Legal Regulation Of Labor Relations Research Articles

ОСОБЛИВОСТІ ПРАВОВОГО РЕГУЛЮВАННЯ ТРУДОВИХ ВІДНОСИН ПРИВАТНИХ СУБ’ЄКТІВ ОХОРОННОЇ ДІЯЛЬНОСТІ В УКРАЇНІ ПІД ЧАС ДІЇ ВОЄННОГО СТАНУ

The article examines the peculiarities of legal regulation of labor relations of private subjects of security activities in Ukraine during martial law. The levels of legal regulation of labor relations of private subjects of security activity are described on the basis of modern regulatory documents. The stages of formation of security activity in Ukraine in modern conditions are revealed: dismantling of the security system that existed at the previous stages of its development; the appearance of numerous private subjects of security activity; demarcation of the security market between state and private subjects of security activity; creation of a legal basis for the activities of private subjects of security activities; during a pandemic and martial law – increased competition, increased number of qualified personnel (combatants), fluctuations in demand for services, increased technological requirements for the security system. It is indicated how the introduction of changes to the Licensing Conditions for conducting security activities is consistent with the requirements of the current legislation regarding the accounting of conscripts and reservists. According to the results of the analysis of the legislation, it was established that the trend of legal regulation of labor relations in the conditions of martial law in Ukraine is not specific, but for private entities of security activity, it takes into account the specifics of the industry. Key words: security activities, labor relations, legal regulation, martial law.

Проблемы признания правосубъектности искусственного интеллекта и ответственности за принятые решения в трудовых отношениях

The paper outlines the ways of solving the formed and foreseeable problems in the legal regulation of labour relations using artificial intelligence. It is concluded that artificial intelligence cannot have legal personality in labour relations. It is proposed to fix in labour legislation the presumption of employer's responsibility for the decisions made by artificial intelligence, as well as to oblige employers and software developers to certify the protocols of digital security of software operating on the basis of artificial intelligence technologies.

FEATURES OF REGULATION OF LABOR OF WORKERS WORKING BY THE SHIFT METHOD

The rotational approach to labor organization is widely used in domestic and international practice. The globalization of the economy due to the expansion of the geography of services, as well as increased competition among corporations, objectively increases the significance of the concept of “remote workplace” and focuses attention on the study of issues arising from these labor relations. Currently, the social interaction of employers with rotational workers is fraught with difficulties due to the imperfection of existing standards for organizing rotational work. This requires the formation of new mechanisms for using shift work. The article examines the elements of shift work, discusses the provisions of the Labor Code of the Republic of Kazakhstan regulating the rotation approach to organizing activities, which is widespread not only in remote areas, but also in the current situation. The purpose of the article is to identify the features of this type of work and draw certain conclusions on resolving problems arising in this area. A new mechanism for legal regulation of labor relations between employers and employees is needed specifically in the field of rotational work. The formation of social and living conditions for personnel during the inter-shift rest period helps to restore the potential of workers, so it is necessary to consider ways to motivate their social adaptation. Due to the fact that this type of activity is very flexible, while maintaining the conceptual focus established by law, certain conclusions have been drawn to improve the provisions for the legal regulation of the labor of shift workers.

Peculiarities of the legal regulation of supervision and control over compliance with labor legislation

In the field of labor law, the peculiarities of legal regulation in the field of supervision and control over compliance with labor legislation are investigated. It is emphasized that regulation in the field of supervision and control of compliance with labor legislation is characterized by appropriate measures, which, in addition to measures to detect unregistered labor relations, are carried out in accordance with current legislation. Measures of state control over compliance with labor legislation on identifying undocumented labor relations are carried out in the form of inspection visits conducted by labor inspectors of the State Labor Service and its territorial bodies. Reasons for inspection visits are important.
 The peculiarity of the legal regulation of labor relations is that the control measures or the decision of the labor inspector on control of the employer are subject to notification registration by the State Labor Service or its territorial body before the start of their implementation. It is emphasized that an act is drawn up as a result of the control, and in the case of violations of labor law requirements, the employer receives an order to eliminate them and a warning about liability for labor law violations.
 Thus, the legal regulation of labor relations regarding the supervision and control of compliance with labor legislation must first of all meet European standards and reflect the requirements of current labor legislation. State bodies should strengthen measures to detect undocumented labor relations, illegal employment and be carried out in accordance with the requirements of the Law of Ukraine «On the Basic Principles of State Supervision (Control) in the Field of Economic Activity.» The legal regulation of labor relations in the field of supervision and control of compliance with labor legislation certifies that measures of state influence on the detection of informal labor relations and illegal employment are carried out in the form of inspection visits carried out by labor inspectors of the State Labor and its territorial bodies.

