Calculatorpreliminary calculation
Average earnings for forced absence
Average earnings for wrongful absence calculator
Enter the average daily earnings already calculated under Procedure No. 100 and the working days of forced absence under the actual schedule. For an unlawful dismissal dispute in Kyiv or Kyiv Region, the tool shows only a gross arithmetic estimate, not an amount the court is guaranteed to award.
Preliminary calculation of gross average earnings
The calculator does not determine average daily earnings or count days between calendar dates: both figures must be checked against the documents.
Enter the ready gross figure calculated under Procedure No. 100.
Count the working days that fell within the employee’s absence period according to their schedule. Do not enter calendar days.
Enter 0 if there was no lower-paid work. Enter income only for the relevant period.
Preliminary gross result
Arithmetic estimateAverage gross earnings for the period
150 060,00 UAH
- Gross earnings from lower-paid work
- 0,00 UAH
- Estimated gross difference
- 150 060,00 UAH
- Main formula
- 1 250,50 UAH × 120 workdays = 150 060,00 UAH
- Difference formula
- 150 060,00 UAH − 0,00 UAH = 150 060,00 UAH
Important: The court checks the lawfulness of dismissal, calculation period, average daily figure, actual schedule, and length of proceedings. The employer usually withholds taxes and mandatory payments as a tax agent when paying.
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How average earnings for forced absence are calculated
Article 235 of the Labour Code links reinstatement after unlawful dismissal to average earnings for the period of forced absence, or the wage difference if the employee performed lower-paid work.
Paragraph 8 of Procedure No. 100 uses average daily earnings multiplied by the number of working days payable at average earnings. That is why the calculator asks for an already verified average daily figure and working days under the actual schedule.
The baseline rule under Article 235 caps the payment at one year. If reinstatement proceedings take more than a year through no fault of the employee, average earnings may be awarded for the entire period of forced absence.
Calculation methodology
Preliminary calculation methodology
- We check the ready-to-use gross average daily earnings calculated under Procedure No. 100.
- Use the timesheets and actual schedule to count working days in the period that may qualify for compensation.
- Multiply average daily earnings by the whole number of working days without automatically counting the calendar.
- If there was lower-paid work, subtract the entered gross earnings for the relevant period, without allowing a negative result.
- We show the gross amount, deductions, and difference separately so they can be checked against the claim calculation.
- We separately remind you to check the one-year rule, the full period for lengthy proceedings not caused by the employee, taxes and the procedural time limit.
Example for 120 working days
An employee in Kyiv is challenging a dismissal. Under Procedure No. 100, their gross average daily earnings are UAH 1,250.50, and the verified period contains 120 working days under the actual schedule. They received UAH 45,000 before tax for that period in lower-paid work.
- Average daily earnings D: UAH 1,250.50
- Compensated working days W: 120
- Earnings from lower-paid work L: UAH 45,000
Average gross earnings: 1,250.50 × 120 = UAH 150,060. Estimated gross difference after UAH 45,000 from lower-paid work is UAH 105,060.
The example assumes the average daily figure, schedule, period, and nature of the other work have already been correctly determined. The court may establish different inputs.
What to prepare for review
- Dismissal order and proof of the date its copy was received.
- Employment agreement, job description, and documents showing the grounds for dismissal.
- Certificate of average salary and calculation under Procedure No. 100.
- Pay statements, payment records, and working-time timesheets for the calculation period.
- The actual work schedule during the forced-absence period, with the exact number of working days.
- Documents about lower-paid work and gross earnings for the relevant period, if relevant to the case.
- Evidence explaining the missed deadline or length of review not caused by the employee, if these issues arise.
Official sources
- Labour Code of UkraineArticles 233–235 govern the filing period for a dismissal dispute, its renewal, and compensation for forced absence or lower-paid work.
- Procedure for Calculating Average Earnings, Cabinet of Ministers Resolution No. 100Paragraph 8 sets the general method for calculating payment using average daily earnings and working days.
- Tax Code of UkraineDefines income taxation rules and tax agent duties; specific withholdings must be checked on the payment date.
- Prepared
- The methodology was prepared by the website editorial team based on official sources.
- Checked
- The calculation has been reviewed by a lawyer; no personal data was published.
- Important
- The tool provides a preliminary result and does not replace document review.
Current as of . The calculation is preliminary and depends on the documents and circumstances.
Frequently asked questions
Can the dismissal and reinstatement dates be entered?
No. The calculator does not convert calendar periods into working days because the result depends on the employee’s actual schedule, shifts, rescheduling, and the period recognized by the court.
Where can I find average daily earnings?
It is determined under Procedure No. 100 using the proper calculation period and payments included in the calculation. Check the employer’s certificate, timesheets, and payslips.
Is payment always limited to one year?
The general rule under Article 235 of the Labour Code is no more than one year. If the application took more than a year to consider for reasons not attributable to the employee, the court may award payment for the entire period of forced absence.
What should be entered if you had another job after dismissal?
This field separately concerns gross earnings from lower-paid work during the relevant period. Not every post-dismissal income should automatically be deducted: check its legal nature and period.
Is the result before or after taxes?
Before taxes and mandatory payments. When enforcing a decision, the employer usually acts as a tax agent, so the amount the employee actually receives may be lower.
Does martial law change the time limit for a dismissal claim?
There is no general automatic suspension of the one-month period. Actual war-related obstacles may justify reinstatement, but they must be proved; Article 234 of the Labour Code sets a separate one-year limit.
Free initial consultation
Need to check the final settlement after dismissal?
Submit an application if you need to check the filing deadline, Procedure No. 100, working days under the schedule, other earnings, and claims for a dispute in Kyiv or Kyiv Oblast.
- the calculator result can serve as a reference for a conversation
- documents, deadlines, or contract terms may change the conclusion
- briefly describe the circumstances in the form if needed