Armenia (AM)

Rules: Armenia Labour Code and social security regulations provide paid sick leave for employees. For the first day of absence: employer policy varies — most Yerevan employers (particularly international employers and NGOs) require a medical certificate (բժշկական տեղեկանք) from the first day or by day 2. For absences of 3 or more consecutive days: an official sick-leave certificate (disability certificate — աշխատանքային անգործունակության թերթիկ) issued by a licensed medical facility is mandatory to trigger social benefits. Private clinic consultation costs: AMD 10,000–25,000 (Nairi Medical Center: +374 10 589 999; Erebouni Medical Center: +374 10 459 191; Wigmore Clinic: +374 10 543 686). After the first 3 employer-paid days, the state temporary disability benefit (ժամանակավոր անաշխատունակության նպաստ) applies — calculated at a percentage of average salary based on the period of documented contribution; administered through payroll by the employer, who then claims reimbursement from the social insurance system. Total annual sick leave: no hard cap in the Labour Code, but sustained absence beyond statutory sick pay triggers review of the employee's ongoing contract status. Keep all medical certificates and discharge summaries — these are necessary for insurance reimbursement and any future employment or benefits claims.

Doctor note: Most Armenian employers require a medical certificate from day 1 or day 2 of absence — particularly international and multinational employers operating in Yerevan. The disability certificate (Disability Leave Sheet — DLS) must be issued by a licensed doctor at an accredited medical facility in Armenia. Private clinic certificate cost: AMD 10,000–25,000 consultation fee; Nairi Medical Center (+374 10 589 999), Erebouni (+374 10 459 191), Astghik Medical Center (+374 10 290 255). State polyclinic certificates are also accepted and cheaper (AMD 1,000–3,000 consultation fee, longer wait times). Do not use a home-country doctor's note without a certified Armenian translation — employers and the social insurance system will reject notes in foreign languages unless accompanied by a notarised Armenian translation (AMD 5,000–15,000/page).

Employer pay: Under the Labour Code, the employer is responsible for paying the employee's salary during short-term sick leave (first 2–5 days) while the official sick-leave documentation is processed. From day 4 (after the first 3 employer-responsibility days): the state temporary disability benefit is triggered for employees with sufficient social insurance contribution history. The benefit level depends on the employee's contribution period and average salary; typically 80% of average earnings for contributions exceeding 8 years, 70% for 5–8 years, 60% for 2–5 years, and 50% for less than 2 years (verify current scales at mtss.gov.am — rates updated periodically). Employers cannot deduct from the regular salary for absences within the statutory sick leave entitlement if a valid medical certificate is provided. After extended sick leave: if inability to work continues beyond the temporary disability benefit period (typically up to 120 days continuously, or 140 days in 12 months), the employee may be referred for disability status assessment by the Medical-Social Expertise Commission (MSEC).

Long-term: Long-term disability in Armenia is assessed by the Medical-Social Expertise Commission (MSEC — under the Ministry of Labour and Social Affairs). MSEC assigns disability groups (I, II, III) based on the degree of incapacity. Disability pension (հաշմանդամության կենսաթոշակ) is available to Armenian residents with a confirmed disability status and sufficient contribution or residence record — amount depends on disability group and contribution years. For foreign nationals with limited Armenian contribution history: private income protection insurance (covering 60–80% of monthly salary if unable to work) is the essential safety net. International providers (AXA Global Healthcare, BUPA International) offer policies for AMD 180,000–600,000/year (approximately USD 450–1,500/year) depending on income, benefit level, and waiting period. Purchase before health issues arise — insurers may exclude pre-existing conditions. Funded pension fund (accumulated under payroll social payments): if you leave Armenia before retirement age, the funded pension balance remains in your personal account at the pension fund (AMPF, Amundi Armenia, Sas-pension, Mego) and continues to accumulate returns — it is not automatically forfeited on departure, but access rules depend on Armenian pension law in effect at the time of retirement age.

Max hours: 40 hours per week (8 hours per day) is the standard maximum under Labour Code Article 159. Reduced working time categories: employees under 18 years — 36 hours/week; employees with certain disabilities — 36 hours/week; employees in hazardous/harmful conditions — sector-specific limits. Night work (22:00–06:00): constitutes a separate work period; night shift cannot exceed 7 hours without overtime provisions. Flexible and remote working: no statutory right to flexible or remote working under Armenian law, but it is common practice in the Yerevan tech sector, NGOs, and international employers. If your contract includes a "confidentiality" or "all-inclusive" salary clause, confirm explicitly whether overtime is included or separately compensated.

Min rest: Labour Code: minimum 12 hours rest between consecutive working days. Weekly rest: minimum 2 consecutive days off (typically Saturday and Sunday for standard Yerevan office roles, or equivalent). Public holidays: Armenia has 12 public holidays in 2026 — all are paid days off. Working on a public holiday entitles the employee to either double pay (200% daily rate) or an additional compensatory rest day. Public holiday calendar: check the current year list at e-gov.am annually — public holiday schedules can change. Lunch break: minimum 30 minutes, maximum 2 hours, not counted as working time unless the employee cannot leave the workplace. For employees with children under 1.5 years: additional nursing breaks (minimum 30 minutes each, at least every 3 hours) are mandatory and counted as working time.

Overtime: Overtime rates under the Labour Code: the first 2 overtime hours per day are paid at 1.5× the ordinary hourly rate; subsequent overtime hours in the same day are paid at 2× the ordinary hourly rate. Total overtime cannot exceed 4 hours per employee in any 2 consecutive days or 180 hours per year. Overtime must be agreed in advance — employers cannot require unlimited compulsory overtime. All overtime must be documented in writing (order and timesheets) — keep your own record of actual hours worked as evidence for any claim. Alternative to overtime pay: by written agreement, overtime can be compensated with equivalent additional rest days instead of cash payment — this must be agreed before the overtime is worked, not retroactively. Repeated undocumented or uncompensated overtime is grounds for an employment dispute filed at the State Labour Inspection Body (absp.gov.am).