Legal regulation of labor relations in the field of labor protection supervision and control

In the field of labor law, the legal regulation of labor relations in the field of labor protection is investigated, the corresponding measures of supervision and control are characterized, which, in addition to measures for violations of the requirements of labor protection legislation, provide for measures for their prevention and prevention. It is emphasized that state management of labor protection is carried out by the Cabinet of Ministers of Ukraine, the central body of executive power that implements state policy in the field of labor protection, ministries and other central bodies of executive power, the Council of Ministers of the Autonomous Republic of Crimea, local state administrations and local self-government bodies. It is noted that the powers in the field of labor protection of associations, corporations, concerns and other associations are determined by their charters or agreements between the enterprises that formed the association. In order to perform the functions delegated by the association, labor protection services are created in their apparatuses. The theoretical provisions are substantiated and practical recommendations are developed for improving the legal regulation of labor relations in the field of labor protection based on analysis methods and a systemic approach to generalization for evaluating the effectiveness of state management mechanisms in the field of labor protection. In addition, general scientific and empirical methods and tools of the science of labor law, methods of analysis and synthesis, comparison, summary and grouping were used. It was concluded that legal regulation in the field of occupational health and safety is a multilevel and complex functional mechanism, which at all levels of executive power controls and coordinates compliance with occupational health and safety at enterprises, institutions, and organizations regardless of their ownership, types of activity, and branch affiliation. It is emphasized that the existing system of state supervision and control over labor protection in Ukraine needs to be improved and brought into compliance with European standards.

Problems of differentiation in the codes of labor laws of the RSFSR and the Labor Code of the Russian Federation

The article addresses the problem of codification of special labor law norms, justifies the importance of their consolidation in the sectoral code. The domestic historical experience of codification through the prism of differentiation is investigated. Trends in the differentiation of legal regulation of labor relations in the modern period are analyzed. The shortcomings of the Labor Code of the Russian Federation in terms of labor regulation of certain categories of employees are shown, options for solving this problem are considered. The need for differentiation in a codified act of labor law is due to the nature of labor in certain areas, as well as the special concern of the state for certain groups of employees. The Code is the main sectoral act, it must contain special norms in order to meet the requirements of completeness and consistency. In the four Russian labor codes, the issue of differentiation was resolved in different ways. With each new codification, the legislator, relying on the experience gained, approached this issue more consistently, while there was also a «field» for criticism. The task of optimal construction of special labor and legal norms is also relevant for the Labor Code of the Russian Federation, in modern conditions the relevance increases due to the increase in atypical employment. It is important, retaining in the codified act a special chapter on the features of labor, to establish uniform approaches to its regulation in relation to the main professional groups and spheres. At the same time, it is inappropriate to reflect in the code the features of labor affecting the specialization of a particular profession, turning the act of codification into a collection of instructions. The legislator should also consider the issue of consolidation in art. 2 of the Labor Code of the Russian Federation, devoted to the principles of legal regulation of labor relations, the principle of differentiation.

Peculiarities of Labor Relations Regulation amid Imposition of Martial Law and Special Economic Measures: Problems and Prospects for Harmonization

The need to counter external threats to Russia’s national security predetermined the development of new and improvement of existing regulations in 2022. An assessment and comparative analysis of the legal means and innovations available in the field of labor confirmed that there is an objective need for comprehensive legal regulation of labor relations during emergency events. Considering the features of the organization of labor activity amid imposition of martial law and the operation of special economic measures, the author exposes conceptual uncertainty, discrepancies in the order, content and limits of impact on the sphere of labor, difficulties in applying and controversial issues of innovations were revealed, the lack of a general concept and uniformity of labor regulation in the conditions of emergency circumstances. It is proposed to streamline the regulations by focusing on the fact that countering threats to national security is the system-forming basis for the differentiation of the legal regulation of relations in the sphere of labor.

