Under labour legislation, a number of employment and social guarantees are protected when an employee is sent on a business trip.

During the period of the business trip, including the time spent travelling, the employee’s primary place of employment (position) and average salary are retained.

An employee sent on a business trip is entitled to receive business trip expenses in an amount not lower than the amounts established by law.

If the day on which an employee departs for or returns from a business trip falls on a day off or a public holiday that is not considered a working day, at the employer’s instruction, the employee is entitled to additional remuneration or an additional day off in accordance with labour legislation.

If an employee temporarily loses their ability to work during a business trip and, due to their health condition, is unable to perform the assigned duties or return to their permanent place of residence, business trip expenses are paid in accordance with the established procedure, provided that the situation is duly documented. For this period, the employee is also entitled to temporary incapacity benefits on general grounds.

Legislation also establishes restrictions on sending certain categories of employees on business trips. In particular, employees under the age of 18 are prohibited from being sent on business trips.