The labor legislation of our country provides that an employer can enter into a fixed-term employment contract with employees. But only under certain conditions!

In Art. 59 of the Labor Code of the Russian Federation states that a fixed-term employment contract is concluded when the nature of the work does not allow establishing exact deadlines for its completion and by agreement of the parties.
An employment contract for temporary work has some features:

• The work performed is temporary;
• The term of employment of the new employee will not exceed 2 months.

What is “temporary work?” The Labor Code does not regulate such a concept. A priori, this is work that is not permanent.
Decree of the Presidium of the USSR Supreme Council dated September 24, 1974 No. 311-IX “On the working conditions of temporary workers and employees,” which is still in effect today in that part that does not contradict the norms of the Labor Code, states that temporary workers are citizens:

• Duration of performance of labor duties, which does not exceed 2 months;
• Those hired to replace an absent employee who is on the employer’s staff for a period not exceeding 4 months.

Temporary jobs include:

• Construction;
• Repair;
• Finishing;
• Preparation of reports and projects;
• Development of computer programs;
• Other.

The concept of “temporary work” should not be confused with the grounds specified in Art. 59 Labor Code of the Russian Federation:

• Work such as reconstruction, installation and dismantling of equipment in connection with the expansion of production or the volume of services provided by the employer, as well as work to modernize production, which is planned to be completed within 1 year;
• Performing a specific task whose completion date cannot be determined in advance.

Persons registered with the employment center are also sent to temporary work. The procedure for sending such citizens is specified in the administrative regulations, which were approved by Order of the Ministry of Health and Social Development of the Russian Federation dated June 28, 2007 No. 449.
Paragraph 55 of this regulation states that citizens are sent to temporary work by the employment center under a joint activity agreement. Such an agreement is concluded between the employment center and the employer, which can be either a legal entity or individual entrepreneur, or a local government body.
Jobs are provided based on vacancies from employers. He provides all the detailed “characteristics” of such work.

With a temporary worker, just like with any other, it is necessary to conclude an employment contract. When applying for such a job, the applicant must present all the necessary documents, a complete list of which is presented in Art. 65 Labor Code of the Russian Federation.
After this, an employment contract is concluded, which must contain all the mandatory conditions listed in Art. 57 Labor Code of the Russian Federation. The provision regarding the temporary nature of the work may not be included in the employment contract. The Labor Code does not require this, unlike concluding an agreement with seasonal workers. It is enough to indicate the validity period of the contract - no more than 2 months.
But it is necessary to indicate whether this work is the main one or part-time. In such an agreement, it is possible to indicate not the worker’s profession, but the nature of the work performed.

According to Art. 67 of the Labor Code of the Russian Federation, if the employer, within 3 days from the date of actual admission of a new employee to perform labor functions, does not conclude a written fixed-term employment contract with him, then it will be considered concluded. But he will not be able to prove whether the employee was hired for a temporary job. Therefore, the employee will be hired on a permanent basis.

Information about the temporary nature of the work is not indicated in the work book. Also, the employer, according to Art. 289 of the Labor Code of the Russian Federation, cannot establish a probationary period for a temporary worker.

Permanent and temporary registration are two types of registration records maintained by authorized bodies. Despite the fact that the Constitution of the Russian Federation enshrines freedom of movement, a citizen still has to decide: today he needs permanent and/or temporary registration.

Permanent and temporary registration: what are the differences?

Permanent and temporary registration are regulated by the law of June 25, 1993 “On the right of citizens of the Russian Federation to freedom of movement, choice of place of stay and residence within the Russian Federation” and the Rules for registration and deregistration of citizens of the Russian Federation at the place of stay and at the place of residence within the Russian Federation dated 17 July 1995.

If a citizen is away from his place of permanent residence for more than 90 days, he is required to register with the FMS department and receive a certificate of temporary registration.
A temporary place of stay can be: a hotel, campsite, hospital, sanatorium, housing rented under a commercial or social tenancy agreement. These places may also include a hospital and a nursing home.

