Employment Rights Research Articles

Constitutional safeguard research of female equal employment right in China- Based on the perspective of empirical investigation

Employment is the foundation of people's livelihood. As a basic human right, the right to equal employment has always been a top priority for constitutional protection. Female workers are an important part of the economy and society, and their equal employment is an important catalyst for economic development. Women's right to equal employment is an important element in realizing women's personal and social values, as well as an important element of the State's efforts to build a harmonious society. Compared with the early days of the founding of the People's Republic of China, the protection of women's equal rights in employment has made great progress. However, the influence of history, culture and traditional concepts still lingers, and the burden of women's maternity has aggravated the invisible discrimination in employment, while the newly released "three-child" policy has also had a certain impact on equal employment. The phenomenon of women being discriminated against in employment is still not uncommon. Therefore, this paper explores the problems, countermeasures and future development direction of the protection of women's right to equal employment in China from the system of protection of women's right to employment in China's Constitution and other laws and judicial practice. On the one hand, China should improve the existing laws and regulations, improve judicial procedures, define the criteria for determining discrimination in employment, and formulate a special anti-discrimination law; on the other hand, we should strengthen the law enforcement mechanism, and set up a specialized labor inspection and enforcement agency to protect equal employment and a more pro-employment “Equal Employment Commission”.

Public policy and labor inclusion: employment strategies for people with disabilities in Ecuador

Introduction: This study aims to analyze and relate public policy and labor inclusion variables to identify improvement actions for compliance in favor of people with disabilities working in the GAD cantonal of La Libertad. Methods: The research used a quantitative approach, collecting data through surveys and interviews. Surveys were administered via Google Forms to 194 workers from the GAD cantonal of La Libertad, Ecuador and an interview was conducted with the Social Worker. Also, a bibliographic review of documents and scientific articles was conducted, focusing on the employment rights of people with disabilities in Latin America and Ecuador. Results: The SPSS statistical program was used for data analysis, revealing that the GAD cantonal of La Libertad complies with Ecuadorian legal requirements to hire 4% of people with disabilities in public and private companies with 25 or more workers, and with physical accessibility regulations. The methodology and analysis were validated using Cronbach's Alpha, KMO and Bartlett, Communalities, and Spearman's Rho coefficients. Conclusion: Implementing, promoting, and ensuring inclusive local policies, with constant monitoring and encouraging the participation of people with disabilities in decision-making for their full integration, is recommended.

Career Choice and Family Expectations of Individuals With Visual Impairments in Turkey: A Qualitative Study

Introduction: This study aimed to explore the career choice of individuals with blindness or low vision (i.e., visual impairments) and their experiences with the expectations of their families. In societies where family is important, family members can influence the career choices of individuals with visual impairments. Method: This study was carried out in 2022. The online interview method was chosen to collect data due to the difficulties in conducting face-to-face interviews during the COVID-19 pandemic. The participants were 18 adults with visual impairments. Their ages ranged from 22 to 36 years. Participants were asked about the role of their families in their career choices. They were also asked about their expectations from effective career counseling. The researcher used deductive thematic analysis. Results: Four themes emerged from these data: (a) work not school, (b) guaranteed jobs are good enough, (c) daughters should marry, and (d) discrepancies in expectations based on household income. Discussion: As in many low- and middle-income countries, people with visual impairments in Turkey are discouraged from continuing their education. With the exception of affluent families, participants were generally directed to guaranteed or low-skill jobs. Gender stereotypes of families were a career barrier for women with visual impairments. Implications for Practitioners: Because of the essential role played by family members of people with visual impairments in Turkey, career counselors should work with families for effective practice. It is also essential for career counselors to inform families about the education and employment rights of individuals with visual impairments.

The Role of Labor Unions on Employee Performance at Mason Elephant Park and Lodge

The decline in the Sumatran elephant population due to deforestation and hunting has led to the establishment of PT. Wisatareksa Gajah Perdana, known as Mason Elephant Park and Lodge in 1997, which serves as a sanctuary for this endangered species. With 291 employees, PT. Wisatareksa Gajah Perdana, the company owning this wildlife park, has the potential to form a labor union. FSP PAR KSPSI PT. Wisatareksa Gajah Perdana is a labor union established to fight for employee rights, including compensation, leave, work environment, and other issues that cannot be resolved individually. However, several problems have arisen involving the company and its employees, such as the company prioritizing profit over employee rights, a lack of understanding of labor union regulations and laws. Therefore, research is needed to determine the role of the labor union in the performance of employees at PT. Wisatareksa Gajah Perdana. This article aims to explore the impact of the labor union on employee performance at Mason Elephant Park and Lodge, as well as the challenges faced by the company and its employees. Keywords:Labor Union, Employee performance,Employee right, Tourism, Human resources

