Violation Of Labor Rights Research Articles

O TRABALHO INFORMAL, A ECONOMIA INFORMAL E OS DEFASIOS ASSOCIADOS À PRECARIZAÇÃO DO TRABALHO

The lack of effective public policies to address the precariousness of informal work has profound consequences, including increased social inequality, economic vulnerability, and the violation of labor rights. This issue is relevant not only from an economic point of view, but also from a legal and social point of view, as it involves the protection of fundamental human rights, such as the right to decent work and social protection. By critically analyzing existing legislation, identifying gaps, and proposing new legislative approaches, the survey can offer valuable insights for the formulation of more effective public policies and for strengthening the legal framework for the protection of informal workers. Additionally, by considering the nuances and complexities of the legal issues involved, research can help develop more sophisticated and relevant legal theories and concepts to address emerging labor market challenges. Although there is a vast academic literature on informal work and the precariousness of work, there is a significant lack of studies that address these issues from an in-depth legal perspective. The proposed research will fill this gap by providing a detailed analysis of the legal issues related to informal work and identifying concrete legal strategies to address the challenges of job insecurity. In this way, it will contribute to the advancement of legal knowledge in this area and to the development of more effective approaches to address the challenges of informal work and precariousness.

La vulnerabilidad de los derechos laborales de los trabajadores mineros en el Parque Industrial El Pache, provincia de El Oro

This article examines the violations of the rights of informal workers in the gold mining park in the El Pache area of ​​the Portovelo canton, province of El Oro. Portovelo, being considered the first mining center in Ecuador, its economy is based on commercialization of gold to a greater degree compared to the rest of economic activities. This study identifies factors that contribute to poor working conditions, as well as establishing measures to reduce risks and promote better working conditions. Through a mixed methodology such as interviews, document reviews and statistical analysis, urgent topics that require the attention of government authorities come to light. A broad understanding of violations of workers' rights requires consideration of aspects such as labor regulations, employment contracts, working hours, appropriate remuneration and benefits, health and safety at work, termination of contracts and union dynamics. Analyzes describe that these violations are often related to poor implementation and compliance by employers, poor contractual agreements, non-payment of overtime, lack of social benefits and weak or non-existent collective bargaining contribute to the violations of labor rights, which establishes the urgent need to improve supervision by the entities in charge of effective regulatory compliance.

Compensation for non-pecuniary damage in labor law is an important guarantee of the protection of workers’ rights

The article is devoted to the study of the institution of compensation for moral damage in the field of labor, i.e. in cases where the employee’s labor rights are violated by the employer, and as a result, moral damage is caused, which is subject to compensation. Since the issue of compensation for moral damage in labor law remains debatable to this day, as there is no unambiguous scientific or legislative solution to it. Although the institution of compensation for moral damage in the field of labor is an important guarantee of the protection of workers’ rights. During the research, the current domestic legislation and the views of scientists on the raised issue were analyzed. In particular, it is stated that compensation for non-pecuniary damage in labor law has its own characteristics compared to compensation for non- pecuniary damage in civil law. Thus, the specifics of compensation for non-pecuniary damage in the field of labor lies in the subject structure of this legal relationship - the employee and the employer, where the employer has the obligation to compensate non-pecuniary damage, and the employee has the right to receive it in the presence of negative consequences of the violation of labor rights. Attention has been drawn to the fact that compensation for moral damage in labor law is proposed to be considered in three aspects: as compensation for moral damage caused to the employee; as an independent, special and universal type of employer’s responsibility; and as a way of protecting the rights of the employee in labor relations. It was concluded that the labor legislation regarding the legal regulation of issues of compensation for moral damage to the employee needs improvement, since it lacks a definition not only of compensation of moral damage in labor law, but also of moral damage in labor law, which , in turn, leads to the fact that the inflicted moral damage is not actually perceived as damage, it is simply ignored. At the same time, although the introduction of the institution of compensation for moral damages in labor law did not solve all the problems regarding the protection of human labor rights, it is evidenced by the fact that the constitutional provisions on the recognition of a person as the highest social value and the guarantee of his physical and moral safety by every state are gradually being implemented in the labor legislation.