The same category of registration fits the situation when you have a permanent place of residence in one city, but you rent an apartment. In this case, in order to avoid problems with law enforcement agencies, it is better to submit documents for temporary registration at the address of the rented apartment.

Permanent registration is carried out at the place of residence. In case of a change of residence, a citizen is obliged to submit the relevant documents to the registration authorities within 7 days to change the address.

Permanent registration is popularly called “propiska”. Indeed, such a term took place in Soviet times, before the adoption of new legislation. Now it is used only in everyday life.

Despite the differences, both temporary and permanent registration have the same goal: maintaining registration records of citizens on the territory of the Russian Federation, including foreigners.

In terms of their components, temporary and permanent registration complement and in some cases replace each other. Everyone knows that you can’t get a job without registration, just like in a kindergarten, school and other educational institutions. The same difficulties will arise when applying for social benefits at a new place of residence or when trying to get a loan or apply for a foreign passport.

But in most cases, if it is not possible to obtain permanent registration, it can be successfully replaced by temporary registration; especially in such large cities as Moscow and St. Petersburg.

Permanent registration: how to get it and what to do with it?

Documents that must be submitted to the registration authority to obtain permanent registration:

1. Application in the prescribed form.
2. Document that proves the identity of the applicant:
   • passport;
   • birth certificate.

   A foreign passport and temporary identity card will not be accepted in this case. In addition, if a citizen comes with an “expired” document, then registration is not carried out until it is replaced.

3. A document providing the basis for residence and moving into an apartment.

   Such a document, if the applicant is not the owner of the property, may be a statement from the owner of the apartment. The number of applications depends on the number of persons who are owners of a given residential premises. The above persons must be personally present during registration and have a passport.

   Another supporting document may be a certificate of ownership, which will confirm the legal authority of the applicant to own the apartment.

   A court decision to provide a citizen with housing on any basis provided for by law can also be a basis document.

   If moving into a state or municipal residential area, then in addition to the rental agreement, the consent of the tenant, the landlord and all persons living in the apartment is also provided.

   The legislator decided to simplify the procedure for providing documents and established the following rule: if information from documents providing grounds for move-in is under the jurisdiction of state bodies, then this information is requested by the Federal Migration Service as an interdepartmental request. But in this case, the registration period increases to 8 days.

4. If a citizen previously had registration and “withdrew” from his previous place of residence, then he must be provided with a departure address sheet at the new place of registration.

In a situation where a citizen has not “deregistered” at his old place of residence and has come to register in a new apartment, when filling out the application he indicates this fact.

Registration of permanent registration is carried out within 3 working days.

There is no state fee to be paid for obtaining permanent registration.

Don't know your rights?

Temporary registration: how to apply?

You have decided to change your place of residence for a period of more than 90 days. You enter into a commercial/social tenancy agreement and check into a hotel or campsite. But the first thing you need to do is register at your place of stay. This can be done by you yourself, having collected the necessary package of documents, or by the owner of the property.

If the owner does this, he must contact the registration authorities with your documents. Within 3 days, the FMS makes a decision and issues a certificate of temporary registration.

You can submit registration documents in person, by mail or through the government services portal. Standard package of documents:

• statement;
• document-basis for temporary registration (hire agreement);
• owner's consent to move in (indicated in the application).

Within 3 working days, the documents are reviewed and the FMS issues a certificate of registration at the place of residence. An exception to the time frame for reviewing documents in this case is made for situations where a citizen cannot submit any documents, for example, a lease agreement. To further verify the facts specified in the application, the Federal Migration Service is given 8 days; accordingly, the registration period is extended.

In this case, the state duty is also not paid.

Is it possible to have permanent and temporary registration at the same time?

Can. Moreover, the legislator did not provide any restrictions on this issue.

For example, you are registered in the city of N. and live with your parents. But for certain reasons you need to move. What then? Should I “register” at my place of primary residence and do temporary registration?

No. The presence of temporary registration does not in any way cancel permanent registration. They can very well “coexist” together.

How to remove temporary and permanent registration?

