CV Bank of workers in Armenia and workers from overseas. For your requirements.
By utilizing www.workersinarmenia.eu you can tap into a rich and varied talent pool of international candidates across multiple industries. Our platform connects you with both local workers in Armenia and those from abroad. With access to an extensive CV database, you have the flexibility to choose candidates that align with your company's unique needs. Say farewell to recruitment difficulties and welcome the opportunities presented by Galaxy Seven Armenia.
What is the employment recruitment process like in Armenia? Types of Employment Contracts and Required Digital Agreements in 2026.
The hiring landscape in Armenia has become significantly more transparent. Starting in 2026, it will no longer suffice to merely select a type of employment contract; accuracy in recording this information within the new digital framework is essential. Gone are the days of saying “we’ll formalize it later.”
This shift is crucial because the nature of employment agreements dictates various aspects such as salary, benefits, working hours, probation periods, and termination procedures, as well as what inspectors will observe.
While the Labor Code of Armenia remains the guiding framework, the new system will ensure that every decision is documented with a timestamp, thereby eliminating any potential misrepresentation regarding employee registration.
For startups or foreign companies hiring in Armenia, establishing the correct employment structure from the outset can prevent complications such as mandatory transitions to indefinite contracts, back-pay claims, and drawn-out disputes.
Here we discuss how to navigate the choice between employment vs. contractor agreements, when to opt for indefinite vs. fixed-term contracts, the regulations surrounding part-time and remote work, internships, and probation periods, the new required digital contract process, and maintaining clear procedures for terminations and renewals, ensuring your hiring practices remain compliant and audit-ready.
Mandatory Digital Employment Contracts (Effective July 1, 2026) In accordance with the Law of the Republic of Armenia on Amendments and Supplementations to the Labor Code, adopted on December 4, 2024 (Article 2, Part 1, Paragraphs 3 and 4), all aspects of employment relationships—including their establishment, modification, and termination—must occur through a digital platform (e.g., CoSign). This mandate takes full effect on January 1, 2026, per Article 17 (Final and transitional provisions).
Digital Signing & Process Flow
- 1. The employer accesses the SRC system to draft the employment agreement.
- 2. The employer must sign the agreement utilizing an ID-card e-signature or Mobile-ID.
- 3. The employee's email is entered into the system.
- 4. The employee receives an invitation to sign the agreement via the self-portal using Mobile-ID or an authorized e-signature.
- 5. Only after both parties have signed electronically is the employment relationship officially active, with mutual e-signature constituting a valid contract.
From 2026 onward, backdating contracts will be prohibited. Any attempt to register a contract with a retroactive date will be considered a violation, and the system’s timestamps will readily highlight such actions.
What Changes
- The entire employment lifecycle will be documented digitally, complete with timestamps.
- Authorities will have real-time access to records (SRC, Labor Inspectorate, Migration Service).
System Requirements
- New hires and amendments to contracts
- Documentation of probation terms and termination orders
Signing Procedures
- Armenian citizens: ID card e-signature or Mobile-ID
- Foreign employees: SRC credentials + authorized e-signature (e.g., CoSign)
The CoSign service is exclusively available for foreign nationals. To obtain it, submit your documents to EKENG at cosign@ekeng.am. The electronic signature certificate and signing service are valid for three years, with a fee of 30,000 AMD.
Deadlines & Required Information
The platform will automatically generate employee registration data that must be submitted within legal deadlines: by the end of the day prior to the employee’s start date, or, if they begin on the same day, by 2:00 PM that day. Mandatory fields include start date, contract type, salary, workplace, duties, notice methods, leave entitlements, etc.
Compliance Impact
No more backdating, “trial periods without contracts,” or unregistered extensions. A clear audit trail will indicate who signed what and when.
Preparation Steps
- Obtain e-signatures for all signatories and establish access for foreign employees.
- Standardize job descriptions and onboarding processes.
- Train HR personnel to utilize the SRC platform and synchronize internal workflows.
Employment vs Civil (Contractor) Agreements:
—Now Digitally Traceable
Employment (Labor Code Armenia)
Employee relationships are governed by the Labor Code and are logged in the SRC digital platform. The contract, work hours, workplace, job responsibilities, leave, and notifications are documented with timestamps, creating an auditable employment contract in Armenia.
