War and Labor Relations: Impact on the Enforcement of Civil and Labor Law, Remuneration, Vacation Time and Liability
DOI:
https://doi.org/10.55908/sdgs.v11i11.2183Keywords:
labor relations, regulation of labor relations, labor organization, martial law, employment contractsAbstract
Introduction: In 2022, the enactment of martial law resulted in substantial modifications to labor relations legislation. These changes aimed to accommodate the evolving circumstances faced by both employers and employees. Simultaneously, legislative amendments were introduced to address the increasing prevalence of remote work and the necessity for employers to engage workers on a non-permanent basis.
Objective: The objective of this article is to elucidate the specific implications of the conflict in Ukraine on the alteration of civil-labor norms on remuneration, liability, and vacations.
Methods: The article employs a comparative legal analysis of the regulatory legal acts implemented in Ukraine during the period of martial law within the realm of labor relations regulation. The author evaluates the efficacy of these regulatory measures from a formal legal standpoint. The assessment encompasses the qualitative condition of the regulatory framework, including the extent of legislation development in the domain of labor relations regulation during times of war and the legal status of the enacted acts (temporal aspects, etc.).
Results: The investigation affirms the overall effectiveness of regulatory amendments within the domain of labor relations, which predominantly foster enhanced flexibility and empower both employers and employees. In the context of martial law, the majority of changes revolved around optimizing crucial working conditions, the initiation and termination of employment contracts, as well as payments and remuneration considering the presence of military operations.
Conclusions: Ukraine has addressed the issue of non-standard forms of employment, offering a greater degree of flexibility in selecting the organization of labor relations, while also enhancing employee mobility when exercising their right to work.
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