Temporary registration ends automatically upon expiration of the period specified in the application. Its maximum term is 5 years. If the applicant wishes to leave the place of temporary stay earlier, he submits an application to the authority that issued the certificate.

There are situations when the owner/owner of the apartment wants to terminate registration “early”. If agreement is not reached with the tenant, the owner may apply to the court with a corresponding application.

Permanent registration is terminated by notification by submitting an application from a citizen. As noted earlier, the FMS decided to simplify the procedure for deregistration at the main place of residence: now there is no need to stand in line at the old place of “registration”. You can register both deregistration and new registration at a new place of residence.

Violation of the terms of permanent and temporary registration

The law establishes that when changing permanent place of residence, a citizen must contact the Federal Migration Service within 7 days. And when living outside the place of permanent residence for a period of more than 90 days, you are required to register at your temporary location.

The fines are as follows:

1. For citizens who have not registered - a fine of 2,000 to 3,000 rubles; for Moscow and St. Petersburg - from 3,000 to 5,000 rubles;
2. The owner (tenant) of the premises who allowed persons to stay without registration - a fine in the amount of 2,000 to 5,000 rubles, in Moscow and St. Petersburg - from 5,000 to 7,000 rubles.

But in this case it is worth considering some of the circumstances of the incorrect “calculation” of fines.

For example, many Federal Migration Service authorities begin to count the 7-day period for permanent registration from the date when the citizen wrote an application for deregistration at his previous place of residence. But this is incorrect: this period is calculated from the moment the documents are submitted for registration at the new place of residence.

Permanent and temporary registration for foreigners

Any foreign citizen staying in the Russian Federation for more than 7 days is required to register. In case of violation of this rule, the punishment is an administrative fine (from 2,000 to 5,000 rubles) or subsequent deportation outside the Russian Federation for up to 5 years.

The FMS has established a rule according to which the receiving party “deals with” issues of registration of foreign citizens. If a foreigner comes as a tourist, then a special registration card is filled out for him at the hotel. In this case, the foreign citizen must submit for registration a passport and a migration card, which must be filled out upon entry.
But a foreign citizen has the right to submit documents for temporary registration himself, providing evidence of why the receiving party was unable to address this issue.

The state fee in case of registration at the place of temporary residence is not paid.

Deregistration of a foreign citizen is carried out:

• in case of his departure outside the Russian Federation;
• in the event of his death;
• in case of detection of a “fictitious” registration;
• in case of change of place of stay;

A foreign citizen who permanently or temporarily resides in the territory of the Russian Federation and has the right to use an apartment has the right to register at his place of residence.

In this case, the application is submitted to the migration registration authorities at the location of the premises within 7 days from the date of arrival at this premises.

The following is attached to the application:

• document justifying residence in this premises;
• identification document;
• residence permit/temporary residence permit.

For registration at the place of residence, a state fee of 200 rubles is paid.

Removal from permanent registration is carried out due to:

• with a change of residence;
• with termination of the right to use residential premises;
• with the termination of the right to stay on the territory of the Russian Federation;
• with a court decision on the invalidity of registration;
• with the establishment of the fact of “fictitious” registration;
• with the death of a foreign citizen.

The Labor Code provides for the right of an employer to enter into fixed-term employment contracts with external employees. But you can’t just conclude for a certain period; for this there must be good reasons, named in Art. 59 Labor Code of the Russian Federation. It is sometimes difficult for an employer to figure out which basis to apply in a particular case. In this article, we will consider one of the grounds for concluding a fixed-term employment contract - performing temporary (up to two months) work, drawing your attention to some nuances.

Temporary job

By virtue of Art. 59 Labor Code of the Russian Federation a fixed-term employment contract is concluded: in the cases listed in its first part, when the employment relationship, taking into account the nature of the work, cannot be established for an indefinite period; and by agreement between the employee and the employer, without taking into account the nature of the work - the grounds for concluding such a fixed-term contract are listed in the second part of the article. Cases of concluding an agreement of this type may be established by other federal laws.