Civil / Contractor (Civil Code)
Contractor agreements fall under the Civil Code and are not recorded in the SRC system. However, they are still visible through taxation in Armenia (invoices, withholding, reports), allowing for potential misclassification to be identified.
Practical Guidance
If the employee's responsibilities, schedule, workplace, and supervision are clearly defined and recorded in the SRC system, the relationship will be classified as employment under the Labor Code of Armenia. Conversely, if the agreement solely pertains to achieving a specific result with the individual working autonomously (choosing their own schedule, location, and methods) and managing their own taxes, it will be deemed a civil-law relationship.
Importance of Compliance
The digital system establishes a more robust documentation trail (timestamps, required fields, notifications), facilitating quicker audits and reclassifications when the relationship appears as employment on record. Properly structuring agreements safeguards employee benefits (such as paid leave, maternity leave, sickness, family leave, and other social payments) in Armenia, provides legal security for both parties, mitigates the risk of unpaid taxes, penalties, and fines, and helps streamline inspections without disputes.
Indefinite vs Fixed-Term Contracts: The System Requires Clarity Default = Indefinite.
According to the Labor Code, the default and safest option for an employment contract in Armenia is indefinite. Fixed-term contracts are exceptions that must be justified by specific circumstances (e.g., project work, seasonal employment, substitution, or other legal grounds). This distinction is vital because the type of agreement affects employee benefits, probation periods, and notice requirements.
What the Digital System Enforces
The SRC platform mandates the selection of contract type and requires for fixed-term contracts a clearly defined validity period or completion condition. This transparency makes silent renewals detectable. If you repeatedly enter fixed-term contracts for the same position without a valid reason, the law may automatically convert the relationship to indefinite, and digital records will make this evident to inspectors.
Renewals & Misuse
The system captures repeated fixed-term renewals, brief gaps between contracts, and ongoing work beyond the designated end date through timestamps. For Armenian SMEs and foreign employers, this necessitates stricter renewal protocols: decisions about closing or justifying renewals should be made early.
Part-Time, Flexible & Remote Work in Armenia: Still Classified as Employment in the System
Part-time, flexible, and remote positions are created and managed within the SRC platform like any other employment contract. The system requests information regarding the workplace, working hours, and job responsibilities (attach the job-duties appendix).
What to Record
- Weekly hours and scheduling rules (e.g., core hours, flexible periods)
- Workplace specifics (office, hybrid, or remote address)
- Job-duties appendix and reporting structure
- Equipment, health, and safety considerations for remote setups
Remote Work Considerations
- Document availability/communication expectations (response times, meeting schedules)
- Note equipment, data security standards, and reimbursement policies
- Update the job-duties appendix when scope changes
Protections Still Apply (Pro-Rated)
Part-time employees are entitled to the same protections—such as paid leave and benefits—calculated based on hours worked. Overtime and rest time rules specified in the Labor Code of Armenia remain applicable, with the digital record aiding in compliance.
Audit-Friendly Practices
Utilize timekeeping and attendance verification tools, maintain updated internal policies, and store manager approvals and decisions in the system. In the event of an inspection triggered by SRC data, these records will demonstrate adherence to working hours and leave policies.
Define Responsibilities Clearly
Establish who approves what, and ensure all employee leave documentation is recorded in the system, including approved leave requests, termination orders, and attendance logs. Keeping a systematic, easily accessible record of all actions is vital.
When time, attendance, and leave are accurately logged and verified, you can demonstrate legally compliant work practices, even during unexpected audits or disputes.
Internships in Armenia 2026: Labor Code Regulations, Limits, and Digital Documentation
Limits & Requirements
Internships in Armenia are capped (approximately two months, one instance per intern, and around 10% of the workforce). A written agreement is mandated by the Labor Code, outlining learning objectives, supervisor, tasks, and working hours.
Not Automatic Employment, But...
Internships aren't automatically classified as employment, but having a written form and digital HR records is highly advisable to avoid misclassification. If control over time, location, and duties resembles that of regular staff, it may be treated as employment, leading to rights such as paid leave and payroll obligations.
Youth Protections
Stricter rules apply to individuals under 18. Those under 18 years old cannot engage in overtime work.
