The work is focused on the study of building up the argumentation on the improvement of working life quality, hence it is challenging for the development of the Russian Federation in general and as one of the goals of labor legislation. The survey is based on the economic aspect of the category "quality of working life", supplemented by the characteristics of the category "decent work" postulated by experts in the field of labor law. The work contains the analysis of documents of the International Labor Organization (ILO), program documents of the Russian Federation, and examples of regional regulation of improving the quality of working life. The main result of the study is that the goal of improving the quality of working life should be enshrined in the article 1 of the Labor Code of the Russian Federation as one of the major goals of labor legislation. It also substantiates the need of correcting certain labor law institutions, such as social partnership institutions, employment contracts, training and additional professional education of workers, working time and rest time, and labor protection. Keywordsquality of working life, decent work, sustainable development, labor productivity, labor relations, labor law institutionsI.

The article analyzes the positive and negative consequences of the use of new technologies by the employer for monitoring employees and concludes that the quality of working life of employees decreases in the case of constant, comprehensive monitoring of their activities. The author has formulated a number of requirements for the use of digital methods of monitoring the activities of employees in order to reduce the level of stress and ensure the mental comfort of employees in the workplace.

The right of an employee to complete reliable information on working conditions and occupational safety requirements is not always accompanied by a clear mechanism for its realization. The article justifies the need to establish in the labor law the obligations of the employer to respond to written requests of the employee, to take into account the characteristics of the employee in the perception of information. The author also proposes not to limit the scope of information exclusively to labor protection issues, but to inform employees about their labor rights in general.

The article explores the problems associated with the possibility of establishing contractual grounds for termination of employment contracts with remote employees, identified by judicial practice, and also suggests requirements that must be met in terms of content and procedure for the grounds for termination of employment contracts.