So, a fixed-term employment contract for the duration of temporary (up to two months) work has two distinctive features:

1. It is concluded only when the assigned work is temporary.
2. The duration of work is limited to two months.

What kind of work is called temporary? The Labor Code does not explain which jobs are considered such. But in this case we mean work that is not performed on an ongoing basis. That is, it is impossible to conclude an agreement on this basis, for example, during the absence of an employee on the staff of the organization - then the basis for concluding a fixed-term employment contract will sound differently: “Fulfillment of the duties of a temporarily absent employee, who retains his place of work.”

For your information:

According to Decree of the Presidium of the USSR Armed Forces dated September 24, 1974 No.311-IX “On working conditions for temporary workers and employees”, which is still in effect today insofar as it does not contradict the Labor Code of the Russian Federation, temporary workers were workers and employees hired for a period of up to two months or to replace temporarily absent employees, who retained their place of work (position) for a period of up to four months. .

Temporary work may include construction or finishing work, preparation of various projects or reports, development of computer programs, etc. Do not confuse them with such grounds provided for Part 1 Art. 59 Labor Code of the Russian Federation, How:

• carrying out work that goes beyond the normal activities of the employer (reconstruction, installation, commissioning, etc.), as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;
• performance of obviously defined work in cases where its completion cannot be determined by a specific date - since, unlike the specified grounds, the period for performing temporary work is limited and can be no more than two months.

This nature of work is also mentioned when a fixed-term employment contract is concluded with persons sent by the employment service authorities for temporary work and community service. The procedure for sending citizens to temporary work is regulated by administrative regulations approved By order of the Ministry of Health and Social Development of the Russian Federation dated June 28, 2007 No.449 (Further - Regulations). According to clause 55 of the Regulations on the basis of agreements on joint activities for the organization of temporary employment (concluded between executive authorities, local governments, employers and the employment center), an employee of the center selects suitable work for temporary employment of minors and unemployed citizens on the basis of information provided by employers about production capabilities, the number of jobs created , the required number of workers, the location and nature of the work, the start and end dates, etc.

For your information:

Public works is understood as labor activity that has a socially useful orientation and is organized as additional social support for citizens looking for work ( Art. 24 Law of the Russian Federation dated April 19, 1991 No. 1032-1 “On employment in the Russian Federation”). At the same time, public works does not include activities related to the need for urgent liquidation of the consequences of accidents, natural disasters, catastrophes and other emergencies and requiring special training of workers, as well as their qualified and responsible actions in the shortest possible time.

There are no restrictions on the duration of temporary and public works. They can also last less than two months, but the basis for concluding a fixed-term employment contract will be the referral of persons by the employment service to temporary work and public works.

We employ a temporary worker

Registration of labor relations with such an employee is carried out on the general basis provided for by labor legislation for employment. When applying for a job, the employee presents all the necessary documents, the list of which is established Art. 65 Labor Code of the Russian Federation. Then it concludes, which indicates the mandatory conditions defined Art. 57 Labor Code of the Russian Federation, in particular, the duration and circumstances (reasons) that served as the basis for concluding a fixed-term employment contract. As for the very condition on the temporary nature of the work, the Labor Code of the Russian Federation does not require its inclusion in an employment contract with a temporary worker (unlike the conclusion of an employment contract with seasonal workers - it according to Art. 294 Labor Code of the Russian Federation there must be a condition regarding the seasonal nature of the work).

In addition, the contract should indicate whether the temporary work for the employee is primary or part-time.

Let's give an example.

Employment contract No. 13/s

State educational institution "Special Vocational School No. 2 of Samara" (GOU SPU No. 2), hereinafter referred to as the "Employer", represented by the director Elena Viktorovna Malysheva, acting on the basis of order No. 57 dated 04/11/2010, on the one hand, and Kovalev Artem Sergeevich, hereinafter referred to as “Employee”, on the other hand, have entered into this agreement regarding the following:

1. SUBJECT OF THE EMPLOYMENT CONTRACT

1.1. An employee is hired for temporary work by the Employer as a software engineer.

1.2. Work for the Employer is the main place of work for the Employee.

1.3. This agreement is concluded for a certain period for the period of temporary work on installing software in accordance with the technical specifications (Appendix 1 to the employment contract) and is valid from April 02 to May 14, 2012.