For Armenian SMEs
Differentiate intern responsibilities from those of employees, maintain an intern register, and keep evaluations and certificates. Collaborating with an accounting firm in Armenia, like Profin Consulting, can help align stipends, taxes, and documentation to ensure compliance with the agreements in place with employees.
Termination During Probation
While you can terminate the relationship more swiftly than usual, it is not “fire at will.” You must:
- Issue a digital notice within the SRC system,
- Adhere to the legal process (correct grounds and timing),
- Ensure the employee acknowledges/signs the notice in the system.
The platform logs who sent what and when, providing proof in case of disputes.
No Hidden Trials
The option to “work for a few weeks, and we’ll sign later” is no longer viable. If someone works without a contract/probation entry (which is illegal), you are effectively conducting a standard employment relationship, and system logs will reveal any discrepancies.
Best Practices for Managers
Conduct one to two check-in reviews (e.g., at week four and week ten). Provide written feedback and action points; upload or attach notes to the HR record. If performance issues arise, issue early warnings and clarify improvement expectations before the probation period concludes.
Example Timeline
- March 1: Employee starts; three-month probation logged in SRC (ending May 31).
- April 5: Mid-probation review with written feedback.
- May 20: Decision made; if terminating, issue a digital notice immediately and comply with legal grounds.
Quick Checklist
- Contract specifies length and start date
- Probation logged in SRC at hiring
- Duties attached or referenced
- Mid-point review documented
- If terminating: digital notice sent timely, with valid grounds
This approach ensures predictability, fairness, and defensibility; your decisions are captured in writing and supported by system timestamps.
Termination, Renewal & Dispute Prevention
Legal Grounds Only
Terminations must be based on legal grounds set forth by the Labor Code. Some previous bases are now invalid (e.g., retirement). Use the SRC system to issue termination acts, ensuring timing and language are precise—your entries will be timestamped.
Notice Regulations
Employee resignations typically require 30 days’ notice (which can decrease to five days for illness or other legally permitted reasons). Employer-initiated terminations must follow the correct grounds, sequence, and documentation in the system. Delays or incorrect wording in notices can be easily identified by inspectors.
Severance & Timelines
Severance payments depend on the grounds for termination and tenure. Calculate accurately, pay promptly, and document the delivery of decisions and acceptance of records. The digital trail (sent, received, signed) serves as your evidence.
Fixed-Term Renewal Practices
For fixed-term contracts, plan the end date well in advance. Either:
- Notify and conclude on time, or
- Renew with legitimate justification and fresh entries in the system.
Avoid rolling extensions with short gaps, as these patterns can lead to automatic conversion to indefinite employment.
Dispute Channels & Evidence
Be prepared for inspections, mediation, or court proceedings. Ensure that contracts, notices, meeting notes, and payroll evidence are consistent with the SRC system. Consistency is key in resolving disputes.
Quick Employer Checklist
- Grounds are lawful and documented
- Notice text and dates align with legal requirements and system timestamps
- Severance calculated, paid, and acknowledged
- Fixed-term: conclude or renew on time with valid justification
- All files (acts, emails, acknowledgments) are stored and consistent
Stay informed and proactive to navigate the evolving hiring environment in Armenia effectively.
Galaxy Seven Armenia - What do we offer
At Galaxy Seven Armenia,
we provide outstanding services to help you find and hire ready workers present in Armenia and foreign workers for your business in the Republic of Armenia. Our offerings include.
Documentation for requesting workers' quotas to the Government department of Armenia.
The specific document requirements for applying for work quotas for employers in Armenia, may vary depending on the type of visa or permit requested.
Processing of the workers' quota application.
To process a worker quota request in Armenia for employers in 2026, you generally need to follow a few steps.
Selection of workers.
Finding the right candidates for a job can be a challenging task, but we excel providing exceptional services that simplify the process.
Embassy visa processing.
The process of obtaining clearance for your employees can be quite challenging, to ensure a smooth transition for your foreign workers.
Organization of workers' flights to Armenia.
We are proud to offer our services as a flight assistance provider for newly appointed foreign workers traveling to Armenia from their home countries.
Welcoming workers at the airport.
We provide comprehensive airport reception services for newly hired workers in Armenia, ensuring smooth arrival coordination and safe transfer to the employer’s location.
Management services for newly arrived workers.