Monitoring by the Ombudsman of Ukraine for compliance with the labor rights of civilians who have disappeared under special circumstances

The results of the monitoring of the Commissioner for Human Rights of the Verkhovna Rada of Ukraine regarding compliance with the labor rights of persons with the status of persons who have disappeared under special circumstances are presented. The actuality of the topic is due to the fact that ensuring compliance with the constitutional rights of citizens, primarily citizens who need additional social protection, is a priority of the state. Attention was drawn to the fact that the observance of such rights, especially in the conditions of martial law, is an important aspect of state policy. The purpose of the article is to analyze the legislation regulating compliance with the labor rights of civilian employees who are missing due to military aggression by the russian federation. Achieving the outlined goal became possible thanks to the use of a complex of methods of scientific knowledge: dialectical, comparative-legal, formal-logical, systemic-structural. On the basis of the conducted analysis, it was established that the legal norms that guarantee the preservation of the labor rights of the investigated category of employees are imperfect, which prevents the proper realization of the constitutionally guaranteed labor rights of employees who are missing. It has been established that there are different approaches to ensuring the labor rights of civilian employees depending on the position. It was established that the absence of a clear list of persons authorized to perform state functions makes it impossible to determine a complete list of such persons. The role of the Ombudsman of Ukraine in observing the labor rights of the specified category of persons is emphasized. The imperfection of the mechanism of informing the owner of the Register of missing persons of the employer about the acquisition of such a status by the person was noted. It has been established that in the absence of a missing person, the employer is unable to pay wages to the relatives of the missing person, and there is no order among relatives in the possibility of receiving wages. On the basis of the conducted research, conclusions were formulated regarding the gaps in the legislation, which lead to the violation of the labor rights of the specified category of citizens. On the basis of the received conclusions, in the future, proposals for normative legal acts may be formulated with the aim of restoring the violated constitutional rights of the missing persons, as well as their family members and relatives.

Monitoring by the Ombudsman of Ukraine for compliance with the labor rights of civilians who have disappeared under special circumstances

The results of the monitoring of the Commissioner for Human Rights of the Verkhovna Rada of Ukraine regarding compliance with the labor rights of persons with the status of persons who have disappeared under special circumstances are presented. The actuality of the topic is due to the fact that ensuring compliance with the constitutional rights of citizens, primarily citizens who need additional social protection, is a priority of the state. Attention was drawn to the fact that the observance of such rights, especially in the conditions of martial law, is an important aspect of state policy. The purpose of the article is to analyze the legislation regulating compliance with the labor rights of civilian employees who are missing due to military aggression by the russian federation. Achieving the outlined goal became possible thanks to the use of a complex of methods of scientific knowledge: dialectical, comparative-legal, formal-logical, systemic-structural. On the basis of the conducted analysis, it was established that the legal norms that guarantee the preservation of the labor rights of the investigated category of employees are imperfect, which prevents the proper realization of the constitutionally guaranteed labor rights of employees who are missing. It has been established that there are different approaches to ensuring the labor rights of civilian employees depending on the position. It was established that the absence of a clear list of persons authorized to perform state functions makes it impossible to determine a complete list of such persons. The role of the Ombudsman of Ukraine in observing the labor rights of the specified category of persons is emphasized. The imperfection of the mechanism of informing the owner of the Register of missing persons of the employer about the acquisition of such a status by the person was noted. It has been established that in the absence of a missing person, the employer is unable to pay wages to the relatives of the missing person, and there is no order among relatives in the possibility of receiving wages. On the basis of the conducted research, conclusions were formulated regarding the gaps in the legislation, which lead to the violation of the labor rights of the specified category of citizens. On the basis of the received conclusions, in the future, proposals for normative legal acts may be formulated with the aim of restoring the violated constitutional rights of the missing persons, as well as their family members and relatives.