1.4. The Employee's immediate supervisor is the director of State Educational Institution SPO No. 2.

1.6. If the Employee does not start work within the period specified in clause 1.5 of this employment contract, the contract is canceled in accordance with Part 4 of Art. 61 Labor Code of the Russian Federation.

When drawing up a fixed-term employment contract for temporary work, you can specify not a specialty (profession), but a specific type of work assigned. For example: “The employee is hired for the period of temporary work to install software.”

We draw the employer's attention to the following point: according to Art. 67 Labor Code of the Russian Federation, if the employer does not draw up a fixed-term employment contract in writing within three days from the date the newcomer is actually admitted to work, it will still be considered concluded. Moreover, the employer may not prove that he hired the employee on temporary terms, and he will be considered hired on a permanent basis.

So, on the basis of an employment contract, the employer issues an order (instruction) on hiring (forms T-1, T-1a), and the personnel employee makes an entry in the employee’s work book if he is hired at the main place of work. If the employee is hired part-time, the work record is made at the main place of work at the request of the employee ( Art. 66 Labor Code of the Russian Federation).

Note:

The condition that the employee is hired under a fixed-term employment contract is not indicated in the work book.

When making an entry in the work book, it is better to write not “Accepted as a software engineer”, but “Accepted as a software engineer”, because according to Resolution of the Ministry of Labor of the Russian Federation dated October 10, 2003 No.69 “On approval of the Instructions for filling out work books” Records of the name of a position (job), specialty, profession indicating qualifications are made, as a rule, in accordance with the organization’s staffing table, and the performance of temporary work for a period of up to two months involves work other than positions according to the organization’s staffing table.

Please note that when hiring a temporary job, the employer cannot establish for the employee ( Art. 289 Labor Code of the Russian Federation).

When hiring a temporary employee, do not forget to provide information about those liable for military service. The obligation to send, within two weeks from the date of employment (dismissal) to military commissariats, information about citizens subject to military registration, about their acceptance or dismissal from work, established By Decree of the Government of the Russian Federation of November 27, 2006 No. 719 “On approval of the Regulations on military registration» , does not depend on whether the employment contract is concluded with the employee for a fixed-term or open-ended period.

Some features of the labor activity of temporary workers

The Labor Code establishes some features of working time and rest time for workers in this category. Yes, due to Art. 290 Labor Code of the Russian Federation persons who have entered into an employment contract for a period of up to two months may, within this period, be involved, with their written consent, to work on weekends and non-working holidays. Such work is compensated in cash at least twice the amount.

That is, unlike permanent workers, who, due to Art. 153 Labor Code of the Russian Federation For work on a weekend or holiday, another day of rest may be granted; temporary workers are not given this right. But they, like permanent employees, have the right to vacation. The number of vacation days is set Art. 291 Labor Code of the Russian Federation, its maximum duration is four working days. And if the employee decides to use vacation at the end of two months of work, the validity of the employment contract will be more than two months. There is no need to worry about this, because Art. 127 TK RF upon dismissal due to the expiration of the employment contract, leave followed by dismissal may be granted even when the vacation period completely or partially extends beyond the term of this contract.

If the employee does not exercise this right, upon dismissal he is provided with monetary compensation at the rate of two working days per month of work. It is calculated based on the average daily earnings, which is determined according to the rules Part 5 Art. 139 Labor Code of the Russian Federation.

Work is done

According to Art. 79 Labor Code of the Russian Federation a fixed-term employment contract is terminated due to its expiration. The employer must notify the employee in writing about the expiration of this period at least three calendar days before dismissal, with the exception of cases where a fixed-term employment contract concluded for the duration of the duties of the absent employee expires - in this case the contract is terminated with the release of this employee.