Modern Slavery in Liner Shipping: An Empirical Analysis of Corporate Statements

Forced labour is a widespread risk for workers in the shipping industry. Traditional approaches to tackling the problem rely on the rules of flag state and port state jurisdiction, leaving a significant margin of political discretion in dealing with violations of labour rights. This article examines whether private enforcement mechanisms in the form of tort actions can play a role in securing the labour rights of workers and providing them with access to remedies. Following recent case law, it examines the possibility of enforcing the duty of care as stated in the company materials, in particular the growing number of corporate annual reports. The article relies on empirical material, consisting of the statements published by shipping companies under the UK Modern Slavery Act [MSA]. In addition to the descriptive observations on compliance, the study carries out a content analysis of the statements, seeking to identify the patterns of reporting and industry best practices. The final part of the article examines whether corporate undertakings as laid down in modern slavery statements can serve as grounds for tort liability. Based on the empirical data, the study concludes that the statements provide insufficient grounds for holding companies liable for labour rights violations. Modern Slavery, Forced Labour, Liner Shipping, Annual Reports, Published Materials, Private Enforcement, Supply Chain Liability

대학 내 괴롭힘 사건 대응을 위한 법제도적 개선 과제

As a university is a community comprised of the activities of various members such as students, professors, and employees, harassment among university members appears in various and complex ways, and depending on the member, it becomes a problem as a violation of the right to study for some and a violation of labor rights for others. After the recent ban on 'harassment in the workplace' was stipulated under the Labor Standards Act, the university intends to apply the ban on workplace harassment under the Labor Standards Act in responding to harassment issues among members. However, in the case of members who are not employees, such as students, there is a hierarchy among members. Cases of harassment, such as cases where there is no relationship, are not subject to the application of current laws, causing universities to take a lukewarm response to protecting and responding to victims.
 In order for universities to actively autonomously regulate and respond to the various harassment behaviors of members that are in legal blind spots, it is necessary to first understand the concept of harassment behavior that must be ‘regulated and disciplined.’ In this regard, this study examined the concept of harassment behavior that is sought to be legally regulated through regulations prohibiting harassment in our current legal system, and also attempted to suggest problems and directions for improvement in the regulation of harassment in the current legal system.
 Meanwhile, as the Higher Education Act of 2021 mandated the establishment of human rights centers in universities, it became possible for harassment issues at universities to be treated as human rights violations through the human rights centers. However, the current scope of work of the Human Rights Center in Article 19-3, Paragraph 2 of the Higher Education Act is insufficient for the Human Rights Center to fully fulfill its functions and roles. In this regard, I also wanted to discuss the direction of legal improvement of regulations related to university human rights centers to comply with the responsibility of universities, which are higher education institutions, to create a human rights-friendly educational environment and the function of protecting victims of human rights violations.

Observance of Labor rights in wartime through the lens of the UN Guiding Principles on Business and Human Rights: problems and prospects for improvement

The article focuses on the issue of observance of labor rights in wartime, in particular, through the prism of the UN Guiding Principles on Business and Human Rights. This document is the main basis for achieving a positive result in the implementation of labor relations, which requires a detailed analysis and study of its specific features.
 It is noted that labor relations are controlled by the State and represented by the government on the basis of national and international legislation. The UN Guiding Principles on Business and Human Rights is a significant achievement of the international community in the field of effective and lawful functioning of labor relations and regulates the key principles of business entities in those states that have implemented this document.
 The author identifies problematic aspects of compliance with the UN Guiding Principles on Business and Human Rights. It is noted that the main factor behind the violation of labor rights is the armed conflict, which contributed to the restriction of the labor rights of citizens provided for by the Constitution. The russian federation's armed aggression has resulted in the illegal dismissal of a significant number of citizens and violations of labor legislation, which is a violation of the UN Guiding Principles. The ineffectiveness of the existing legal framework under martial law can be observed, as the norms do not provide for state action in such a special period.
 Considering the real state of affairs in the state, it is necessary to update the regulatory acts in accordance with the challenges of our time. The author suggests options for avoiding and preventing violations of the labor rights of citizens under martial law. Priority areas for addressing such problematic issues include constant monitoring of the regulatory framework in accordance with urgent needs; avoidance of gender-based and sexual violence; strategy of actions in case of a business entity's defection to the enemy; development of state initiative programs in the field of business; international cooperation; and adoption of foreign experience.

