Abstract
The relevance of the study is justified by the fact that the transition from the planned and administrative system of management of human resources of enterprises has fundamentally changed the system of social and labor relations in enterprises. The article shows that the most significant changes are related to the remuneration of employees of enterprises. The author identified three main problematic areas of change —imperfections of the current legislative framework, which preserved a paternalistic approach to terminology in the field of remuneration, lack of state control and autonomy of management of enterprises in the field of development of remuneration systems, inability of employees to organize themselves and legitimately defend their rights. These factors constantly provoke labor conflicts and tensions in social and labor relations.
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