We are pleased to introduce Galaxy Seven Armenia’s Management Services for newly arrived workers. At Galaxy Seven Armenia, we understand the challenges faced by people who have recently moved to a new country for work.
We provide Skilled and semi skilled workers and subordinate workers for Armenia
Are you looking for foreign workers to work for your company as regular workers of your business in Armenia?
The following categories are permitted to work in Armenia under the Armenia Government’s employment regulations.
Documentation for requesting workers' quotas to the Government department of rmenia
Work Permit & Foreign Worker Quota Process in Armenia
To apply for foreign worker quotas in Armenia, the employer must register online through the unified government platform workpermit.am (or related official portals). The employer submits the application including the foreign candidate’s details, vacancy description, proof of qualifications, and the state fee receipt.
The Ministry of Labour and Social Affairs (MLSA) reviews and approves the work permit. After approval, the foreign worker applies for a residence permit. The process is largely digitized; however, required documentation must include notarized translations and legalizations where applicable.
Employer's Required Documents & Actions (Online Submission)
- Employer Registration: Register on the official platform (workpermit.am).
- Application Form: Complete the application form in Armenian.
- Vacancy Details: Provide a detailed job description.
- Employee Passport: Copy of the foreign worker’s passport.
- Qualifications: Diplomas or certificates, notarially certified and legalized (Apostille where required).
- Photos: Two 3x4 cm photographs.
- Fee Payment: Proof of state duty payment (approximately 25,000 AMD).
Foreign Worker's Required Actions (After Work Permit Approval)
- Passport Translation: Notarized Armenian translation of the passport.
- Residence Permit Application: Submit an application with the Ministry of Internal Affairs.
- Medical Certificate: May be required depending on the case.
Key Considerations
- Quota System: Work permits are granted based on labor market demand, designed to protect local employment.
- Digital Process: The application is largely electronic through the unified government portal.
- Job & Employer Specific: Work permits are tied to a specific employer and position.
- Timeline: Decisions may be issued within 5 working days if documentation is complete.
Galaxy Seven Recruitment & Workers Supply LLC is your trusted partner in providing qualified and accurate workforce solutions tailored to your business needs in Armenia.
Processing of the workers' quota application in Armenia.
Foreign Worker Quota Application via Hartak (National Services Gateway)
In Armenia, foreign worker quota applications are processed digitally through the National Services Gateway Hartak.am. Employers register online, submit job vacancy details, and obtain approval from the Ministry of Labor and Social Affairs (MLSA). Following approval, foreign worker data is entered into the system, leading to electronic notification for collection of the temporary residence card at a public service office.
The system is designed to protect local employment by ensuring that skilled labor shortages are identified before foreign recruitment is authorized. Special rules apply to EAEU citizens and certain exemptions may exist for individuals of Armenian descent.
Step-by-Step Process for Employers
- Register: Create an employer account on the National Services Gateway (Hartak.am).
- Submit Application: In the “New Application” section, select “Work Permit,” complete the job vacancy details, and confirm submission.
- MLSA Approval: The Ministry of Labor and Social Affairs reviews the request and issues approval within approximately 15 working days.
- Add Foreigner Data: After approval, enter the foreign worker’s personal details in the “Current Cases” section.
- Notification & Card Collection: The foreign worker receives an email notification to collect the temporary residence card (which functions as the work permit) from a public service office.
Key Aspects of the System
- Full Digitalization: The entire procedure is electronic, from application submission to permit issuance.
- Timeline: Initial approval is typically issued within 15 working days, provided documentation is complete.
- Fees: A state fee applies for issuance of the temporary residence card (e.g., approximately 105,000 AMD).
- Exemptions: Citizens of EAEU member states (Russia, Kazakhstan, Belarus, Kyrgyzstan) and their family members do not require a work permit but must confirm residence status.
- Priority & Labor Market Test: The system aims to address labor shortages while protecting local employment. In some cases, priority consideration may apply to ethnic Armenians, subject to assessment of local skill availability.
Required Documents (General)
- Passport copy with at least 6 months validity.
- Completed application forms.
- Job offer or signed employment contract.
- Academic certificates or professional qualifications (for skilled positions).
Selection of workers.
