The aim of the research is to study the peculiarities of the legislative consolidation of criminal and disciplinary liability for offenses of health care professionals in Ukraine and other states. Materials and methods: Criminal legislation of Ukraine, international acts, decisions of the European Court of Human Rights (hereinafter - ECHR), data of the Integrated State Register of Judgments, as well as criminal legislation of Germany, the French Republic, the Kingdom of Denmark, the Republic of Belarus, Kazakhstan and many other countries. A set of general and special scientific methods of scientific knowledge was the methodological basis. The use of the comparative law method has become useful in the analysis of Ukrainian legislation and the legislation of other states. Conclusions: the article examined the features of the legislative consolidation of criminal and disciplinary liability for offenses of health care professionals in Ukraine and other countries. A comparative legal analysis of the legal enshrinement of the corpus delicti in the form of non-performance or misconduct of professional duties by a health care or pharmaceutical worker was carried out on the example of Ukraine and many other countries; types of penalties for medical crimes, which are established for this type of offense, were identified; sanctions for committing a disciplinary misconduct by a health care professional were determined on the example of the legislation of different countries.

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This article considers the legal regulation of labor relations between employers and employees who perform the labor function remotely. The author identifies some problems of labor legislation that make it difficult to observe the legitimate interests of all participants in labor relations. Instead, the development of non-typical types of labor relations becomes an important factor in expanding the possibilities of realizing the right to work, which requires certain protection. Telecommuting arrangements are widespread today, but given the obvious risks to working conditions, regulation through legislation is needed to ensure that these working arrangements improve access to skilled work, rather than impair it. The author proposed directions for the development of labor legislation as a civil legal protection of the labor rights of teleworkers. Civil legal protection and the procedure for its regulation should be based on generally recognized international legal standards, in particular the acts of the International Labor Organization, constitutional principles regarding the protection of the rights and interests of Ukrainian citizens to work and their guarantees. Also, civil legal protection should take into account the experience accumulated in Ukraine in the regulation of home work, the experience in the regulation of remote work in the conditions of the spread of the COVID-19 pandemic and the quarantine introduced in Ukraine, as well as the organization of labor relations in the languages ​​of martial law. The specified circumstances led to the transformation of forms of employment. Traditional forms of employment underwent modification and completely new flexible (non-standard) forms of employment emerged. Therefore, in the modern development of labor, standard labor relations are gradually disappearing, which provide for the existence of an open-ended employment contract, standardized wages, established hours of work and rest, the participation of employees in the management of organizations, their compliance with the rules of internal procedures, the existence of a collective agreement, etc. They are replaced by remote employment, which puts pressure on employees regarding the guarantees of their rights and the protection of their labor interests. The use of non-standard forms of employment leads to the growth of inequality and social insecurity of employees. Irregularity of remote labor relations has a negative impact on the country's economic development prospects, causes a certain decrease in the standard of living of workers. Telecommuting mechanisms are expanding rapidly, but given the obvious risks to working conditions, there is a need for some regulation through legislation and the remedies it provides, so that these work mechanisms improve access to decent work, not impair it. As a civil legal protection of the labor rights of teleworkers, directions for the development of labor legislation are proposed. The author of the article analyzes the problem of legislative regulation of issues of civil legal protection of remote workers, defines the forms of protection.

The article discusses the problems of protecting personal data of employees from the beginning of submitting their resumes as a job seeker to their dismissal. The authors of the article analyzed and considered the regulation of this issue in the General Regulation of Personal Data Protection. During the study of the topic of the article, the methods of structural analysis and synthesis were used to divide the received information into separate structural units and systematically combine various aspects of the information into a single structured system of presenting information regarding the features that were initiated directly by the General Regulation on the Protection of Personal Data. Special attention was also paid to the legislation of Ukraine on the protection of personal data of employees. The topic of protecting employees' personal data is relevant and timely, especially in the era of digital transformation and the growing use of technology in work processes. On the one hand, the increased use of digital tools makes the work of employees easier and faster, but it also leads to an increase in the amount of personal data that is collected and processed by the employer's company. This can become a problem for the privacy of employees who have the right to protect their personal data. On the other hand, large companies can be the target of hacker attacks that aim to steal the personal data of employees and lead to serious consequences such as the theft of identity data, financial data and other sensitive data. The authors of the article concluded about the need to introduce a separate independent institution that will act as a guarantor of personal data security. In order to systematize and efficiently process the personal information of employees, in the conditions of globalization processes, employers or employees of the personnel department regularly use applications, programs, websites with the ability to process data arrays, including personal data of employees. Therefore, the use of modern technologies can cause considerable harm to the employee. The authors of the article investigate the mechanism of how to protect data and the regulation of the protection of this data, both from the practical application and the legal regulation of this issue.