “Workers With Family Responsibilities”
A new category – “workers with family responsibilities” – would be added to the Labor Code. These are employees whose ability to work, assume duties, or advance professionally is constrained by the need to care for family members who, according to medical opinion, require continuous assistance. Eligible family members include spouses, parents, children (including adopted children), and individuals under guardianship.
ILO-Aligned Reforms: Maternity, Parental Leave, and Full-Time Reinstatement
Several changes are tied to International Labour Organization conventions previously ratified by Azerbaijan:
Article 94 would be amended in line with ILO Recommendation No. 165 to require employers to offer full-time work to part-time employees when a vacancy opens and the conditions that prompted reduced hours no longer apply.
A new chapter based on the ILO Convention on Maternity Protection expands prenatal leave by adding the number of days between the onset of pregnancy and the child’s birth, without reducing the postnatal portion.
Fathers would receive 14 calendar days of paid prenatal and postnatal leave, based on medical documentation.
Legal Framework for Remote and Home-Based Work
The amendments introduce, for the first time, a legal definition of remote (distance) work. This establishes a regulatory basis for employees performing duties outside the employer’s premises, including home-based work and remote work conducted using employer-provided materials or equipment.
Officials said the goal is to modernize the Labor Code to reflect contemporary work practices and ensure legal clarity for employers and employees as remote work becomes more widespread.
