The current state of centralized and local legal regulation of labor relations in Ukraine has been studied and its shortcomings have been identified. The points of view of scientists regarding the essence of centralized and local legal regulation of labor relations have been analyzed. It has been indicated that Ukraine, positioning itself as a social, legal state and a future member of the European Union, should centrally establish social standards in the field of labor that correspond to those adopted in the European Union, while not reducing the existing level of existing social guarantees, as well as ensure them proper implementation and protection. Centralized legal regulation of labor relations in Ukraine should be based on a modern codified normative legal act, which will ensure a full-fledged comprehensive regulation of labor relations, implementation and protection of the rights of employees, compliance with the interests of employers, and also contribute to the development of local rulemaking. It has been justified that the focus on the protection of the employee's rights should continue to be the conceptual line of the centralized legal regulation of labor relations. The idea of balancing the interests of the employee and the employer is acceptable under certain conditions at the local level when concluding collective agreements, where it takes the form of a compromise. Here, balancing the interests of employees and employers can exist to the extent permitted by labor law. Attention has been drawn to the fact that modernity requires ensuring the development of collective contractual regulation of labor relations. The collective agreement, as the main local regulatory act in the field of labor, should comprehensively regulate labor relations within a specific enterprise, institution, organization or individual who uses hired labor. The conclusion of a collective agreement involves the search for a compromise between the employees and the employer in the process of establishing working and rest conditions. The collective agreement must provide for the mechanisms for fulfilling the established obligations and take into account the financial capabilities of the employer, which will make it a real and effective means of legal regulation of labor relations. It has been proposed to supplement Art. 11 of the Law of Ukraine “On the Organization of Labor Relations in Martial Law” part 2 with the following content: “During the period of martial law, it is not allowed to suspend the provisions of the collective agreement regarding wages, labor protection, medical care, ensuring equal rights and opportunities for women and men , measures aimed at preventing, countering and stopping mobbing (harassment), prohibition of discrimination”.

The article emphasizes the importance of protecting the sphere of intellectual property of Ukraine, in particular, taking into account the national system of Sustainable Development Goals. It was emphasized that the importance of protecting the country's intellectual property sphere and the need to protect the rights of citizens to the results of their creative activity are reinforced by the relevant constitutional provisions of Ukraine. At the same time, not all creative activity can be accompanied by results that form the results of intellectual property, which are under the criminal law protection of the state. The legal nature of intellectual property as an object of legal protection and protection by criminal legal means is analyzed. It has been established that granting Ukraine the status of an EU candidate determines certain future trends in the development of legislation in the field of intellectual property. In this context, the emphasis is on positive developments in the direction of strengthening the protection of the sphere of intellectual property of Ukraine, namely the adoption of the Law of Ukraine "On Copyright and Related Rights" in the new version. A review of the provisions of the national civil and criminal legislation regarding the protection of the sphere of intellectual property was carried out and certain inconsistencies in the application of the terminology of the specified legislation were established. The range of debatable issues of criminal protection of intellectual property is outlined separately, and a number of scientific sources devoted to this issue are researched. Recommendations on strengthening the institute of criminal legal protection of intellectual property in Ukraine were provided. The need to strengthen the policy of raising the legal culture and awareness of citizens in the field of intellectual property in Ukraine with the aim of forming respect for copyright and a conscious attitude of consumers to intellectual property is substantiated.

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.