Finding the ideal candidates for your job openings can be a daunting task, but at Galaxy Seven, we specialize in simplifying the recruitment process. Our comprehensive services include access to our extensive CV database, conducting online interviews, and facilitating employer visits to our partner training centers or candidates' home countries. This hands-on approach allows for in-depth interviews, ensuring that you select highly qualified and well-suited workers.
At Galaxy Seven Armenia, we guarantee a complete and hassle-free solution for your staffing needs. From reviewing CVs to scheduling interviews and conducting practical assessments, we manage the entire selection process, making it a seamless and efficient experience for employers. Look no further than Galaxy Seven for your recruitment needs.
Embassy visa processing.
Navigating the authorization process for your employees can be quite challenging. To facilitate a smooth transition for your foreign workers, employers must send the necessary authorization to the employee's country of residence. This requires completing a lengthy application, which must be submitted along with the employee's original passport to the Armenian embassy in their home country.
Our team of experts is here to provide the support and guidance you need throughout this application process. We are well-versed in the complexities involved and fully understand the requirements and procedures.
Moreover, we have built strong partnerships with our counterparts in your employees' home countries, ensuring seamless collaboration and support from beginning to end. We will manage all the paperwork, ensuring a hassle-free experience for both you and your employees.
Let’s work together to make the process of bringing foreign talent to Armenia as smooth and successful as possible!
Organization of workers' flights to Armenia.
We are pleased to present our flight assistance services designed specifically for newly hired foreign workers traveling from their home countries to Armenia. Our primary objective is to ensure a smooth, secure, and stress-free journey as they take the next step toward joining their employers in Armenia.
Our services begin with arranging flights according to a mutually agreed schedule between the employer and the employee. We understand the importance of adhering to planned timelines and are committed to securing the most suitable flight options to ensure timely arrival.
In addition to flight reservations, we assist newly recruited workers in acquiring airline tickets and ensuring they have all the necessary documentation and travel information required for a successful international journey. We recognize that overseas travel can be complex, particularly for first-time travelers, and we provide clear guidance throughout the entire process.
On the day of departure, our dedicated team provides coordination and support to facilitate a smooth airport and check-in experience. We aim to minimize uncertainty and ensure that each worker departs with confidence and proper preparation.
We also provide a briefing on airline regulations applicable to travel to Armenia. This includes guidance on baggage allowances, safety procedures, travel documentation requirements, and other relevant policies that may affect the journey.
Our ultimate goal is to support workers in their transition from their home countries to Armenia, helping them integrate seamlessly into their new employment environment. We remain committed to delivering reliable and efficient services, ensuring comfort, clarity, and peace of mind throughout the entire travel process.
Welcoming Workers at the Airport
We are proud to offer a comprehensive airport reception service for newly hired employees arriving in Armenia. This service is designed to ensure a smooth arrival process and seamless transition to their employers.
At Galaxy Seven Armenia, we understand the challenges companies face when recruiting foreign talent. Our mission is to simplify these complexities by delivering a structured and professional experience for both employers and workers.
Our experienced team is well-versed in Armenian immigration laws and labor regulations, and we continuously monitor updates to remain compliant. Upon arrival at Armenian airports, we provide a brief but essential orientation regarding immigration procedures and labor obligations to ensure full legal compliance.
Key Elements of Our Service
- Airport Reception: Our team will be present at the airport to warmly welcome new employees upon arrival. We understand that the first moments in a new country can be overwhelming, and we ensure a supportive and organized reception.
- Transportation Support: We provide reliable transportation arrangements to ensure employees safely reach their employer or designated accommodation. Logistics are carefully managed, considering distance, timing, and specific employer requirements.
- Orientation on Immigration & Labor Regulations: Workers receive a concise yet essential overview of Armenian immigration and labor regulations, including their rights, responsibilities, and employer expectations.
- Continuous Assistance: Our commitment extends beyond airport reception. We provide ongoing coordination and support to both employers and employees, addressing questions or concerns throughout the recruitment process.
At Galaxy Seven Recruitment and Workers Supply LLC, we are dedicated to helping Armenian employers efficiently recruit foreign workers and locally available talent. Our goal is to ensure a streamlined, compliant, and stress-free process so that businesses can focus on their core operations.
If you require further information or wish to discuss your recruitment needs, please feel free to contact us. We look forward to supporting your success in hiring international talent.