From the EU-South Korea to the EU-New Zealand free trade agreements: A path leading to a breakthrough in the enforcement of labour rights

The analysis of the path that led to a breakthrough in the European Commission’s thinking about trade policy in the context of enforcing labour rights turns out to be crucial for formulating further postulates regarding the content of new free trade agreements (FTAs). The arguments contained in the article focus on the problem of the lack of sanctions in FTAs of the fourth generation. The author discusses the EU-South Korea FTA, as it resulted in convening a Panel of Experts whose report contributed to the ratification of ILO Conventions nos. 29, 87 and 98 by South Korea. However, the amendment to Korean legislation has not fully implemented these Conventions. This resulted in a breakthrough in thinking about trade policy. The revision of views on the promotional approach presented by the European Commission was visible in the content of the new FTA concluded in 2022 with New Zealand. It rightly provides for the possibility of sanctions in the event of a serious violation of labour rights, which, according to the author, qualifies it as a FTA of the fifth generation. However, it does not mean that the FTA is perfect. Comparative legal research has led the author to formulate de lege ferenda postulates in this regard.

노동인권 제고를 위한 새로운 노력

The issue of labor rights violations by multinational corporations has emerged as a serious international problem. Accordingly, the international community discussed how to regulate labor rights violations by multinational companies and strengthen their responsibility to protect labor rights. Various efforts and attempts to protect human rights at the level of multinational corporations, global governance and international organizations, and advanced countries have resulted in preventing violations of labor rights by multinational corporations and enhancing labor rights. However, there were definitely limitations. New measures are emerging to enhance labor human rights that can overcome these limitations. The EU Parliament and EU Member States have determined that the essence of the problem of labor rights violations by multinational corporations lies in global supply chains. They intend to enhance labor rights by enacting the Mandatory Corporate Due Diligence Act (Mandatory Supply Chain Due Diligence) to impose certain obligations on domestic companies, overseas branches of domestic companies, and subcontractors for human rights and due diligence. The due diligence obligations of the EU Parliament and EU member states are not limited to domestic companies, but they are also mandatory for foreign companies operating in their countries, which is expected to have a lot of impact and change. According to the EU Parliament's Corporate Due Diligence Directive, Korean conglomerates and small and medium-sized enterprises exporting to the EU are subject to the due diligence guidelines, so they must carry out due diligence on human rights and the environment in their supply chains, assess and minimize negative impacts, and disclose information. The EU Parliament's Mandatory Business Due Diligence Directive applies not only to the original contracting company but also to cases of human rights violations caused by its suppliers.
 In particular, the textile and steel industries, which are high-risk sectors, are more likely to be classified as companies subject to due diligence obligations, so they should also pay attention to the issue of labor rights violations that may occur in the global supply chain. Although it will take some time for the EU Parliament's mandatory corporate due diligence directive to be applied in EU member states, the trend of EU member states and the EU Parliament making it mandatory for companies to conduct due diligence on their supply chains is expected to have a significant impact on international norms. In line with this trend, the Korean government also needs to actively restructure its domestic laws and policies to comply with various international standards, including the European Due Diligence Directive.

Conditions for compensation for moral damage caused to the employee

As cases of violation of employees’ rights are becoming more and more frequent today, the issue of bringing the employer or its authorised body to justice is becoming increasingly relevant. One of the most effective ways to counteract this phenomenon is to compensate for moral damages. That is why the purpose of the article is to determine the conditions and grounds for bringing an employer to liability in the form of compensation for damage to an employee, since this issue is the most pressing one. The following scientific methods were used in the course of the study: monographic, formal and logical, legal and dogmatic, systemic and structural, and the method of summarization.
 It is established that compensation for non-pecuniary damage to an employee is possible subject to certain statutory conditions which are common to liability in all cases of non-pecuniary damage. Each of these conditions is examined in detail, namely: the fact of causing (presence of) non-pecuniary damage; unlawfulness of the employer’s actions; existence of a causal link between the employer’s unlawful act and the non-pecuniary damage caused to the employee; and the employer's guilt. The author proves that non-pecuniary damage occurs if the following grounds exist: the person and the perpetrator of the damage are in an employment relationship; it arose as a result of a violation of labour rights by the employer; the employee suffers moral losses in the form of emotional distress, and these negative changes have led to the loss of normal life ties and require additional efforts from the employee to organise his or her life.
 It is proved that the most appropriate theory for resolving the issue of the presence or absence of causation in the legal relations under consideration is the theory of direct and indirect causation.
 It is argued that since moral suffering always “accompanies” a violation of an employee’s legal labour rights, the presumption of moral damages should be enshrined in law. Based on the study of relevant sources and regulations, the author provides her own definition of the concept of “employer’s guilt”.

