Responding to Gender-Based Discrimination: Key Aspects of Resolution No. 226

On 20 February 2026, the government resolution dated 18 February 2026 No. 226 entered into force, approving the Procedure for Responding to Cases of Gender-Based Discrimination.

What Does the Document Cover?

The government established clear rules on how state bodies, the Armed Forces of Ukraine, other military formations, the police, civil protection forces, local self-government bodies, and others should respond to cases of gender-based discrimination, gender-based violence, and sexual harassment.

Any person who considers themselves affected by such discrimination — including employed individuals regardless of employment type or position, students, job applicants, interns, or former employees — or anyone aware of circumstances of an incident, has the right to file a complaint.

Who Reviews Complaints?

Each institution must create a permanent commission to review such complaints:

• Chaired by the officer responsible for gender equality and prevention of gender-based violence.
• May include representatives of HR, trade unions, and psychologists.
• All members must undergo specialized training within one month of appointment.

How to Submit a Complaint?

Complaints can be submitted by the affected person or by anyone aware of the incident:

• Methods: orally (via designated hotline numbers), by paper letter, or via a special electronic “trust box.”;
• Important: anonymous complaints will not be considered. Personal details, a description of the situation, time and place, and information about the person the complaint is against must be provided;
• Evidence: supporting information may include messages, emails, photos, video or audio materials, etc., if available.

Investigation Procedure and Timelines

1. The responsible officer must contact the complainant within 3 working days of receiving the complaint to gather additional details.
2. The alleged offender must be notified within 3 working days and has 5 working days to provide objections or explanations.
3. Fact-gathering lasts up to 10 working days from the date of receipt.
4. The commission usually issues a conclusion within 1 month (up to 45 calendar days in complex cases).

Burden of Proof

The commission applies a principle of shifting the burden of proof:

• Complainants provide information suggesting direct or indirect gender discrimination, gender-based violence, or sexual harassment;
• The person against whom the complaint is made must then prove that the information in the complaint is false.

Rights of Persons Affected by Gender-Based Discrimination

• Remote work: the affected person may request a transfer to remote work for up to 2 months, if feasible and if evidence suggests discrimination, gender-based violence, or sexual harassment occurred.
• Support: the responsible commission member must inform where free psychological, medical, or legal assistance can be obtained.
• Confidentiality: complaints and attachments are handled confidentially and stored separately from personnel files.

If an Offense Has Occurred

If the commission identifies signs of a criminal or administrative offense, it must forward the materials to the National Police of Ukraine or other competent investigative authority within 1 working day of the commission’s conclusion.

Responsibilities of Staff and Management

• Managers: must provide training, implement equality and anti-discrimination policies, promote a workplace culture respecting human dignity, and conduct “gender audits” to prevent issues.
• Employees: must maintain civility and promptly inform management if they witness discrimination or harassment toward colleagues.