MEHNAT SHARTNOMASINI TARAFLAR IXTIYORIGA BOG‘LIQ BO‘LMAGAN HOLATLAR BO‘YICHA BEKOR QILISHGA OID MDH DAVLATLARI MEHNAT QONUNCHILIGINING QIYOSIY-HUQUQIY TAHLILI

Abstract

This article provides a comparative legal analysis of the labor legislation of the CIS countries in terms of termination of employment contracts due to circumstances beyond the control of the parties. When developing the Labor Codes of the CIS countries, attention was paid to their economic model. In the development of the Labor Code of the Republic of Uzbekistan, the role of the “Uzbek model” chosen by Uzbekistan for a phased transition to a market economy was of particular importance. In the labor legislation of the CIS countries, the death of an employee or employer who is an individual, as well as the recognition by the court of an employee or employer who is an individual, dead or missing, are circumstances beyond the control of the will of the parties regarding the conclusion of an employment contract. According to the current Labor Code of the Republic of Uzbekistan, an employment contract can be terminated on this basis only in connection with the death of an employee. In some CIS countries, non-election to a position (including by competition) is the basis for termination of an employment contract due to circumstances beyond the control of the parties. In connection with non-election for a new term (failure to pass through the competition) or refusal to participate in elections (competition), the employment contract is terminated in accordance with paragraph six of Article 97 of the current Labor Code of the Republic of Uzbekistan. Because this situation is one of the general grounds for the termination of the employment contract