In The Legal 500's 2026 Comparative Guide, Concern Dialog's Senior Associate Shushanik Stepanyan, along with Associates Hayarpi Mkrtchyan and Ani Telunts, presented a comprehensive analysis of the RA Labor Legislation.

Key topics covered in the guide include:

• Exhaustive Grounds: An employer may terminate an employment contract only under specific circumstances defined by the RA Labor Code (such as staff redundancy, unsuitability for the position, loss of trust, etc.).

• Notices and Severance Pay: Depending on the length of service, notice periods range from 14 to 60 days, while severance pay varies from 10 to 44 times the average daily wage.

• Mass Layoffs: In the event of making more than 10% of employees redundant within a 2-month period (but no fewer than 10 individuals), the employer is obligated to notify state authorities and the trade union 2 months in advance.

• Artificial Intelligence (AI): The Code prohibits making decisions regarding an employee solely based on automated systems, without human evaluation.

• Confidentiality and Non-Compete: Post-employment non-compete conditions are not explicitly defined by law; however, strict confidentiality requirements can be applied based on the principle of freedom of contract.

In case of procedural errors, the court may compel the employer to reinstate the employee, pay compensation for the forced idle period, or provide additional compensation ranging from 1 to 12 months of average salary.

You can read the full analysis here․