How to Hire Remote Employees In 


The Basics

Belarusian Ruble (BYN)
Employer Taxes
Payroll Frequency
Official Language

Employment in 


Hire Independent Contractors

Independent contractors or freelancers are self-employed individuals who provide services to companies as a non-employee. This is one of the most common ways companies tend to hire non-local designers, engineers, support reps, etc.

For legal and tax purposes, independent contractors are not classified as employees. They may work for multiple clients, set their own work hours, negotiate their pay rate, and decide how a job gets done.

For example, the IRS says that if an independent contractor or freelancer does work that can be controlled (what will be done and how it will be done) by an employer then they are, in fact, classified as an employee.

As you can imagine, hiring someone as an independent contractor versus an employee is a fine line to tread.

While there are benefits when you choose the contractor route, there are quite a few drawbacks to consider and you’ll need to weigh them carefully to determine the best fit for your company.

Benefits of Hiring Independent Contractors
Reduced overhead: Lower cost in expenses, payroll, benefits, and more.
Greater flexibility: Contractors can be brought on as-needed. If not a good fit, you simply don’t have to move forward with the contract.
Reduced legal risk: Contractors aren’t usually protected by employment anti-discrimination and workplace safety laws.
Disadvantages of Hiring Independent Contractors
Risk of Misclassification: Not only does this deny workers their proper protections, it can also result in steep penalties and damage to your company. If the IRS determines that employee misclassification has occurred, you will be liable for a percentage of the employees wages, FICA contributions, penalty fines, unpaid taxes, up to a year in prison, and more.
Lack of Control: Contractors are drawn to being independent because it gives them greater control over the work they perform and who they work with. Because they’re not employees, you can’t tell them what to work on and how it should be done.
Lack of Loyalty: Contractors come and go as-needed. Many companies hire contractors for short-term work, which makes it difficult to cultivate loyalty.
Increased Scrutiny: Using Independent Contractors typically leads to an increased risk of being audited.

Set up a subsidiary in 


A foreign subsidiary is a company that operates overseas as part of a larger company who’s HQ is in another country.

Establishing a foreign entity is great for having an international presence and accessing new markets. Though, setting up a subsidiary in Belarus can be expensive, stressful, and time-consuming. It's not for the faint of heart.

To set up a subsidiary in Belarus, you have to:

  1. Register your business name and file articles of incorporation
  2. File for local bank accounts
  3. Learn and keep track of the local employment laws
  4. Set up local payroll
  5. Hire local accounting, legal, and HR people

If you're lucky, this process can take months. If you're not so lucky, it can take up to a year. And on average, it costs about $50k-$80k, all-in-all, to get setup. And that's just for Belarus.

Use an Employer-of-Record (EOR)

An employer-of-record (EOR) is a company that hires and pays an employee on behalf of another company.

An EOR is typically used to overcome the financial and regulatory hurdles that often come with employing remote workers.

Each country has its own payroll, employment, and work permit requirements for non-resident companies doing business in their jurisdiction. Meeting those demands can be a huge obstacle when it comes to hiring remotely.

At Panther, we help companies employ and pay people in over 160 countries, without having to set up a foreign subsidiary. Payroll, benefits, taxes, compliance, and more are all handled by us, at a fraction of the cost.

Outside of saving you months and tens of thousands of dollars, other advantages of using Panther are:

  • Ability to attract talented and motivated employees from all over the world.
  • Full legal compliance: There is no risk of violating local employment laws.
  • Transparency: Employees are still your employees. All the work, processes, operations and day-to-day business belong to you, the company, just like with any other employee. Panther just takes on all of the responsibilities, obligations and admin work related to your team's employment.
  • No risk of misclassification

Because you no longer have to set up your own subsidiary, you’ll save a ton of time and tens of thousands of dollars using Panther.

Paying Remote Employees

Paying employees in Belarus is not the same as paying workers in your own country. Employees have to be paid using Belarus’s employment and payroll standards.