Like any employment contract, a fixed-term one can be terminated before the expiration of its term at the initiative of the employee, the employer, due to circumstances beyond the will of the parties (liquidation, staff reduction, etc.), or by agreement of the parties.

Article 292 of the Labor Code of the Russian Federation a special procedure has been established for terminating a contract with a temporary employee. So, if he wants to quit before the expiration of the contract, he is obliged to notify the employer in writing about early termination three calendar days in advance.

If the last day of the period falls on a non-working day, then the day of the end of the period in accordance with Art. 14 of the Labor Code of the Russian Federation is considered the next following working day.

The employer is obliged to notify an employee who has entered into an employment contract for a period of up to two months about the upcoming dismissal due to the liquidation of the organization, reduction in the number or staff of employees, in writing, against signature, at least three calendar days in advance. A person who has entered into such an agreement is not paid severance pay upon dismissal, unless otherwise established by federal laws, a collective agreement or an employment contract.

The employer should not forget that, in accordance with the general rule established Part 4 Art. 58 Labor Code of the Russian Federation, if the employee, after the expiration of two months of the fixed-term employment contract, actually continues to work and the employer did not demand termination of the employment contract due to the expiration of its term, then the contract is considered concluded for an indefinite period.

Conclusion

Please note: according to Part 5 Art. 58 Labor Code of the Russian Federation an employment contract concluded for a specific period in the absence of sufficient grounds established by the court is considered concluded for an indefinite period. Therefore, when concluding this agreement, one should be strictly guided by the provisions of the Labor Code, including correctly indicating the grounds for the conclusion.

Sometimes an employer, in order to prevent any difficulties with dismissing employees, enters into a fixed-term employment contract with them, without particularly thinking about whether he has the right to do this and what consequences may arise for him as a result. And legal proceedings, inspections by regulatory authorities, fines and other material costs may follow.

As an example, consider the ruling of the Leningrad Regional Court dated February 28, 2012 No. 33-928/12.

Citizen Z. was hired at XXX for a period of less than two months. A fixed-term employment contract was concluded with her and a hiring order was issued, which she familiarized herself with. In addition, Z. signed an agreement with the general director of XXX that she was hired under a fixed-term employment contract. She was promptly sent a warning that the contract concluded with her would be terminated due to its expiration. By order of the General Director, Z. was dismissed for clause 2, part 1, art. 77 Labor Code of the Russian Federation upon expiration of the employment contract.

However, Z. did not agree with the dismissal and filed a lawsuit to reinstate her in her position, recognize the employment contract as concluded for an indefinite period, recover average earnings for the period of forced absence and compensation for moral damage.

The court of first instance considered that “XXX” had grounds for concluding a fixed-term employment contract with Z. on two grounds: the existence of an agreement to conclude such a contract ( Part 2 Art. 59 Labor Code of the Russian Federation) and concluding an employment contract to perform seasonal work, which, due to natural conditions, can only be performed during a certain period (season) ( clause 3, part 1, art. 59). The claims were denied.

However, the cassation court overturned this decision and satisfied all of the above requirements of Z., guided by the following:

1. Based on the testimony of the representative of “XXX,” the basis for concluding a fixed-term employment contract with Z. was that the organization was created for a certain period. However, this basis is untenable, and here's why. “XXX” concluded a contract agreement with the State Unitary Enterprise, which is the founder of “XXX”, for the provision of services for a period of one year for the provision of a range of services to support the activities of the dispensary, namely for the organization of children's recreation, on the basis of which fixed-term employment contracts were concluded with all employees . However, as it was established by the judicial panel, “XXX” was created to provide a range of services to provide not only children’s recreation during school holidays, but also adult recreation year-round. In addition, according to the charter, “XXX” was created to carry out the following activities: servicing children’s, adolescent and medical camps, recreation centers and boarding houses; organization and maintenance of a weekend family recreation center; construction, creation and operation of production facilities, cultural, domestic and residential facilities, etc. According to witness testimony, almost all employees of XXX work on the basis of fixed-term employment contracts, which, if they expired, were concluded for a new term to perform the same labor function.

