OUTSTAFFING AND OUTSOURCING OF FOREIGN EMPLOYEES: NEW MECHANISMS FOR BUSINESS OPTIMIZATION

On January 1, 2023, a number of significant amendments to legislation regulating labor migration came into force in Russia. Specifically, the fixed advance payments of personal income tax for foreign workers working under a patent were increased. Furthermore, the Russian Government revised quotas for attracting foreign labor in certain industries. Requirements for migrant registration and the issuance of permits were also tightened, and monitoring of employers’ compliance with labor laws was strengthened [3]. These measures, aimed at increasing the transparency of migration processes and protecting the domestic labor market, have led to a significant reduction in the number of migrant workers. As a result, organizations began to face a number of negative consequences: labor shortages, decreased responsiveness to traditional working conditions, and increased search and recruitment costs. The mechanism that previously ensured a stable talent supply found itself in crisis. Employers accustomed to the established format of interaction with migrants are now forced to revise their HR strategies, including increasing salary offers, improving working conditions, and introducing additional incentives for staff retention. They are also required to closely monitor changes in the regulatory framework to ensure compliance with all legal requirements regarding migration registration and the employment of foreign citizens. Failure to comply with new regulations may result in administrative liability and risks during inspections by regulatory authorities. The ongoing changes in the Russian Federation’s migration policy are having a systemic impact on the labor market. The reduced availability of foreign labor, the increased regulatory burden on employers, and increased competition for talent among companies are creating new realities that require the adaptation of recruitment and HR management strategies.