PROBLEMS OF EXECUTION OF THE LEGISLATION OF THE REPUBLIC OF KAZAKHSTAN ON PERSONAL DATA: RISKS FOR THE EMPLOYER

The article demonstrates the analysis conducted on the subject of generic problems occurring during the application process of the legislative norms of employee`s personal data by employers. It is of paramount importance to understand correctly the authentic definition of the term “personal data” in order to secure the compliance of the regulatory norms and legal enforcement. This allows avoiding situations where personal data can be subjected to illegal processing, since the consequences of such cases are the bringing an employer to legal responsibility. The legislation of the Republic of Kazakhstan does not stipulate the exact checklist of personal data constituents, and this exacerbates the application of the norms in practice. Hence, there is ambiguity related to lucid understanding of what particular information can be attributed to personal data. A common approach leads to the statement that any information related to a particular individual and the information allowing to provide a person`s identification constitutes the personal data. The aim of the study is to determine within which framework the employer should process the employee's personal data in order to prevent its disclosure, taking into account the provisions of the legislation on access to information. The authors of the article reveal the answer to the question of what should be attributed to the employee's personal data, and how the access to restricted personal data must be performed by the employer. As part of the study, the analysis of Kazakh judicial practice regarding the personal data has been conducted by the authors; the risks of an employer in case of violation of personal non-property rights of employees were specified. In addition, the analysis of cases of providing personal data in the framework of lawyer requests was undertaken. A proper comprehension of operating with personal data of employees will enable employers to avoid violations of personal non-property rights of personnel, especially since the practice of bringing employers to administrative and civil liability has been widespread.

Exploring Termination of Employment Based on Serious Criminal Offences

There has not arisen any case laws post-Decision of the Constitutional Court No. 012/PUU-I/2003 and enactment of Article 52 paragraph (2) of Government Regulation No. 35 of 2021 to show how the Constitutional Court decision is being interpreted and applied by judges. The authors propose a future model for judges who will be adjudicating disputes in the Industrial Relations Court, that they may set aside rules which conflict with principles of law. The decision of the Constitutional Court stated that a reason for termination of employment due to serious violations pertaining to criminal acts perpetrated by workers as detailed in Article 158 of the Employment Law contradicting the 1945 Constitution having no binding force. Using normative legal research the authors argue that judges, based on several principles of law with independence of judiciary principle on their top, may disregard controversial regulation as the basis to justify the employment termination. It is argued as such, although the rule is still in full force as implementing law of a new Law on Job Creation. The new Law seemingly re-legalizes the right of employers to terminate employment due to acts of violation committed by workers as regulated in employment agreements, company regulations, or collective labor agreements. Based on the theory of Dignified Justice judges if any future disputes on termination of employment due to the controversial rule occurred may decide in favor of the employee based on important principles of law rather than the controversial rule. This will clarify the uncertainty of understanding among some circles that the Constitutional Court Decision could simply be annulled by Article 52 of Regulation No. 35 of 2021.

Employees’ Participation in Organization Management in the EAEU Member States: Traditions and Innovations

The paper provides a comprehensive analysis of the issues of employees’ participation in administration of an organization within the framework of the Eurasian Economic Union. The author begins the research with the history of the emergence of the right of employees to participate in the management of the organization, moving on to the analysis of current trends in corporate governance, where he pays special attention to the role of employees in making key decisions. It is emphasized that the active involvement of employees in the management of the organization not only contributes to the democratization of labor relations, but also directly correlates with increased labor productivity, improved corporate culture and overall job satisfaction. Through a historical review, the development of the idea of employees’ participation in management is shown: starting from the period of the birth of labor law in medieval Europe to modern practices in the member states of the Eurasian Economic Union. A separate section is devoted to the theoretical foundations of employees’ participation in management. The main part of the study focuses on the analysis of general trends and national characteristics of employees’ participation in the management of organizations in each of the EAEU member States. In conclusion, recommendations are presented concerning optimizing the mechanisms of employees’ participation in management at the level of the Eurasian Economic Union. Attention is focused on the need to take into account both common approaches and national characteristics. The author describes key problems and challenges that need to be overcome for the effective implementation of employees’ participation practices in management.

