How it worked before. When an insured event occurred—for example, an employee’s pregnancy or sick leave—employers paying insurance contributions paid the employee themselves. They then deducted that amount when paying contributions to the Social Insurance Fund (FSS).
What changed. The law transfers responsibility for paying these amounts to employees from employers to the Social Insurance Fund (FSS). This means a sick employee will always receive paid sick leave, and parents will receive childbirth-related payments, regardless of whether the employer has funds. The calculation method remains unchanged.
Which payments does this cover?
- sick-leave payments: when the employee is ill, the employer pays the first three days and the Social Insurance Fund pays the remainder
- Pregnancy and childbirth benefits.
- A one-off childbirth benefit.
- Monthly childcare benefit until age one and a half.
No application needed. Since 2022, temporary incapacity and maternity benefits are paid proactively without an application. The employer’s involvement is minimised. Information is exchanged electronically with medical organisations, state extra-budgetary funds and other agencies. Electronic sick-leave certificates provide the basis for temporary incapacity and pregnancy and childbirth payments.
If the employer fails to submit documents affecting the payment, it will be penalised. Fines will be:
- 200 rubles for refusal to provide a required document;
- For inaccurate information: 20% of expenses incurred, no more than 5,000 and no less than 1,000 rubles.
- for missing document submission deadlines: RUB 5,000.
Time-tested. Many regions had already launched the Direct Payments pilot, under which local Social Insurance Fund offices paid compulsory social insurance benefits directly. The project produced positive results, so all Russian regions will now use the new mechanism.