Human Rights Responsibilities of MNEs-A Case Study of the Rana Plaza Disaster and Foxconn Incident

MNEs promote the global economy and create opportunities for every individual. However, as every coin has two sides, MNEs' expansion can be devasting for some laborers to a certain degree, as MNEs' continuous violation of labor rights has been widely criticized. Everyone shall enjoy the same legal resource to protect themselves, which makes this issue significant. Scholars have discussed this issue for years, but solutions have yet to be offered. The paper's research topic is labor problems occurring in MNEs. By describing the Rana Plaza case and the Foxconn case and analyzing its pushing factors from a non-lawyer perspective, this paper will focus on fundamental labor rights problems in MNEs and then provide solutions to each situation. The research finds that uneven dispersal of education, poor governance, and deficiency in binding law trigger mountains of problems. If developing countries want to eliminate the problem, they can subsidize children's education, establish labor protection mechanisms, and actively comply with relevant international treaty laws.

Analysis of Violations of the Labor Rights of Citizens in the Remote Working Organization

The subject of the research in the article is the labor relations between employees and employers in the remote format of labor organization. The article deals with the issues of legal regulation of social and labor mobility during the transition to remote working. The survey of the economically active part of the population revealed the degree of prevalence of this phenomenon and the main violations of labor legislation faced by citizens working in a remote format. The author investigates various violations of the rights and legitimate interests of subjects in this area, examines their nature, frequency and causes. The analysis of the legal aspects of the protection of the violated rights of workers performing the labor function remotely is carried out, the main changes that have been made to the legislation since the beginning of the pandemic are considered, the prospects for further development of this area of public relations are determined. As a result of the study, the main violations of the labor rights of citizens were identified. The most common problem faced by citizens when switching to remote work is the lack of equipment and other resources necessary for the performance of professional functions. The second significant problem is the presence of significant overwork, in third place are legal violations in the execution of an employment contract. Less common is a reduction in the level of wages, unjustified imposition of disciplinary penalties or dismissal. The paper focuses on the fact that the modern process of law-making and law enforcement should be aimed at minimizing violations of labor rights. This cannot be achieved without improving the legal culture of citizens.

Нарушения трудовых прав работников и способы их защиты

The article presents the results of a sociological survey of the employed population, conducted in 2022. The purpose of the study is to analyze current changes in the Russian labor market related to the prevalence of violations of labor rights of workers. In recent years, there has been a decrease in the severity of contradictions between workers and employers (customers). At the same time, the fact that workers meet with violations of labor rights increase their predisposition to work in the informal economy and have an impact on social tension in the labor market. The study shows the passivity of workers in protecting their labor rights. The reasons for this behavior are mainly related to the lack of hope for a positive result.

Ещё раз к вопросу о компенсации морального вреда, причинённого работнику

The article discusses the institution of compensation for moral damage caused by the violation of labor rights and legally protected interests of employees. The latest judicial practice has been analyzed in order to determine the criteria for the amount of compensation for moral damage. Certain problems are identified in the consideration of labor disputes with claims for compensation for moral damage, their features are highlighted. Purpose. The purpose of this work is a comprehensive analysis of the institution of moral harm in labor law based on the study, analysis and generalization of the scientific base, current legislation and practice of its application. Methodology. In the process of achieving the goal and solving the tasks set, the general scientific dialectical method of cognition was used, as well as logical, systemic, historical, comparative legal and formally legal methods. Results. In the process of research, we come to the conclusion that the institution of compensation for moral damage is not without omissions and shortcomings. The proclamation of the right to such compensation does not mean its full realization; this requires a refined legal mechanism, which is absent in the labor legislation. Conclusion. The presence in the labor legislation of only one article regulating such an extensive range of relations related to compensation for moral harm caused to an employee seems to be erroneous. The analysis and interpretation of these norms by the Supreme Court of the Russian Federation should not replace the full-fledged legal regulation of this institution, therefore, the legislator needs to improve the relevant legal mechanism in the very near future in order to increase the effectiveness of protecting the labor rights of workers in case of causing them moral harm and create a situation of legal certainty in labor relations.

