The Moscow Migration Center (Миграционный центр Москвы) reported an expansion of the categories of adult foreign nationals for whom the “Amina” application («Амина») will be used for migration registration in Moscow and the Moscow Region (Московская область). The announced effective date of the change is September 1, 2026. For employers, this is primarily a reason to clarify their personnel overview by employees’ citizenship, purpose of stay, and work location.
Which categories will be added to the application’s coverage
Starting September 1, 2026, adult students from Azerbaijan, Armenia, Georgia, Kazakhstan, Kyrgyzstan, Moldova, Tajikistan, Uzbekistan, and Ukraine will be required to complete migration registration through the “Amina” application («Амина»). The change applies to Moscow and the Moscow Region (Московская область). For HR functions, it is important not to reduce this announcement solely to employment relationships: it includes a separate category of students.
The application will also cover adult family members of working citizens of Armenia, Kazakhstan, and Kyrgyzstan. This does not mean that all relatives of foreign employees automatically become subject to the employer’s HR administration. However, if an organization or its HR contractor advises employees on matters concerning their family’s stay, the new category should be reflected in reference materials.
What remains in effect for those arriving for work
For citizens of the same nine countries who arrive in the region for work, the requirement to install and use “Amina” («Амина») will remain in effect. In other words, the announcement does not introduce a new procedure for this employment group, but confirms the continuation of an already applicable requirement.
The practical value of this distinction lies in accurate communication. The news should not be presented as a rule only for students or, conversely, as an obligation newly introduced for all foreign employees. For citizens of the listed countries arriving for work, this is an ongoing requirement, while the expansion from September applies to additional categories.
How to organize an HR review without unnecessary assumptions
It is useful for an employer to prepare a working list of foreign employees in Moscow and the Moscow Region (Московская область) and verify each employee’s citizenship. The employer should then identify citizens of the nine countries who arrived in the region for work. Such a review helps determine which employees already need to be covered by the application-use requirement in HR communications.
A separate area involves cases where the employer knows of student status or supports migration-related requests from family members of employees from Armenia, Kazakhstan, and Kyrgyzstan. For these groups, it is worth verifying whether they have reached adulthood and comparing the situation with guidance from the Moscow Migration Center (Миграционный центр Москвы). The original announcement does not establish a new obligation for employers to collect such information.
The territory and the foreign national’s status matter
The announcement is explicitly tied to Moscow and the Moscow Region (Московская область). Therefore, in companies with branches, mobile personnel, or centralized HR support, it is important not to extend this rule to other regions. Applicability should be assessed specifically within the named territory.
The category of foreign national is equally important. The announcement refers to adult students, adult family members of working citizens of three countries, and citizens of nine countries arriving for work. It does not explain the procedure for other purposes of entry, other family members, or persons under 18 years of age. Such cases should not be supplemented with conclusions by analogy.
What details have not yet been disclosed
The original information specifies the effective date of the new procedure: September 1, 2026. No other timeframes are provided. In particular, the announcement does not specify the deadline for installing the application, the registration period, deadlines for the employer, or a schedule of transitional actions.
It also does not state the consequences of failing to install or use “Amina” («Амина»), the list of documents, the employer’s verification procedure, or any fines. It is better to base internal company instructions on confirmed information and, before implementing changes, check the current official guidance of the Moscow Migration Center (Миграционный центр Москвы).
What to check
- Prepare a list of employees from Azerbaijan, Armenia, Georgia, Kazakhstan, Kyrgyzstan, Moldova, Tajikistan, Uzbekistan, and Ukraine working in Moscow and the Moscow Region (Московская область).
- Separately identify adult family members of working citizens of Armenia, Kazakhstan, and Kyrgyzstan if the HR department supports their migration-related matters.
- Distinguish between employees arriving for work and students: starting September 1, 2026, the use of “Amina” («Амина») is stated for both groups, but the grounds for inclusion differ.
- Check the current official guidance of the Moscow Migration Center (Миграционный центр Москвы) regarding categories of foreign nationals and the territory where the application applies.
- Update the internal HR guidance without specifying unconfirmed deadlines, sanctions, documents, or consequences of not using the application.