Centralized and local legal regulation of labor relations: problems of correlation and development

Abstract

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”.