Picture an ordinary morning at the HR department. An employee opens the Reserve+ app just to check his status — and it’s empty. No notification, no call from the recruitment center the day before. Just a date in the register that someone failed to move onto the calendar in time.
Renewing a reservation isn’t an automatic function the system performs for you. It’s a separate procedure that must be initiated before the previous term expires. Miss the moment, and a gap opens up between the old and new status — and it’s precisely during those days that a person legally ends up without protection from mobilization.
How long a reservation lasts, and why renewal is never automatic
The procedure for determining critically important enterprises is approved by Cabinet of Ministers Resolution No. 76, and it’s this resolution that sets the boundaries: a reservation cannot remain valid for more than 12 months, and for some enterprises and positions the practice is shorter — around 6 months. The specific term depends on the enterprise category and the criticality decision, so two employees at the same company can quite easily have different deadlines.
Five facts worth knowing about renewing a reservation
- Only an employee with a currently valid reservation under previously confirmed criticality can have it renewed — and the enterprise is required to reconfirm this status at least once a year.
- The cap remains at 50% of the number of conscripts on staff, so it’s worth planning space for renewal in advance rather than hunting for a free percentage point in the final week.
- Technically, an application via Diia can be processed quickly — literally within a day — but the speed of the procedure doesn’t eliminate the risk of a gap between terms.
- If a person is placed on a “wanted” list due to overdue actions related to military registration, the reservation is automatically blocked until the recruitment center closes the case and updates the data in the Oberih register.
- A valid reservation or deferment exempts a person from being sent to a military medical commission for the entire period it remains in effect — but only while the status is active.
What employers should do in advance
The riskiest moment isn’t the procedure itself, but the pause between the end of the old reservation and the processing of the new one. While the application is under review and the previous term has already expired, the employee is effectively left without cover: a draft notice can even arrive automatically through Diia, and no retroactive certificate can fix the situation afterward. That’s why the HR department should keep a separate deadline schedule for every reserved employee, check the company’s quota before filing an application, verify there’s no “wanted” status, and submit renewal documents at least a month before the current term ends — not once the date has already slipped past in the general calendar.
Renewing a reservation is a matter of HR record-keeping discipline, not luck. An HR department that tracks deadlines ahead of time saves people from unnecessary stress and saves the company from losing specialists in the middle of the construction season. A date in the calendar costs significantly less than a day without protection.
Working with official reservation at SpecServis
“SpecServis” is a critically important construction enterprise, so some of our vacancies come with an official reservation from mobilization for the duration of the employment contract. The list of current vacancies is updated regularly.
More details about working conditions are on the SpecServis careers page.