Violation of Labour Rights in the Context of Compulsory Vaccination Against Covid-19

The aim of the article is to conduct research on the issue of whether compulsory vaccination, enshrined in international and national legal acts, violates labour rights. The main research method was a comparison method, which helped to compare the experience of different countries in restricting labour rights in the context of compulsory vaccination against COVID-19. Moreover, the main characteristics of restrictions on labour rights during the COVID-19 period were highlighted using the method of system analysis. The evolution of compulsory vaccination was analysed using a historical-logical method. A formal legal method was applied to generalise, classify, and systematize research results, as well as to present these results. The current outbreak of COVID-19 has provoked trends in discriminatory behaviour in the workplace. Therefore, the restrictions on labour rights must comply with international human rights standards, which, however, largely reflect a position that does not support compulsory vaccination.

The case-law from the ECHR regarding the compensation of moral damage to the employee

The purpose of the article is to study the practice by the ECHR regarding reimbursement for moral harm caused to the employee. The subject matter of research is moral damage. Methodology. The methodological bases for the Article are: general scientific, systematic methods, method of descent from the abstract to the concrete, sociological and legal research method, method of generalizing judicial practice, etc. Research results. The judgments by the ECHR on compensation for moral damage to employees, which was caused as a result of discrimination, dismissal due to a strike, because of the statement in the media, political beliefs, based on gender and due to illness, were considered. Practical meaning. It was proven that since the rights of the second generation (which include labor rights) are not reflected in the Convention, a person has no right to apply for their protection to the Court. This is possible only if other fundamental rights were affected during the violation of labor rights. Value/originality. The use of case-law from the ECHR in the process of researching the institution of compensation for moral damage to an employee will contribute to the development of its use in law enforcement activities and the dissemination of the experience of equitable reimbursement as a way to protect the violated rights and legitimate interests of workers in Ukrainian realities.

Transition to formal employment in the BRICS countries: Challenges and perspectives

The article presents the results of a desk study of documents adopted by the ministers of labor and employment of the BRICS countries with special focus on formalization of labor markets. Declarations and other documents were analyzed through the prism of compliance with the concept of decent work, human centered development and development of inclusive labor markets. The author concludes that informal employment remains a challenge for the BRICS countries, both for workers and for governments. For informally employed workers, this status is increasing the risks of violation of labor rights, dismissal, exposure to unsafe or hazardous working conditions, limitation of accessibility of training and re-training needed to update their skills and competences, the risk of not accumulating sufficient pension rights by the time of retirement, etc. For governments, the phenomenon of informality limits their fiscal space and capacity to develop and implement employment and social protection programs and strategies aimed at formalizing labor markets, increasing the well-being of the population and developing human capital. The multilateral co-creation of the BRICS countries in addressing labor and employment issues demonstrates their strong commitment to ensuring full implementation of the decent work concept within their human centered and inclusive development strategy. The constant exchange of information and experience contributes to the fine-tuning of national employment policies to respond to the emerging challenges and opportunities. Strengthening of cooperation among the BRICS countries increases the perspectives of progress in formalizing their labor markets.

Mediation: from theoretical aspects to the practical implementation of migrants labor rights

In the article, the authors explores the concept of mediation as a way to resolve labor disputes during the practical implementation of labor rights of migrants. The urgency of the research topic is due to the increase in the number of labor migrants from Ukrainian citizens abroad, as well as the gradual increase in the quality of labor in Ukraine from abroad. Migration processes are related to the realization by citizens not only of the right to work, but also of the right to social protection, living standards, and other inalienable rights. The authors emphasize that the problems of migrant workers are studied only in quantitative terms, and their practical solution through the improvement of the mechanism of mediation support in resolving labor disputes remains unnoticed by scholars and requires special attention. Under the concept of mediation, the authors understand the pre-trial method of resolving disputes, but focuses on the fact that the Law of Ukraine "On Mediation" does not contain a mechanism for protecting migrant workers and needs to be finalized in this area. The migration process involves the transfer of human labor not only from Ukraine but also in Ukraine (from among foreign nationals). The number of migrant workers is growing every year, and the number of cases of violation of migrants' labor rights, which require a mediator and mediation procedures involvement, is automatically increasing. There are two parties to individual labor disputes: the worker and the employer. Disputes in court can be resolved through administrative or civil proceedings. According to the authors, the essence of the dispute may be resumption of work, registration of employment, compensation for material damage, dismissal, formulation of reasons for dismissal, disciplinary action, payment for downtime, forced absences, and more. The appeal to the court to resolve the dispute on the part of the employee is associated either with awareness of legal norms that directly indicate a violation of labor rights, or with the acquisition of legal assistance (information from counsel, lawyer), or illustrative examples of such disputes. The employer's appeal to the court is motivated by awareness of the law, which he is directly guided by in its activities, as well as the presence of the legal service. The authors also give examples of the impossibility of resolving a labor dispute through the mediation procedure, to the special nature of the labor dispute. Signs of unmediability are the lack of a direct ban on mediation; the nature of the dispute or a direct indication of its resolution through mediation; the possibility of procedural registration of the mediation procedure; the subject and content of the dispute do not contradict morality and public order. The authors cite an accident at work and negligent attitude to work as an example of such a sign. In other cases, mediation is permissible. Specific issues of prohibition of mediation in labor law should be reflected in current legislation.