Differentiation as a principle of legal regulation of labour relations of professional athletes

Differentiation as a principle of legal regulation of labour relations of professional athletes

Labor law and artificial intelligence: points of contact and differences

The advent of high-tech and self-learning AI algorithms is setting off an unprecedented transformation of social production processes that will fundamentally affect the entire world of labor. According to the author, the introduction of AI into the world of labor will undoubtedly lead to a temporary surge in technological unemployment, but in the long term, new technologies will create more jobs in new sectors of the economy. The impact of AI on unemployment is context-specific and should be subject to government regulation. The author points out that as a result of the introduction of AI algorithms in the world of labor, arise not only the traditional problems of strengthening the economic power of the employer, discrimination or unauthorized collection of personal data, but set a big complex of legal problems related to the responsibility of the employer for decisions that he himself cannot control. Therefore, for labor law, the most important task is to eliminate the discrepancies between the current model of legal regulation of labor relations and the risks of introducing AI into decision-making processes of hiring and controlling employees. The science of labor law should develop relevant approaches to a reasonable limitation of the use of AI, taking into account the peculiarities of modern algorithmic technologies, production prospects, legal and social risks. The author criticizes proposals for endowing AI with legal personality and the possibility of delegating responsibility for the implementation of employer functions to algorithms. According to the author, AI cannot have legal personality in labor relations (as well as in legal relations of any other type), since the functioning of AI is carried out through the datification of all their participants without the goal of achieving a socially significant result and establishing interaction between subjects of law regarding the satisfaction of their needs. AI is a means of automating labor processes, a digital interface for interaction between elements of the production system. The author states that AI in legal reality can exist only as an object of law. The author proposes to fix in the labor legislation the presumption of responsibility of the employer for the decisions made by AI, regardless of the originally programmed algorithms, even if they were changed by AI as a result of machine learning.

The influence of legal awareness on the effectiveness of the mechanism of legal regulation of labor relations

The article under studies reveals the impact of legal awareness on the mechanism of legal regulation of labor relations. It highlights that legal awareness is a universal form of action of the mechanism of legal regulation of labor relations and a factor of its effectiveness. Legal awareness actively influences the elements of the mechanism of legal regulation of labor relations, as well as experiences a similar effect on itself. The article points out that legal awareness reflects the legal relations between employees and employers in the course of labor activity both within an enterprise (institution, organization) and beyond it, including social relations. Thereby, the scope of legal awareness includes personal, socio-economi and political rights that significantly affect its substantive component.
 The article proves that legal awareness of an employee and an employer is formed under the influence of economic and social conditions. Legal awareness is a form of reflecting social phenomena and the processes taking place at an enterprise, institution or organization in the course of performing the employee's labor function, and the employer's management processes through a system of legal assessments, views and ideas. Legal awareness reflects the employee's attitude to the employer and the personnel, as well as assesses it in terms of the efficiency of the enterprise, payment of proper wages, creation of proper working conditions, its protection and other needs of the employee, and his or her motivation to work.
 The effectiveness of the mechanism of legal regulation of labor relations in general and its stages in particular depend on the level of legal awareness of an employee and an employer, since the processes of formation of local legal norms and their implementation in actual relations are not possible without the volitional conscious behavior of the subjects of labor relations. The article summarizes that from the standpoint of labor law, legal awareness can be viewed through such categories as assessment, need, motivation, skills, and attitude to work.
 The article concludes that legal awareness of the parties to labor relations is a functional subjective and evaluative factor, which affects the mechanism of legal regulation of labor relations from the standpoint of ensuring its efficiency, further functioning and development with a view to its compliance with the established principles of labor law as an independent branch and the concept of justice.

The features of legal regulation of working hours

The institute of working time is an integral part of the system of labor law of the Russian state. The presence of standards providing for maximum working hours, as well as guarantees for its establishment and use, represent a certain indicator showing the level of development of society. Today’s changes in the global economy are leading to an increasing spread of atypical forms of employment. As a result, labor law is undergoing significant changes, giving rise to new features of the legal regulation of labor relations. For example, the key feature of the working hours of remote workers is the possibility of its independent distribution by the employee. In the article, the authors analyze some problems arising in the field of legal regulation of the working hours of remote workers, law enforcement practice, and also offer ways to improve labor legislation in this area.