2. From the case materials it is clear that the plaintiff’s position is a full-time position and after Z.’s dismissal, the duties of the said position were assigned to another employee.

The panel of judges made the following conclusions:

1. Signing of Z. an agreement to conclude a fixed-term employment contract without including her in the list of persons established Part 2 Art. 59 Labor Code of the Russian Federation, is not a basis for concluding a fixed-term contract.

2. There were no grounds for concluding an agreement for a period of up to two months, since the conclusion of such an agreement is permitted provided that the work is obviously temporary, that is, it is known in advance that it will last no more than two months.

3. There were no grounds for concluding a fixed-term employment contract to perform seasonal work, since the position of Z. (accounting employee) is not included in the special list of seasonal work introduced By Decree of the Government of the Russian Federation dated April 6, 1999 No. 382 .

“On approval of the Administrative Regulations for the provision of public services for organizing temporary employment of minor citizens aged 14 to 18 years in their free time from study, unemployed citizens experiencing difficulties in finding work, unemployed citizens aged 18 to 20 years from among graduates of educational institutions primary and secondary vocational education, looking for work for the first time.”

Temporary registration is not the basis for obtaining a passport!

The following questions are often asked:
Is temporary registration a basis for obtaining a passport?
Is it possible to get a passport without registration?
What to do if there is no registration, but your passport needs to be exchanged?
Is registration required to obtain a general passport?

To obtain a general passport, no registration is required

The basis for obtaining a passport is a citizen’s application, which is called “”. Where the reason or reasons why a citizen needs to obtain a new passport is indicated. You can familiarize yourself with all the options by which a citizen can obtain a new passport on the main page of our website.

A citizen has the right to apply for a passport at his place of residence, that is, at his place of registration, at his place of temporary stay, that is, at his place of temporary registration, and the most important point - at the place of application, that is, where it is convenient for him. The only thing that will depend on the place where the documents are submitted is the deadline for issuing the passport.

Detailed information:
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Law“On the right of citizens to freedom of movement...” dated June 25, 1993 introduced the concept of registration at the place of residence and place of temporary stay.

What is the difference between temporary registration and permanent registration? Both concepts require official notification to the FMS authorities on the location and movements of citizens across the territory of the Russian Federation. However, between them there are significant differences.

Temporary and permanent registration - differences:

1. Registration at place of residence- This is an analogue of permanent registration. The procedure involves entering into the registers of the Federal Migration Service of a particular region information about the permanent place of residence of a person.
2. Registration at the place of stay– a new concept. It is carried out when a person is for some time not at his place of permanent residence. There is no need to cancel registration at the main address for this period, both registrations are valid simultaneously.

Unlike permanent registration, which is indefinite, temporary registration lasts from 3 months to 5 years, depending on the conditions in which the citizen lives.

You can find out whether you can register for , in , in , in , in , and also in , on our website.

Design features

Except deadlines, the two types of procedures differ in the order of registration and the issued documents.

Permanent registration can be issued in the premises for which a person has have property rights, or in someone else's real estate with the consent of its owner.

To carry out the procedure A package of documents is submitted to the FMS office:

To register in an apartment owned by the state, you may need permission from local authorities.

In addition, the authorities may refuse permanent permission if the procedures are not followed living space standards per person. Each region has its own standards. In Moscow the norm is 15 square meters per person.

Advantages and disadvantages of temporary registration

Temporary registration, compared to permanent registration, is easier to obtain. If you need to stay in a certain area for a short time, you can get by with this procedure. But only if you have stamp in passport with permanent registration.

But if you live in any city you plan for a long time, it’s better to think about getting the coveted stamp in your passport. This must be done for the following reasons:

When receiving temporary registration through an intermediary, be careful: there is a risk of receiving a fake document.

Thus, permanent and temporary registration are similar procedures, but at the same time have significant differences. Registration at the place of stay cannot in most cases replace registration at the place of residence.