Resume rules in Russia

What employers in Russia expect on a Резюме (rezyume / resume), what the law lets them ask for, and where the two disagree.

Call it a CV for Russia, a resume for Russia, or Резюме: it's the same document.

This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.

Law and practice, side by side

The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.

Photo: Expected

Expected/Common; standard practice in Russia is to include a professional photo on rezyume. Absence of photo may disadvantage candidates in Russian job market.

What the law says: No legal requirement for photo on CV. Federal Law No. 152-FZ on Personal Data requires consent before collection and processing of photos; photos are classified as personal data requiring legal basis.

Date of birth: Expected

Expected/Common; standard practice to include full date of birth in personal information section of Russian CVs, unlike Western practice

What the law says: No legal prohibition on including DOB. Labour Code Article 64 prohibits age discrimination in hiring decisions; employer may not discriminate based on age even if DOB disclosed.

Marital status: Common

Common to include marital status (семейное положение) and number of dependent children; customary in Russian CVs

What the law says: No legal prohibition. Labour Code Article 64 prohibits discrimination based on family status (семейное положение) and specifically protects women with children from discriminatory hiring practices.

Sex or gender: Common

Commonly disclosed; relevant in Russia due to specific legal protections for women

What the law says: Labour Code Article 64 prohibits sex/gender discrimination; specifically protects women and women with children from discriminatory hiring practices. Employers must establish equal opportunity criteria.

Nationality: Common

Common to include nationality in personal information section of Russian CV

What the law says: No legal prohibition on stating nationality. Labour Code Article 64 prohibits discrimination based on nationality (национальность) in employment.

National ID number: Avoid

Avoid on CV; identification numbers typically requested separately if employment offer made

What the law says: Federal Law No. 152-FZ restricts collection of identification numbers; employers may only request documents specified by law. Passport number, ID numbers should not be requested at application stage without specific legal basis.

The rest of the entry

Local name of the document
Резюме (rezyume / resume)
Language to submit in
Russian; English less common in domestic hiring but may be used for international companies
Typical length
1-2 pages typical; Russian employers expect concise but detailed CVs
Address detail expected
City/region typical; full address not standard
Signature and date
Handwritten signatures sometimes appear on printed CVs or formal applications in CIS tradition; not legally required but may appear in practice
Officially prescribed form
No officially prescribed format; Europass not standard in Russia; government/public sector may have specific application forms
Religion, ethnicity or caste
Labour Code Article 64 and Federal Law No. 152-FZ prohibit discrimination based on nationality, ethnic origin, religion. Employers may not request or base decisions on these characteristics. Collection of such data restricted unless necessary for specific legal purpose.
Health, disability or pregnancy
Labour Code Article 64 prohibits discrimination based on health status and disability. Employers may not request health or disability information at application stage unless directly relevant to job and justified by law.
Other customary attachments
Work history references may be requested; no police clearance or medical checks standard at CV stage
Employer may not ask for
Under Labour Code Article 64: employers may not request or discriminate based on sex, age, family status, marital status, number of children, nationality, religious views, political beliefs, ethnic origin, social status, place of residence, or any other circumstance not related to job qualifications. Federal Law No. 152-FZ restricts collection of personal data without consent and requires lawful processing basis.
Named statutes
Трудовой кодекс Российской Федерации (Labour Code of the Russian Federation), Статья 64 (Article 64 - Guarantees on conclusion of labour contract, 1997 with amendments through 2025); Федеральный закон № 152-ФЗ (Federal Law No. 152-FZ on Personal Data, July 27, 2006, amended 2023)
Data protection regime
Federal Law No. 152-FZ on Personal Data (July 27, 2006) + Roskomnadzor (Russian Federal Service for Supervision of Communications) as enforcement authority; data localization requirement for Russian citizen data
Anti-discrimination statutes
Labour Code Article 64 (Статья 64 ТК РФ - Гарантии при заключении трудового договора / Guarantees on conclusion of labour contract); no separate anti-discrimination statute; discrimination protections embedded in Labour Code
Local language source
Russian

Where this came from

Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Confirmed.

Notes: LAW vs PRACTICE SHARP DIVERGENCE: Russian rezyume convention differs markedly from Western and EU norms. PRACTICE: Photos, DOB, marital status, and number of children are standard and expected on Russian CVs; absence may disadvantage candidates. LAW: Labour Code Article 64 prohibits discrimination on these bases; employers may not refuse employment based on photo appearance, age, family status, or marital status. The convention exists because employers historically needed this information, and applicants provide it to meet market expectations—but legal protections exist if discrimination occurs. Federal Law 152-FZ (GDPR-equivalent) requires written consent before data collection/processing; applicants provide CVs with this data understanding employers will process it, but employment offers cannot be conditional on findings from protected characteristics. Roskomnadzor enforces data localization and privacy; data localization is particularly strict in Russia (post-2014). Article 64 specifically protects pregnant women and women with children from hiring refusal—these topics appear on Russian CVs precisely because the law protects against discrimination based on them.

Researched with AI assistants working from a written checklist, then independently checked. How we researched this

4 sources we opened