Legal regulation of relations connected to service in the Security Service of Ukraine

The article examines the current state of legal regulation of service relations in the Security Service of Ukraine. Scientific positions of scholars on the social nature of service in law enforcement agencies and the degree of influence of labour and administrative law on service relations in them have been studied.
 The article defines the branch of law to which the relations of service in the Security Service of Ukraine belong. It has been substantiated that the labour law includes labour relations of servicemen and employees who have entered into an employment contract with the Security Service of Ukraine. The scope of administrative law includes relations related to the service of conscripts in the Security Service of Ukraine.
 Proposals for improving the legal regulation of labour and service relations in the Security Service of Ukraine have been developed. The author proves the expediency of establishing a clear procedure for legal regulation of labour and service relations of different categories of SSU personnel. It is proposed in the Law of Ukraine “On the Security Service of Ukraine”: 1) to supplement Chapter III with an article entitled: “Legal regulation of relations related to service by conscripts” and the following content: “Service by conscripts in the Security Service of Ukraine is carried out under the conditions and in procedures established by legislation for conscript servicemen of the Armed Forces of Ukraine, with features provided for by legislation for the Security Service of Ukraine”; 2) to state the name of the article 21 as follows: “Legal regulation of labour relations of employees who have concluded an employment contract with the Security Service of Ukraine” and the content in the following wording: “Labor relations of employees who have concluded a labor contract with the Security Service of Ukraine are regulated by the legislation of Ukraine on labour with the features provided by the legislation for the Security Service of Ukraine”; 3) to supplement with a section entitled: “Service by military service employees”, which provides for regulations regarding the regulation of all the main aspects of their service.

Роль и значение правового регулирования трудовых отношений в управлении человеческими ресурсами

The object of research in this article is the social relations that are developing regarding the legal regulation of labor relations in the process of human resource management. The subject is the norms of the law regulating labor relations in the process of human resource management. Particular attention is paid to the analysis of modern crisis phenomena in the Russian economy and the relationship between the resolution of related problems exclusively by legal norms. The role of the law as a basic regulator of labor relations is demonstrated. The main scientific results of the study are the conclusion confirming the high role of the law, legal regulation in the process of human resource management. The scientific novelty of the work consists in highlighting the most urgent crisis phenomena in the country’s economy in relation to labor relations, legal regulation and human resource management.

Legal regulation of researchers’ labor in Ukraine and the European Union regarding the development of research infrastructures

Problem setting. The world recognizes the impact of science and innovation on the socio-economic and political development of the state and society, and therefore pays attention to researchers as subjects of scientific and scientific and technical activities. Despite numerous international documents adopted in the field of science, the development of European research policies and programs in the European Union, the issue of regulating the labor relations of scientists with research infrastructures in the European Union remains relevant. Analyses of recent researches and publications. Certain aspects of legal support of labor relations of scientists in Ukraine were considered by Barabash H.O. (peculiarities of legal regulation of labor of scientists and its improvement), Yushko A.M. (peculiarities of organization of labor of scientific workers and its remuneration in the context of reforming the legislation on scientific and scientific and technical activities), Yaroshenko O.M., Vapnyarchuk N.M. (ensuring decent work of scientists, decent and fair remuneration of scientists). With regard to the principles of regulation of the work of scientists in the European Union and the world, we note the publications of V. Kokhan (issues of legal support for the mobility of researchers in the EU, features of employment of researchers in the EU). Purpose of research is to provide an overview of the legal regulation of research activities of scientists in the European Union and Ukraine, and to identify and compare the levels of legal regulation of labor relations of European researchers between them and research infrastructures and labor relations of researchers in Ukraine Article’s main body. The legal regulation of labor relations of researchers in Ukraine can be divided into: the international level of legal regulation, national level of legal regulation general and special legislation that regulates the work of researchers and its peculiarities; local level of legal regulation local acts of scientific institutions adopted on the basis of current legislation within their competence/ The legal regulation of labor relations of researchers with research infrastructures in Europe should also be studied by the level of legal support and can be divided into several levels of regulatory support: international, European, national and local. It seems that the labor relations of scientists with research infrastructures at the local level have proper legal regulation, and perhaps the most detailed among other levels of legal support. Conclusions and prospects for the development. We can conclude, that legal regulation of labor relations of scientists with research infrastructures in the European Union is highly detailed at several levels of regulatory support: international, European, national and local. In Ukraine, a multi-level structure of regulatory support for the labor of scientists is also traced, in which international, national and local elements of legal regulation are distinguished. It is noted that the international level of legal regulation of researchers’ work in the European Union and Ukraine is the same, since international standards in the field of research are mandatory for Member States. At the same time, local legal support for research activities is more developed in the European Union than in Ukraine, as local rulemaking by Ukrainian research institutions is limited by law, and local acts cannot change the norms of higher-level acts. In the European Union, research infrastructures can independently regulate relations with employees, including scientists, without reference to national legislation, due to the international nature of research infrastructures created by several member states and operating in several countries, respectively.

