Abstract
The problems of legal regulation in Russia of prohibitions and restrictions on the conclusion of an employment contract, as well as the provision of additional guarantees or preferential rights to applicants in employment, are highlighted. The author argues that it is expedient to enshrine in article 64 of the Labor Code of the Russian Federation a ban on refusing to conclude an employment contract for disabled persons sent to work within the established quota. It is argued that, as a rule, legal ties in employment relations with the employer are implemented in the “right-right” type, which does not contain guarantees of concluding an employment contract with the applicant. The author substantiates the conclusions about the expediency of systematized placement of norms on prohibitions and restrictions on the conclusion of an employment contract, additional guarantees and preferential rights provided to applicants in employment in separate articles of the Labor Code of the Russian Federation, and in the future – in its separate chapter on the employment of citizens with employers.
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