A NEEDS-BASED STUDY İN HOSPİTAL STAFF TRAİNİNG

Objective: Education is a continuous and active process and it is important to ensure continuity. Training of healthcare personnel is important to improve efficiency and the first condition is to identify training needs. In this study, our hospital it is intended to analyze the training needs of its employees. Gereç ve Yöntemler: In Hospital of Balıkesir University Faculty of Medicine, employees were included in the survey study, which was conducted to determine the training needs of hospital employees according to the Quality Standards in Health (SKS). Results: According to the survey results with 130 participants, 25.4% of the respondents said they did not need new information in professional matters, they did not feel inadequate, and 74.6% said they needed it. Professional information and training, especially when starting a new job request preferences come first. Employees also stated that they have access to information from the internet, institutional training programs, books, and are most benefited from the institutional guides and resources. In the institutional training programs, the subjects of Patient and Employee Rights, Cardiopulmonary Resuscitation and Emergency situations and Disaster Management have been the most requested training subjects. Conclusion: Every institution should make these evaluations in certain periods and train education accordingly. In this study, the training and preferences of our staff are evaluated and these improvement works are planned. It was concluded that it would be beneficial to provide trainings on the subjects that are needed, to be more active in training especially for those who are new to the profession and to use institutional guides more frequently.

Job Retention by People With Disabilities: A Qualitative Study of the Perspectives of People With Multiple Sclerosis.

Multiple sclerosis (MS), because of its early age at onset, greatly impacts the working lives of those affected by it in ways linked to different factors, both professional and personal. It has been observed that only a small percentage (20-40%) of workers with MS retain their jobs after the diagnosis. When identifying factors determining job retention or loss in this setting, it is essential to consider the direct perspectives of people with MS (PwMS). A qualitative study, based on the conduction of two focus groups, was conducted to explore the personal experiences of PwMS who work. The results show that there are numerous factors, both positive and negative, that can influence these people's ability to retain their jobs. The climate established in the workplace and the relationship between workers with MS and their colleagues were fundamentally important aspects, as was knowledge of the disease at the level of public opinion. Managing work is a complex undertaking for people with a disabling condition like MS. There needs to be greater awareness of the employment rights of PwMS. Improving these knowledge-based aspects could undoubtedly improve the quality of the working lives of PwM.

Sweatshop and Employee Rights Protection

Sweatshop and Employee Rights Protection

ЗАБЕЗПЕЧЕННЯ ТРУДОВИХ ПРАВ ПРАЦІВНИКІВ У ПЕРІОД ДІЇ ПРАВОВОГО РЕЖИМУ ВОЄННОГО СТАНУ

The article analyzes the characteristics of ensuring the rights of employees during the period of the legal regime of martial law. It has been established that the system of guarantees for ensuring the rights of employees and citizens in the conditions of the legal regime of martial law has undergone changes in relation to a set of objective and subjective factors, which are aimed at the practical implementation of universally recognized labor rights, respectively. Attention is drawn to the fact that the current legislation of Ukraine provides for a general procedure for ensuring the labor rights of employees during the period of the legal regime of martial law. Special regulations regarding the provision of labor rights refer to labor obligation as a type of short-term labor obligation. It is noted that the normative predictability of the guarantee of the rights of persons involved in compulsory labor testifies to the consideration of the interests and rights of the person both during the period of the legal regime of martial law and after its termination, an argument in favor of the stated thesis will be the existing normatively detailed procedure for involvement in labor duty at the level of a sub-legal normative act. The signs of a special labor obligation in the form of labor obligation are singled out, namely: 1) expression through the use of socially useful works, which must be performed within the framework of the introduced labor obligation; 2) initiation by military command and/or military administrations (if they are formed) through the adoption of a decision in the form of an act of the relevant military administration or military command; 3) the decision on labor obligation must include mandatory components; 4) the acquisition of a special labor obligation is associated with the absence of an opportunity for an able-bodied person to be drafted for military service, who, due to age and health, has no restrictions to work under martial law; 5) will not apply to the legally defined categories of able-bodied persons; 6) confirmation of a specific employment obligation for a specific person is reflected in a fixed-term employment contract; 7) the person to whom the labor obligation has been applied for the duration of the work is guaranteed to retain the previous place of work (position), etc. Key words: labor rights, legal regime, limitations of labor rights, labor contract, labor obligation.

THE NEGATIVE IMPACT OF UNILATERAL COERCIVE MEASURES ON THE IMPLEMENTATION OF THE RIGHTS OF WORKERS OF BELARUSIAN ENTERPRISES

The article analyzes unilateral coercive measures taken against Belarusian legal entities in the context of the impact of such measures on the realization of fundamental human rights. Based on the legal analysis of specific examples of sanctions against Belarusian legal entities, the author proposes to develop Recommendations for states and legal entities under sanctions to ensure the protection of human rights under sanctions pressure. and also to keep official state statistics on the impact of sanctions on the rights of Belarusian citizens. At the national level, it is advisable for the BISI to conduct a study analyzing the impact of unilateral coercive measures on the realization of the rights of employees of Belarusian enterprises, and the National Statistical Committee of the Republic of Belarus to develop a Questionnaire to study the impact of unilateral coercive measures on the activities of Belarusian enterprises.