Providing decent conditions and salary for scientists – the way to the revival of the prestige of science

Problem setting. The article examines the topical issues of national science, as it has never had such an important social, economic and technical significance as at present, in particular, the issue of decent and fair remuneration of the intellectual potential of the country as a factor in the development of science is considered. Since in the conditions of martial law and European integration transformations in Ukraine, work remains the main source of income for the population, and therefore the issue of wages is important. Attention is drawn to the fact that the policy of low wages has been established in the state today, especially in the scientific field, where the payment of labor almost does not fulfill its key function the reproduction of the spent energy of human resources and the motivation of employees for productive work. Purpose of research. The purpose of the article is to investigate the current issues of national science, since it has never had such an important social, economic and technical significance as at present, in particular to consider the issue of decent and fair remuneration of the intellectual potential of the country as a factor in the development of science Analysis of recent research and publications. Separate issues of legal regulation of labor relations of scientists in Ukraine were considered in their scientific works by H. Barabash, V. Kokhan, A. Yushko, O. Yaroshenko, and others. Such scientists as M. Baru, N. Bolotina, V. Burak, Yu. Burnyagina, N. Hetmantseva, K. Dovbysh, V. Zhernakov, T. Kolyada, O. Protsevskyi, Ya. Simutina and others Article’s main body. In today’s conditions, the preservation and development of Ukraine’s intellectual potential should be one of the main directions of state policy. One of the conditions for overcoming the country’s technological backwardness is a developed knowledge generation system based on effective national education and powerful scientific research and development. Therefore, in order to make an innovative breakthrough, Ukraine must justify and implement the concept of educational and scientific priority, which means that the processes of creating and distributing the products of science and education as key drivers of the balanced development of society, economy, and man must receive exclusive state protection. Conclusions and prospects for the development. It was concluded that the priority direction of scientific policy should be the development, adoption and implementation of decisions aimed at preserving and developing the intellectual potential of personnel, ensuring its vital activity, establishing order and procedures that determine the most effective use of human resources. The goal of the modernization of science in Ukraine should be the creation of a model of the scientific process in which the best domestic and foreign traditions would be optimally combined. Important importance in this process, in particular, the creation of dignified, proper, safe and healthy working conditions for scientific workers, the appropriate material and technical base, participation in international projects, and most importantly ensuring fair, decent remuneration. Since the policy of low wages in the scientific field leads to scientists looking for work in other types of economic activity with a higher level of remuneration, as well as migration abroad. It was established that decent remuneration for the work of the scientific potential of the state should have the following features: the salary level meets world standards; fair wages; salary corresponds to the quantity and quality of work; wages are paid on time.

Key features of the differentiation of the legal regulation of the labor of transport workers

It is indicated that one of the key rights of every individual in a democratic and independent state is the right to work, which, according to the Constitution of Ukraine, includes the opportunity to earn a living by work that a person freely chooses or freely agrees to. It is emphasized that the labor activity of a person should be stimulated in a certain way, not only in the form of separate material payments, but also by providing guarantees, benefits, advantages and privileges for certain categories of workers in accordance with their professional duties.
 The article provides the author's understanding of the concept of «differentiation of legal labor regulation» and based on it, the main features of the differentiation of legal labor regulation of transport workers are highlighted and considered. It is emphasized that there is no normative-legal consolidation of the concept of «differentiation of labor», which makes it difficult to understand the specified concept, as well as to define the criteria that are used to characterize the specified concept. Particular attention was paid to such features as determining the purpose of applying the differentiation of legal regulation of labor relations of employees; the internal structure of differentiation; implementation methods; forms of expression and methods of fixation.
 The author comes to the conclusion that the differentiation of the work of transport workers is characterized by a number of essential features that deepen the understanding of this legal phenomenon and its further research. In our opinion, the signs of labor differentiation of workers in the transport sector offered by us better ensure the individualization of legal regulation of their labor relations, and also reveal in more detail the purpose of applying such differentiation. Thus, this conditions not only the effective development of labor law in general, but also, undoubtedly, is the basis for effective and unprecedented guarantee of labor rights of employees of transport enterprises, their employers, trade union associations, etc.

