The subject of this study is the legal norms that mediate the procedures for the selection of personnel and the employment of employees. The purpose of the study is to analyze the norms of labor legislation regulating employment relations in a digital society, and the practice of their application. General and private scientific methods were used (formal dogmatic, comparative legal methods of research, interpretation, modeling). The positive role of digital platforms in the employment of citizens was noted. However, the development of digital technologies displaces people from the sphere of employment, to which the legislation is still weakly responding. Particular attention is paid to employment issues that have not been resolved in legislation, which may lead to a deterioration of the situation of citizens. The transformation of labor functions is taking place, which excludes human participation in part of operations and makes it necessary to consolidate in legislation the obligation of employees to improve their qualifications. The content of the concept of "business qualities" of an employee is expanding, including digital competencies, including the ability to interact with artificial intelligence. It is desirable to reflect the definition of the concept in legislation and take it into account when posting information about vacancies on digital platforms. The conclusion is made about the inadmissibility of making a decision on employment (refusal of admission) by artificial intelligence on the basis of data collected without the consent of the applicant. The legislation in the field of employment is not quite ready to respond to the changes taking place in connection with digitalization. The proposed solutions may be the subject of discussion and useful for the legislator.

The subject of the study is labor relations undergoing significant changes due to the digitalization of the economy and public life. The object of the study is the norms of labor legislation regulating the use of digital technologies in the field of labor relations, as well as the emerging practice of their application. The norms are analyzed from the point of view of ensuring a balance of rights and interests of the parties to labor relations. Attention is paid to the new rules for the introduction of electronic document management, the transition to accounting of information about work in electronic form, the implementation of remote work. General and private scientific research methods (formal legal, interpretation, comparison, mental modeling) were used. The main conclusion is the revealed imbalance of individual norms regulating the digital space in the field of labor relations. In some cases, the balance is violated in favor of employers, and the rights of employees are infringed. It was found ineffective to transfer the issue of providing labor means or payment of compensation for the use of their equipment to the discretion of social partners. It is proposed to legislate the provision of equipment and other means of labor by the employer if the initiative in remote work comes from him, as well as to limit the possibility of remote monitoring (supervision) of employees in the performance of their work duties. The use of electronic signatures requires a uniform approach that excludes the multiplicity of electronic signatures.