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Abstract

Martial law has dramatically affected all spheres of life of Ukrainians, including employment. Employers and employees themselves have a lot of questions about further work ‒ is it possible to continue working and in what conditions? Does the labor legislation of Ukraine provide special requirements for the organization of labor in martial law? That is why the article considers the issue of labor policy of Ukraine during martial law. The content of normative legal acts currently adopted in connection with Russia’s military aggression against Ukraine is explained, and a comparative analysis of Ukraine’s pre-war labor legislation and innovations in the labor sphere is conducted. The main attention is paid to the Law of Ukraine № 2136-IX «On the organization of labor relations in martial law», which adapted labor relations to the realities of war. The study was conducted in certain areas, namely: the duration of working hours of employees, with the possible establishment of reduced working hours; features of the organization of personnel records management and archival storage of personnel documents is carried out at the discretion of the employer; vacations; holidays and non-working days; pay. Thus, we focused on the grounds for dismissal related to military events, the fight against discrimination against employees, the possibility of electronic communication, the algorithm of action in the absence of contact with the employer or employee, the suspension procedure, and the introduction of contractual regulation. The aim of our article is to study the issue of labor policy of Ukraine during the war, to clarify the content of regulations currently adopted in connection with Russiaʼs military aggression against Ukraine and to conduct a comparative analysis of pre-war labor legislation of Ukraine and innovations in labor.