Calculatorpreliminary calculation
Wage-claim period
Wage claim court filing deadline calculator
Select the actual situation. For an employee in Kyiv, the calculator does not apply one deadline to all employment disputes: after Constitutional Court Decision No. 1-р/2025, ordinary wage claims and claims for all amounts due on dismissal follow different routes.
Check the route and deadline
First separate current wage arrears, the final settlement on dismissal, and a challenge to the dismissal itself.
Following Constitutional Court Decision No. 1-r/2025, it is specifically the 3-month limit on recovering wages and other amounts due to employees that is unconstitutional.
Preliminary legal reference
For a claim to recover wages and other amounts due to an employee, the 3-month limit in part one of Article 233 of the Labour Code no longer applies following Constitutional Court Decision No. 1-r/2025.
If the violation, appeal, or procedural event occurred before December 11, 2025 and also involves a COVID-quarantine extension of deadlines, the dates and transitional effects require manual analysis.
The brief summary is easy to paste into a message to a lawyer or save for yourself.
Why is there no single time limit for all wage disputes
On December 11, 2025, the Constitutional Court held the 3-month limit unconstitutional for employee claims to recover wages and other amounts due. Accordingly, for current wage arrears, the tool shows that there is no such fixed limit instead of inventing a date.
A separate rule in part two of Article 233 of the Labour Code preserves a 3-month time limit for disputes over all amounts due upon dismissal. The period starts when written notice of the amounts accrued and paid is received.
Calculation methodology
Review methodology
- The user selects the subject of the claim to distinguish the three different rules in Article 233 of the Labour Code.
- For an ordinary wage claim, the result reflects the legal effect of Constitutional Court Decision No. 1-r/2025 without an artificial end date.
- For the final calculation, enter the actual date the written notice under Article 116 of the Labour Code was received.
- Add 3 calendar months to this date under Article 241-1, moving to the last day of a shorter month.
- A Saturday or Sunday is moved to Monday; other non-working days and historical regimes require manual review.
Example of a final settlement
An employee of a Kyiv company received written notice of the amounts accrued and paid on dismissal on January 4, 2026, and believes part of the salary was omitted.
- Route: all amounts due upon dismissal
- Notice received: 04.01.2026
- Period: 3 calendar months
The corresponding date is Saturday, 4 April 2026; the estimated deadline shifts to Monday, 6 April 2026.
Need to confirm actual receipt of the notice, check the working-day calendar, and keep this claim distinct from reinstatement at work.
Documents for a wage claim
- Employment agreement, hiring order, job description, and pay terms.
- Pay statements, timesheets, bank statements, and accrual certificates.
- Dismissal order and written notice under Article 116 of the Labour Code of Ukraine, with proof of the date it was received.
- Correspondence with the employer, a payment demand, and the accounting department’s response.
- A month-by-month debt calculation without combining it with other compensation.
Official sources
- Labour Code of UkraineArticles 116, 233, 234, and 241-1 govern notice of settlement, deadlines, and their calculation.
- Decision of the Constitutional Court of Ukraine No. 1-r/2025The 3-month limit on recovering wages and other amounts due to employees was held unconstitutional.
- Official summary of Constitutional Court Decision No. 1-р/2025Explains the Court’s conclusion on narrowing an employee’s right to wages and judicial protection.
- Prepared
- The methodology was prepared by the website editorial team based on official sources.
- Checked
- A lawyer reviewed the route logic and calendar calculation without publishing personal data.
- Important
- The tool provides a preliminary result and does not replace analysis of employment documents.
Current as of . The calculation is preliminary and depends on the documents and circumstances.
Frequently asked questions
Is it true there is no longer a three-month period for wages?
Yes, part one of Article 233 of the Labour Code was held unconstitutional specifically as to the 3-month limit on recovering wages and other amounts due. This does not remove the special period for amounts due upon dismissal.
From what date should the three months after dismissal be counted?
From the day the written notice of amounts accrued and paid upon dismissal is received. The order date or last working day is not automatically the same reference point.
What to do if written notice was not provided?
Do not enter a different date at random. Keep the request to the employer, payslips, and communication records, and assess when the time limit began based on the documents.
Does the tool calculate the deadline for reinstatement at work?
No. A dismissal challenge has a separate one-month time limit from service of a copy of the order. Use the dedicated guidance.
Can I wait if there is no fixed limit?
Do not wait. Time sheets, payslips, banking records, and witness statements become harder to obtain over time, and the employer may cease operations.
Free initial consultation
Need to determine the claims against the employer?
Submit an application if you need to check payroll documents, written notice upon dismissal, and the proper filing route for 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