ENTREPREUNERSHIP TRAINING TO ENHANCE THE ENTERPRENEURIAL KNOWLEDGE AN SKILL OF THE DEAF COMMUNITY

Disabilities have equal rights as Indonesian citizens, including employment and entrepreneurship rights. The implementation of policies regarding the obligation of institutions to employ people with disabilities is still far from expected. Limited job information and access to education and job training programs are challenges in realizing economic independence for disabled persons. Therefore, it is very important to conduct community service activities aimed at increasing the entrepreneurial knowledge and skills of the Deaf Community through entrepreneurship training in order to reach economic independence. Nine Deaf Friends and four Sign Language Interpreters were involved in this study. The training was carried out by online method for three sessions, once a week. The questionnaires were distributed to assess the participants' level of knowledge before and after training. Each participant was required to develop and present a business plan in order to improve their entrepreneurial abilities. Two expert judges evaluated and provided constructive feedback to all participants. The knowledge of participants before the training was 65.9 + 6.2, and increased by 12.4% to 74.1 + 10.8 after training. Participants were able to develop business proposals by the end of the program, with an average score of 7.6 + 0.7. Entrepreneurship training is able to enhance the entrepreneurial knowledge and skills of the Deaf Friends. This entrepreneurship training is a provision to assist the deaf community in creating and developing businesses that will lead to economic independence in the future.

Absolute competence of the industrial relations court resolving employment termination disputes

Purpose: The jurisdictional scope or competence of the Industrial Relations Court is elaborated in Section 56, Law Number 2, Year 2004. However, Section 56 Number Law 2 Years 2004 has spurred further debate regarding the proper competence of the Industrial Relations Court because, under this law, the Court has issued ineffective and inefficient court decisions. In response to this debate, this study problematizes the competence of the Industrial Relations Court in presiding over the termination of employment contracts. Method: In analyzing the problem, this research uses a normative juridical method that has a systematic way of conducting research, focusing on competency theory, the theory of justice and supremacy of law, subjective justice, competency of the Industrial Relations Court according to existing laws and regulations, and experts’ views regarding the contribution of the existing literature to the competency of Industrial Relations Court judges. Results: This study argues that an excess of laws governs the termination of employment contracts, which supposedly lies under the competence of the Industrial Relations Court. Hence, to protect the rights of employees in the context of industrial relations, a judicial review of Law Number 2 Year 2004 on manpower is required. Limitations: This research has a number of limitations, including the time required to search for additional references, such as the latest journals, and comparisons with the competence of industrial relations courts in various countries. Contributions: It is hoped that the results of this research can provide information as a basis for consideration and contribution of thought to policymakers in formulating laws and regulations more effectively and efficiently to bring justice, legal certainty, and benefits to society.

Aplikasi penggajian guru dan karyawan Madrasah Tsanawiyah Nurul Khoiroh berbasis web

Payroll can be defined as a form of service system used to make salary payments every month. With a payroll system, the process from start to finish when salaries are paid can run according to what each employee expects. At MTS Nurul Khoiroh, the current payroll system has several obstacles, where the teacher payroll process is still done manually. Payroll data is still calculated and recorded using the Microsoft Excel program and is not in the form of a database, so it is susceptible to loss and errors in data recapitulation at the end of the month. Based on these problems, an application will be created to handle the processing of salary calculation data which is the right of teachers and employees, starting from the process of calculating the basic salary to calculating allowances. The application was built using the waterfall method and with the PHP programming language. With this system, it is hoped that it will make it easier for school treasurers to manage data while also helping to increase the efficiency of the payroll process so that it becomes faster and more accurate.

Профсоюзы и общественное мнение в Республике Башкортостан в конце XX – начале XXI в.