The Impact of the Armed Conflict on Labour Law: The Case of Ukraine

Background: The full-scale military aggression against Ukraine by the Russian Federation has dramatically affected all walks of life in the country, and the world of work is certainly not exempt from this. During the first months of the war, the operation of many enterprises was significantly disrupted; a substantial proportion of the working-age population was conscripted into the armed forces, some were forced to seek employment in regions of the country not affected by the hostilities or even had to change occupations entirely. This circumstance necessitated the adoption of appropriate legislative measures to stabilise labour relations in the light of wartime. The article focuses on the specifics of Ukrainian labour law in wartime conditions, reveals the difficulties of legal regulation of labour in connection with martial law, and highlights the pos- sible ways of solving the challenges for labour law in the period of armed conflicts based on the experience of Ukraine. Methods: The methods of legal reasoning and analysis were applied to present the main ap- proaches to legal regulation of labour relations during martial law in Ukraine. Actual statisti- cal and empirical data were used for proper argumentation of the conclusions. The method of analogy was used to assess possible ways of solving the challenges faced by labour law during armed conflicts, based on the experience of Ukraine. Results and Conclusions: The article stresses that there is no single approach towards regulating labour relations during armed conflicts. Such conflicts are always unique, i.e. they differ in scale, intensity, duration, technical capabilities of the parties, types of weapons used, etc. Given the diversity of armed conflicts in the world, it is impossible to develop uniform labour standards applicable, for example, at the international level. This demonstrates the priority of national law in adapting the regulation of labour relations to wartime conditions. In this regard, considering the Ukrainian experience, it is appropriate to take into account that: a) armed conflict is dynamic by nature; thus, it can have different stages of development, which can also affect the world of work and labour legislation may need to be systematically revised to reflect new realities; b) considering that the territory of a country may not be evenly affected by the consequences of an armed conflict, in some cases it might be appropriate to provide for the different legal regulation of labour relations for its different regions; c) armed conflict should never be considered a ‘valid reason’ for unjustified and long-lasting restriction of employees’ rights, as it is at a period when they are more vulnerable and therefore require additional legal protection.

Jurisprudence: remote work

In this article, in a comparative aspect, some issues related to the peculiarities of the legal regulation of labor relations of remote workers in the Russian Federation and in the Republic of Belarus are considered. Using international documents, the concept of remote workers and their difference from homeworkers is analyzed. The historical aspect of the legal regulation of the work of such persons, referred to in the past as tenants, is pointed out. The modern legal status of remote workers in Russia and Belarus is revealed, changes in the legislation of both states aimed at improving the legal regulation of labor relations of remote workers are shown.

Organizational and legal aspects of the protection of labor rights in the conditions of martial law in Ukraine

In this scientific research, with the help of general and special methods, the main trends in the development of labor law in the conditions of martial law introduced in Ukraine are determined. It also discusses the establishment of individual personal restrictions in the organization of labor relations, making the legal regulation of labor relations more flexible and the mobility of the worker in the exercise of the right to work, strengthening the protection of labor rights of workers, mainly of mobilized persons and guarantees of their realization. The authors’ attention is focused on the fact that the legislative approach to the regulation of labor relations should take into account not only the interests of the state, but also the interests of individual citizens. The obtained results allow concluding that even in these difficult conditions the labor law prevails in the list of the basic rights of the subjects of labor relations, in accordance with international legal standards and guarantees of their implementation, along with the forms and methods of comprehensive protection of labor.

Specificity of legal regulation of labor relations during partial mobilization

This article examines the legal features of regulation of labor relations in the Russian Federation, caused by the partial mobilization in 2022. In the course of a special military operation on the territory of Ukraine there was a need for mobilization measures, which caused costs in the domestic economy. Mobilization of three hundred thousand ablebodied people could not but affect the legal regulation of labor relations. In this regard, the legislative authorities of the Russian Federation have adopted amendments and additions to the Labor Code. The purpose of the publication is to reveal the peculiarities of regulation of labor relations during the mobilization. The article uses such general scientific methods of research as generalization, analysis and concretization. On the basis of comparison and analysis of legal regulation of labor relations during mobilization in 1914, 1941 and 2022 the authors come to a conclusion about inevitability of new changes in the Russian legislation.