A labour contract is concluded for a definite period when the labour relations cannot be established for an indefinite period considering the character of the position or the conditions of the work duties performance, namely in the cases stated in Part I of Paragraph 59 of the Labour Code of RF.

In the cases stated in Part II of Paragraph 59 of the Labour Code of RF, a labour contract can be concluded for a definite period as agreed by the parties without consideration for the character of the position or the conditions of the work duties performance.

When concluding the labour contract it can contain a clause of a probation period with the aim of checking if the employee can meet the requirements of the position.

In accordance with the Labour Code of RF, when accepting new employee the employer concludes with them a labour contract. A labour contract can be concluded for an indefinite and definite period not more than 5 years.

If the term of validity is not stated in the labour contract, it is considered concluded for an indefinite period.

The labour contract is concluded in writing in two copies, each of which is signed by both parties.

The following terms and conditions are essential for the agreement:
- Job place, in case where the person is employed as part of a branch, representation office or other business subdivision the job place is stated together with the name of subdivision and its location;
- Labour functions (performed according to the job description, professional occupation and qualification);
- Specification of activity performed (if the activity corresponding to certain position, professional occupation and qualification is associated with compensations and preferences, the name of the activity is to be stated in accordance with the qualification lists approved by the Government regulations;
- Employment commencement date, in case of fixed-term labour contract the validity is to be stated as well as the legal base (labour code and federal laws) of conclusion;
- Terms of payment (base pay or salary as well as bonuses and extras);
- Working schedule (in case it differs from those of the rest of the personnel); - Compensation for heavy work or activity associated with health hazards if any (detailed description of possible hazards is to be provided);
- Conditions describing job manner (mobile, field (on-site), en-route, etc.);
- Mandatory social insurance conditions in accordance with Labour Code and other federal laws;
- Other terms and conditions regulated by labour legislature in effect.
Labour agreement may consider other terms not impairing status of the employee regulated by the labor legislature.