Preventive measures of Rostrud: features of the exercise of powers to prevent violations of labor rights

The shift in emphasis in the activities of Rostrud from the “sanction model” to the priority of preventive measures in the labor sphere is due to changes in the legislation on the implementation of control (supervisory) functions by state bodies. The article analyzes the mandatory preventive measures established for Rostrud and the additional preventive measures proposed by the author. As a result of the study, the following conclusions are drawn. First, informing is proposed to be considered from a broad and narrow perspective. Secondly, a distinctive feature of a preventive visit is not only the obligation of the state labor inspector to notify the employer of its conduct, but also the employer's right to refuse a preventive visit, except for mandatory cases. Thirdly, it is important to establish the obligation to conclude agreements on interaction between state inspectorates in the constituent entities of the Russian Federation and the MFC on informing and consulting. Fourth, it is proposed to consolidate the need for Rostrud to implement voluntary promising preventive measures: self-examination and incentives for conscientiousness. Fifthly, the goal of all preventive measures is defined.

Programs of preventive measures of Rostrud: state and prospects of exercising powers to prevent violations of labor rights

Modern legislation on the implementation of the supervisory function by Rostrud is aimed at preventing violations of labor rights. It is proved that these measures constitute the main purpose of state supervision, that is, the prevention of violations of labor rights and their subsequent protection, and not only the protection of labor rights on the revealed facts of their violation. Preventive measures are carried out by Rostrud in accordance with the Harm Risk Prevention Programs. The article analyzes the data of the program for 2018–2021, in which the main direction of preventive work is to increase the awareness of the population in the field of protection of labor rights and compliance with labor legislation. The author investigates the ways of informing employers and employees about the observance of mandatory labor requirements. An analysis of the new Federal Law “On State Control (Supervision) and Municipal Control in the Russian Federation” allowed the author to propose a classification of Rostrud's preventive measures into mandatory and additional measures.

Конфликтный потенциал современных социально-трудовых отношений

The article examines the issues of protection of labour rights by Russian employees, that led to heated discussions at working meetings of employees of the Center for Comprehensive Social Research of FCTAS RAS, when it came to life values ​​and the potential for protest activity. One of the main questions raised by V.V. Petukhov - Why, despite the importance and significance for many Russians of such a sphere of life as work, nevertheless, few people are ready to defend their labour rights by any means, in fact, rather adapting to the situation and often deliberately worsening their situation? The starting point for working on this text was an article by V.V. Petukhov "Crisis and protection of labour rights of citizens”, published in the journal "Sociological Research" in 2016. The main idea expressed in the article is to continue the scientific discussion of the ongoing changes in the social and labour sphere that characterise the behaviour of modern workers in cases of infringement or violation of labour rights. In the presented article, the author, continuing the reflections of V.V. Petukhov, demonstrates, based on the empirical data collected in the course of many years of research by the ISRAS, what tactics of labour behaviour and ways of defending the rights and interests are chosen by Russian workers, how they assess today the level of opportunities to influence the adoption of managerial decisions at the place of work, the ability to influence the improvement of working conditions. Based on the analysis, the author comes to the conclusion that in modern conditions, social and labour relations in Russia are not yet a favourable environment for the development of professional and qualification competencies, for productive and efficient work. Difficulties with the realisation of the labour rights of citizens, when the legal possibility of defending them is either not realised or is blocked, can lead to the radicalisation of certain groups of citizens. Moreover, the "foci" of such radicalisation, in the author´s opinion, will be localised in socio-professional groups and industries where the conditions of short-term (precarious) employment are most widespread.