Management services for newly arrived worker’s
We are excited to announce the launch of Galaxy Seven Armenia's Management Services tailored for newly arrived employees. At Galaxy Seven Armenia, we recognize the unique challenges that individuals face when moving to a new country for work. Our mission is to offer extensive support and guidance to these newcomers, facilitating a smooth adaptation to their new professional and personal surroundings.
A fundamental aspect of our management services is our dedication to personally visiting new employees. This initiative helps us forge a direct relationship with them, providing essential emotional support and advice on both work and life integration. By gaining insight into their needs and concerns, we can proactively address any challenges they may face during their initial period in Italy.
Our committed team at Galaxy Seven Armenia is fully prepared to assist newcomers with their essential needs. We understand that acclimatizing to a different culture and language can be daunting, and we are devoted to making this transition as effortless as possible. With support available for up to six months, we ensure that newly arrived workers have ample time to adjust and overcome any early hurdles they may encounter.
We strongly believe that satisfied employees are more productive and play a vital role in the success of their organizations. By offering continuous support and guidance, we not only help newly arrived workers but also aid their employers. Our services are designed to create a positive and nurturing work environment, fostering trust and comfort among all employees.
Galaxy Seven Armenia helping employers in effectively hire foreign workers. Our aim is to facilitate an efficient and streamlined process that allows companies to concentrate on their core operations while we handle the intricacies of immigration and labor regulations.
Galaxy Seven is eager to assist you and support your success.
We Provide semi skilled, skilled and Subordinate Workers for the Republic of Armenia.
Are you looking for foreign workers for your company to do your required work in Armenia?
Under the following category allowed to work in Armenia as per The decree,by The Government of the Republic of Armenia.
Agricultural, plantation and horticultural work.
Well trained, young, good mannered, hardworking, Honest, and prepared candidates are waiting at our CV Bank Gallery for your selection. We found that people who play sports adapt to agricultural work faster and easier. They have higher motivation and well-developed communication skills. Select your accurate employee from our CV Bank Gallery.
Tourism, Hospitality and Catering services workers.
We are very specialized to provide middle east countries experienced service sector workers, Certified chefs, Cook, Waiters, kitchen staff, fresh graduates from service sector skills training institutes. Select your accurate employee from our CV bank Gallery.
Packaging, Cleaning and Housekeeping workers
We have middle east countries experienced oil and gas sector workers , Construction sector workers / candidates. For Maintenance, Technical and mechanical we are associated with Training Centers from Africa, Middle east, and Asian countries to collect the best and certified students to provide work in Italy. Select from our CV Bank Gallery.
Maintenance, Constructions, Oil & Gas sector workers.
We have middle east countries experienced oil and gas sector workers , Construction sector workers / candidates. For Maintenance, Technical and mechanical we are associated with Training Centers from Africa, Middle east, and Asian countries to collect the best and certified students to provide work in Italy. Select from our CV Bank Gallery.
Mechanical, Electrical, and Plumbing workers.
Most of our candidates are able to read and understand the drawing and written instruction of engineers for Mechanical, Electrical and Plumbing Work, not only well certified- we select minimum 2/3 years work experience candidates for Work Visa Italy. Select your semiskilled and skilled workers from our CV Bank Gallery.
Fast food, Restaurant and Marine service sector workers
Hygiene, sharp and smooth at following command, young, energetic, well mannered, certified candidates are waiting at our CV Bank Gallery for your selection. Select your workers from our CV Bank Gallery.
Shipbuilding, Ship breaking and Heavy metal industries workers.
Safety and environment is the main subject of our candidates who are most of well experienced at Shipbuilding, Ship breaking and Heavy metal industries work. We check each candidate at work to certify their actual work experience. Select your semi-skilled and skilled workers from our CV Bang Gallery.
Cargo, Logistic, Transportation and Heavy equipment operators and workers.
Mostly well built, strong, hardworking, young, energetic, trained and experienced candidates are waiting at our CV Bank Gallery for your selection. Most of our candidates are certified with work experience. Select from our CV Bank Gallery.
Plumbers, Electricians, Welders, and Fabrication workers.
Our candidates are educated, diploma holders, work experienced, young, hardworking, We provide technical workers with assurance of accuracy at work. We check certificates and work experience documents of our candidates prior to keeping in our CV Bank Gallery. Select the semi skilled and skilled workers from our Cv Bank Gallery.