Reservation from mobilisation, calculated rather than tracked
The salary floor is now three minimum wages: UAH 25,941 a month
Cabinet of Ministers Resolution 862, in force since 3 July 2026, amended the reservation rules set by Resolution 692. Since 1 September 2026 the floor of three minimum wages applies both to the company’s average salary for critical status and to each reserved employee’s own salary.
At the 2026 minimum wage of UAH 8,647 that raised the figure from UAH 21,617.50 to UAH 25,941, a rise of exactly 20%. Existing critical-enterprise decisions were checked against the new criteria, and a company can still lose the status for exceeding its reservation limits.
UAH 21,617.50 per month
Two and a half minimum wages, met in every month of the reporting quarter rather than averaged across it.
UAH 25,941 per month
Three minimum wages, on the same every-month basis. Anyone paid between the two figures is now below the floor.
Monitored from live payroll, not from a spreadsheet
The threshold tested every month
Not on the quarterly average. One month below the floor is enough to put that person’s reservation at risk, and the average across the quarter will not save it.
Flagged while it can still be fixed
Anyone approaching or below the floor appears on a dated deviation notice before the payment run, not in a report afterwards.
How much headroom is left
Reservation is capped as a share of your military-liable employees. We track how much of that allowance is used, so a new reservation request is not refused for a reason nobody was watching.
The company-level criteria
Average salary, tax-debt status and the other conditions that keep the enterprise itself qualified, monitored alongside the individual thresholds rather than separately.
Dates that do not announce themselves
Status and expiry per person, with warnings before a reservation lapses rather than a discovery afterwards.
Who is under UAH 25,941
On current salaries, by name, month by month, so the decision about what to do is taken with a list in front of you.
This one is not measured in money
A reservation that falls away
If the qualifying salary is missed in any single month of the reporting quarter, the reservation for that employee can lapse. There is no fine attached. You simply lose the person, and with them whatever they were the only one able to do.
Critical status withdrawn
Status can be lost for exceeding reservation limits or failing the updated criteria. That removes the ability to reserve anyone, not just the individual concerned.
Retrospective correction does not work
A month that closed below the floor closed below the floor. Raising the salary in October does not repair September, which is why this has to be caught before the payment run rather than after it.
Questions about reservation
Is the threshold really tested every month?
Yes, and this is the single most common misunderstanding. The qualifying salary has to be met in each month of the reporting quarter. A strong average across three months does not compensate for one month below the floor.
It matters most for anyone paid partly in bonus, anyone who had unpaid leave, and anyone who joined or left mid-month, because all three can put a single month under the line without anybody intending it.
What changed on 1 September 2026?
The salary floor rose from two and a half minimum wages to three: from UAH 21,617.50 to UAH 25,941 at the current minimum wage. It applies to each reserved employee and to the company average for critical status.
Because the floor is pegged to the minimum wage, it will move again whenever the minimum wage does. It is not a one-off adjustment to absorb and forget.
Can you work on this without taking over our payroll?
Yes. We can run the monitoring against payroll data you send us, and many companies start there because it can start straight away, while a full migration takes longer.
It is less effective than running the payroll ourselves, for a simple reason: we can only check what we are given, and if the underlying data is wrong the check inherits the error. We will tell you plainly which of the two you are getting. See payroll outsourcing.
Do you handle the applications themselves?
We handle the payroll evidence that the applications depend on, and the monitoring that keeps them valid once granted. The submission process itself sits with the relevant ministry and your own management.
Where a legal opinion is needed on eligibility, that is work for a qualified lawyer and we bring one in with your agreement rather than improvising it.
For a new entity, the personnel documents that reservation relies on come first: see employer setup.
Find out who is below the new floor
The self-check asks the reservation questions that matter: whether every reserved employee clears UAH 25,941 in every month, whether the company keeps its critical status, and whether expiry dates are tracked. Nothing you enter leaves your browser.