The article examines the dynamics of public opinion regarding trade union organizations in Bashkortostan in the post-Soviet period. The analysis of the scientific literature indicates that the problem is insufficiently studied. The main sources used in the article, in addition to archival documents, were the materials of the periodical press. The work notes that during the transition to market relations, trade unions restructured their work with an emphasis on strengthening the protection of the rights of employees, began to interact with all branches of government, negotiated with employers and concluded agreements and collective agreements. Non-fulfillment of agreements by enterprises and the state forced trade unions to organize collective actions: rallies, strikes, pickets. In the early 1990s, as sociological studies showed, citizens’ trust in trade unions remained high, paradoxically combined, however, with distrust of all political forces. Most likely, it is precisely distrust of trade unions that explains the attempts to create new public organizations in the 1990s, uniting ordinary workers. Many workers expressed dissatisfaction with the indecisive actions of the trade unions, urging them to pay attention to protecting the interests of workers. Special studies have found a decrease in the authority of trade unions among workers from the early 1990s to the early 2010s. At the same time, trade union leaders noted the passivity and inertia of ordinary trade union members, their non-participation in collective actions. Thus, on the one hand, the workers recognized the trade unions as the only defenders of their interests, on the other, they assessed its activities poorly, reluctantly participated in collective events.

Gender, culture, and migration: A qualitative study of the socioeconomic challenges facing Afghan women refugees in Khyber Pakhtunkhwa, Pakistan.

The research explores Afghan refugee women's challenges in accessing education, employment, and legal rights in Khyber Pakhtunkhwa, Pakistan. It seeks to inform policy changes to improve their socioeconomic circumstances and mitigate these hardships. The study employs qualitative methodologies, utilizing interviews, observation, and document analysis to capture rich, in-depth narratives from three Afghan refugee women. Each narrative provides unique insights into the women's struggles with education, employment, and securing legal rights. The research highlights challenges from forced migration, gender inequality, cultural norms, and socioeconomic marginalization, causing a holistic crisis for Afghan refugee women in Khyber Pakhtunkhwa, Pakistan. These issues hinder access to education, employment, financial vulnerabilities, and legal uncertainties. The study suggests a comprehensive, multi-pronged approach to policy changes, including education reform for refugee girls, gender-responsive recruitment practices, and legal reforms to secure refugees' rights. It emphasizes gender-responsive support services and involves Afghan refugee women in policy development processes, leveraging their experiences for more effective and inclusive policies.

ACTIVITIES OF THE STATE LABOR SERVICE OF UKRAINE: STRENGTHENING OF LABOR STANDARDS, MONITORING OF COMPLIANCE WITH LABOR LEGISLATION AND INTERNATIONAL COOPERATION

An attempt was made to comprehensively analyze the activities of the State Labor Service of Ukraine as the central body of the executive power, its control and supervisory powers, the reform process, which should serve to increase the efficiency of its activities, the perception of the State Labor Service, first of all, not as a punitive, but as a service body, to change working conditions labor inspectors, implementation of international legal standards, in particular, in light of the implementation of the provisions of the Association Agreement with the EU. The mission of State Labor Service of Ukraine, as this body considers it, is to ensure declared (control over the registration of labor relations), safe (during the performance of work in all areas: from metallurgy to hospitals and schools), paid (timely and full payment of wages, compliance minimum size and minimum payment guarantees), as well as healthy (monitoring of medical examinations, the presence of harmful factors during working months) labor relations. This activity is primarily aimed at protecting the rights of employees, but, based on consultations with the parties to the social dialogue, it should also support the other side of labor relations - employers, by providing recommendations, advisory assistance, conducting voluntary audits, etc. The content of the main international norms, which contain standards regarding the activities of labor inspectors - ILO Conventions No. 81 and No. 129, as well as the Protocol of 1995 to the Convention on Labor Inspection of 1947 (No. 81) is analyzed, the need for their implementation into Ukrainian legislation is emphasized. The task of labor inspection, its status, organization and main powers of labor inspectors in industry, trade and agriculture, defined in these international normative acts, are given. An overview of the content and tasks of a number of international projects with the participation of the State Labor Service of Ukraine, as well as their main results, was carried out. Some issues of distinguishing between supervision and control, problematic issues of its implementation, and opinions of legal experts regarding ways to solve them are analyzed. The main modern problems in the field of labor relations as a whole are highlighted: still a high share of undeclared labor relations, which entails a number of problems for employees, employers and the state, the relocation of enterprises from the east of the country in connection with armed aggression against our state, the need to ensure healthy and safe conditions at the workplace, etc. The main shortcomings in the activity of State Labor Inspectors of Ukraine are outlined, in particular, heavy workload, low wages, limitations in activity caused by inconsistency of legislation.