Abstract
The article considers the issues of using both civil law contracts and employment contracts for registration of relations related to employment. In the literature and in judicial practice, many attempts were made to develop universal criteria for the delimitation of labor and civil law relations. But today, these boundaries remain unclear. The author reveals the main distinctive features of civil law and employment contracts. However, it is noted that it is difficult to distinguish employment contracts from civil contracts in connection with the presence of similar characteristics on the subject, rights and obligations and other elements. The legal consequences of substitution of labor contracts with civil law contracts are analyzed. Particular attention is paid to the problems of outsourcing and outstaffing contracts in the conditions of prohibition in the labor legislation of the using of agency work. The issue of prohibiting agency work is investigated. The author comes to the conclusion that employers in many cases prefer to enter into civil contracts, which is not prohibited by law. But the conclusion of such contracts is accompanied by the risk of recognition of the actually existing labor relations.
Published Version (
Free)
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call