This means that you have to know, understand, and keep up with 1) fluctuating currency changes, and 2) local payroll and tax laws in the countries you’re looking to hire in.

Outside of the laws and regulations around payroll, there may be different conditions surrounding leave, overtime, termination, and more. As you can imagine, maintaining this kind of regulatory knowledge can be challenging. But it is crucial and necessary to follow local legislation.

After, you’ll have to determine the best way to pay your international employees. This can be done in a number of ways, including but not limited to:

Pay through a local entity

One of the most challenging (and expensive) parts of paying international employees is setting up the infrastructure to do so.

Before you start to run payroll, you have to register your company as the local employer in the country the worker resides in. As you can see in the “Set up a subsidiary” section, this is a multi-step process that can take up to a year and put you on your way to bankruptcy.

Work with an EOR

Outside of EORs acting as the full admin employer, many also provide remote payroll.

For example, at Panther, in just 1-click, you’re able to pay your entire global team, anywhere in the world. We send you an invoice each month, charge you in US Dollars, and pay your employees the same amount in their local currency.

We factor in currency fluctuations and use the mid-market rate plus any applicable fee passed on by our provider at cost at the time of billing.


 Specific Information

Working Hours

Full Time employment is considered 40 hours weekly, and 8 hours daily.


Overtime should not exceed 12 hours daily, 10 hours weekly, and 180 hours annually. Time off is given in lieu of payment for overtime.

Payroll Tax



  • Pension
  • Health Insurance

Minimum Wage

The monthly minimum wage is 375BYR.


Pay Cycle

Salaries are paid on monthly basis, usually at the beginning of the following month. Also, it is possible for the company to pay a part of the salary in advance, approximately 40% of the salary is paid in the mid of the current month.

13th Salary

13th salaries are not required but are established by collective agreements or employment contracts. Although it is not required, it is common for CFOs or logistic managers to receive 13th salaries.


Paid Time Off (PTO)

PTO is calculated by the:

  • Employees are entitled to at least 24 paid vacation days.

Public Holidays

There are 9 non-working public holidays.

Sick Days

The duration of sick leave entitlement provided to workers is dependent on how long they have been employed by their employer:

  • Employees receive 80% of their average daily earnings for the first 12 days of incapacity.

Maternity Leave

Current maternity leave in Belarus is:

126 days’ paid maternity leave (140 days if there are medical complications or if two and more kids are born),

3 years’ unpaid maternity leave during which time the job position must be kept open (the mother can resume work earlier if she wants to),

If another child is born during these 3 years, the maternity leave entitlement starts again.

Paternity Leave

Fathers can receive up to 14 days of unpaid leave in the first six months after the birth of a child.

Parental Leave

See paternity leave.

Other Leave

Family Care Leave -An employee can take leave to care for a sick child under 14 years of age or a disabled child under 18.

Marriage Leave


Bereavement Leave

Employees are entitled to up to 2 days of paid leave following the death of a close family member.


Termination Process

In Belarus, an employment contract can be terminated in the following circumstances:

  • Agreement by both parties
  • If the contract’s term expires except when neither of the parties wants the employment relations terminated.
  • If initiated by any party (the employer or employee).
  • If the employee agrees to be transferred to an elective position.
  • If the employee disagrees with moving to another location to follow the employer, if the employee disagrees with new labor conditions, anew owner, or re-organization of the company.
  • If circumstances independent of the will of the parties.
  • If the contract is terminated after a probationary period. However, it is difficult for employers to terminate employees, and they must provide valid reasoning. The notice period must be 2 months unless otherwise stated in agreement.

Notice Period

The notice period in Belarus is:

One month notice is required.

Severance Pay

Severance payments are determined in the employment contract but generally should amount to 2 weeks of the employee’s average salary.

Probation Period

Employers can establish a probationary period of up to 3 months. For early termination during the probationary period, a minimum of 3 days’ notice is required.