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Draft law to increase the minimum salary for HQS passed third reading on 8 July 2026

08.07.2026

On 8 July 2026, a draft law sharply increasing the minimum salary for highly qualified specialists (HQS) passed third reading[1]. HQS whose salaries do not satisfy the updated requirements will no longer be eligible to work in the Russian Federation under the HQS regime. Employers are required to take necessary action by 1 March 2027, namely, either terminate employment contracts or ensure that migration documents, appropriate under alternative migration regimes, be obtained. Selecting an appropriate immigration option and navigating all required procedures requires a substantial amount of time. In addition, a time gap may occur from March 2027 onward, during which foreign employees will be unable to perform their duties until the new immigration process is finalized.

Read our publication to learn about the amendments introduced by the draft law and the urgent steps to be taken by employers.

TEXT OF THE DRAFT LAW PASSED IN THIRD READING: CHANGES FROM THE FIRST READING

Although the business community has lobbied for a revision of the new salary threshold and a phased increase in the HQS minimum wage, the minimum threshold remains unchanged, i.e., effectively tripling the previous value:

RUB 358,500 per calendar month for specific categories of foreign nationals, including (subject to certain conditions) scientific researchers and academic staff, employees of Special Economic Zone residents in industrial, recreational tourism, port and technology zones, employees of accredited IT companies, medical, educational or scientific professionals working at international medical clusters, personnel of Skolkovo and Sirius innovation centers, personnel based in the Republic of Crimea
RUB 717,000 per calendar month for other foreign nationals

The draft law adopted in third reading postpones the implementation date for the new requirements: 1 March 2027 instead of 1 September 2026.

Accordingly, employers who submitted applications for quota for engaging foreign labor for 2027 in June 2026 will be able to obtain migration documents under the standard (non-HQS) work permit procedure before the new rules take effect – provided their applications are approved. Had the effective date for the new requirements remained the same (1 September 2026), employers would have been unable to obtain the necessary documents under the standard work permit procedure within the established timeframe.

Employers who have not yet applied for the 2027 quota for engaging foreign labor may do so in autumn 2026; however, considering the time required for quota approval and the subsequent stages of the immigration process, they may be unable to obtain the new documents by March 2027. If an employer cannot comply with the new salary threshold and fails to obtain migration documents under the non-HQS regime, the employment relationship with the foreign employee will need revising.

The draft law introduces a special provision that enables foreign nationals who secured an HQS work permit before 1 March 2027 to obtain a patent or work permit without leaving Russia. Foreign nationals who entered the Russian Federation on a visa basis and obtained a work permit may be granted, at the employer’s request, a standard multiple-entry work visa valid for the duration of the work permit.

The draft law is awaiting consideration and adoption in the near future.

WHAT SHOULD HQS EMPLOYERS DO RIGHT NOW?

Below is a step-by-step checklist to help employers prepare for the upcoming changes.

Identify current and new HQS whose salaries will fall short of the new threshold.
Determine whether it is practical to retain the employees and increase their salaries—including a review of the total compensation package and the allocation of payments between the Russian and foreign employer, where applicable—to comply with the new requirements.
Evaluate whether these employees can be engaged under alternative immigration regimes, given the process timelines and requirements (such as the need to obtain a quota for engaging foreign labor, eligibility for non-quota work permits, mandatory Russian language, history and law tests, requirement to submit an apostilled diploma of education, eligibility for special immigration regimes or simplified procedures to obtain temporary residence permits).
Develop a detailed roadmap for shifting to the new immigration regime or make a decision to terminate the employment relationship with the employee before the new rules take effect. Develop an action plan to handle a time gap between the effective date of the new HQS salary requirements and the issuance of a non-HQS work permit. Begin executing the action plan.
Communicate the upcoming changes and the employer’s actions to foreign employees.
Inform landlords, HR, finance and other relevant parties about the implications of losing HQS status, such as reduced migration registration timelines, application of the standard PIT rate to non-resident income, mandatory social insurance contributions, planned departures of HQS families, etc.).

With the upcoming changes, employers may lose key personnel, miss project deadlines or face the risk of operating without a foreign manager at a critical moment. B1’s Migration Team has extensive experience in navigating changes to the HQS minimum wage, and is prepared to provide comprehensive support throughout this complex process. We are ready to discuss options for salary adjustments to meet new requirements, select the most suitable migration program based on the client’s specific circumstances, develop a detailed roadmap, detect potential challenges, run migration and PIT briefings with foreign employees and prepare reference materials for relevant parties on the implications of losing HQS benefits.