Since 2022, important changes have taken place in Ukraine regarding discrimination in job advertisements and the control over the content of such ads. These changes directly affect employers who post vacancies on job search portals, social media, or their own resources.
What job postings are considered discriminatory?
Ukrainian legislation prohibits posting job advertisements with requirements that restrict or give preference to certain categories of persons based on characteristics not related to the nature and conditions of work. In particular, it is prohibited to establish restrictions or preferences based on:
- article or age;
- race, skin color;
- due to health status or disability;
- sexual orientation or HIV status;
- political or religious beliefs;
- ethnic or social origin;
- place of residence;
- property status;
- other non-work-related signs.
This rule applies to all job posting platforms (specialized job search websites, social media, print media).
Exceptions are possible only in cases where the specifics of the work objectively require certain physical characteristics, for example, work that by definition can only be performed by persons of a certain sex.
A prime example of a «discriminatory» vacancy is an ad, information about which was posted on one of the social networks. The employer wrote that they «We were looking for an administrator. The requirements are minimal. A girl, up to 25 years old, with knowledge of English. She must be punctual and have a charismatic appearance. Not a provincial girl!» and complained about how hard it is to find a candidate who meets these requirements. As we can see, this job posting contains several discriminatory criteria at once.
Another example of discrimination could be stating in a job vacancy that they are looking for a candidate «with perfect health», «without bad habits» or «candidates residing outside the city are not considered». Even the phrase «young team» may be construed as a hint that candidates of only a certain age are being sought.
Who has the right to control compliance with the requirements of anti-discrimination legislation when posting job advertisements?
Previously, compliance with the requirements for non-discriminatory vacancies was monitored by the State Service of Ukraine on Labor (State Labor Service). However, starting from May 2025, these powers have been transferred to the State Service of Ukraine on Food Safety and Consumer Protection (State Prodspживслужба) in accordance with amendments made to the legislation on the delimitation of powers of central executive authorities. This means that specifically The State Production and Consumer Service monitors job vacancy announcements, identifies discriminatory wording, and has the authority to hold violators liable in the event of violations..
Note. Хоча повноваження з контролю передано Держпродспоживслужбі, досі формально в «Of the procedure for advertisers to pay fines to the state budget for violations of the requirements of the Law of Ukraine “On Advertising” regarding the advertising of employment services», contains a reference to the State Labor Service as the body that imposes fines. Such regulatory inconsistency may create confusion when appealing decisions. At the same time, part 4 of Article 24-1 of the Law of Ukraine «On Advertising,» following the amendments, explicitly stipulates that fines are imposed by the State Prodpotrebservice as the central executive authority in the field of consumer rights protection.
What is the penalty if signs of discrimination are found in a job advertisement?
According to Article 24-1 of the Law of Ukraine «On Advertising», for placing a discriminatory job advertisement, the advertiser (i.e., the person placing such an advertisement) is subject to a fine in the amount of ten minimum wages established at the time the violation was detected. Станом на січень 2026 року розмір штрафу становить 86 470,00 грн за кожне оголошення.
Regarding the procedure for detecting violations and bringing to justice
The procedure for monitoring compliance with advertising legislation, the algorithm, and other issues of imposing a fine are defined in:
- Art. 26 of the Law of Ukraine «On Advertising»;
- Procedure for imposing fines for violations of advertising legislation (CMU Resolution No. 693 of May 26, 2004);
- Procedure for advertisers to pay fines to the state budget for violating requirements Of the Law of Ukraine «On Advertising» regarding the advertising of employment services (CMU Resolution No. 863 of August 5, 2022).
Appropriate the procedure consists of the following steps:
- Violation detection. Уповноважені посадові особи Держпродспоживслужби (у тому числі її територіальних органів) фіксують порушення законодавства про рекламу щодо наявності дискримінаційних вимог в оголошенні про вакансію. Порушення може бути виявлене як у рамках моніторингу, так і за скаргою будь-якої особи.
- Preparation of case materials. Складається протокол про адміністративне правопорушення.
- Request for information. Держпродспоживслужба може вимагати документи та пояснення від рекламодавця чи розповсюджувача щодо порушення. Скаржник/рекламодавець може надати документи, усні чи письмові пояснення.
- Administrative proceedings. Уповноважена посадова особа розглядає справу про порушення, вивчає всі матеріали та ухвалює рішення про наявність/відсутність порушення.
- Adoption of the resolution on the imposition of a fine. If the violation is confirmed, a resolution is issued to impose a fine on the offender.
- Acquaintance of the parties. Рішення (постанова) вручається порушнику.
- Appeal. Якщо роботодавець (чи інший суб’єкт порушення) не погоджується з рішенням про накладення штрафу, він має право оскаржити його у встановленому законодавством порядку (в адміністративному порядку або через суд).
- Execution of the resolution. If the decision has entered into legal force and has not been appealed, or if the appeal process has concluded in favor of the controlling authority, the fine must be paid within 15 days from the date of delivery or receipt by mail (via registered letter) of the relevant document. If the fine is not paid voluntarily, it will be collected forcibly through the state enforcement service bodies.
Moratorium on inspections and the position of the Supreme Court
Під час воєнного стану в Україні діють загальні обмеження перевірок бізнесу (мораторій на планові перевірки). Разом із тим, Верховний Суд України у своїй постанові від 07.04.2025 вказав, що мораторій на перевірки не застосовується до процедур накладення штрафів за дискримінацію в рекламі (за спеціальним законом – Законом «Про рекламу»). Це означає, що органи контролю можуть здійснювати такі перевірки та накладати санкції навіть під час дії мораторію.
Practical tips for employers and HR professionals
Avoid discriminatory language in any advertisements:
- do not specify age/gender unless unjustified;
- do not use restrictions based on characteristics unrelated to work;
- describe the working conditions, competency and qualification requirements;
- use clear phrasing regarding salary and working conditions.
Adapt internal standards to the requirements of the legislation, especially if your organization has many active job postings. Inform your recruitment specialists that a «creative job description» with discriminatory features can cost the company 86 thousand hryvnias.
Source: budni.robota.ua
