Today, on March 24, the law on labor relations in Ukraine adapted to martial law came into force.
We are talking about the law of Ukraine "On the organization of labor relations in martial law," the Ministry of Justice reported.
The law defines new rules of labor relations of employees of all enterprises, institutions, organizations regardless of ownership, type of activity and sectoral affiliation, as well as persons working under an employment agreement with individuals.
It is foreseen that the working day of employees should be no more than 60 hours a week (in peacetime it was 40 hours), for employees with a reduced working time - no more than 50 hours.
With new employees, you can conclude fixed-term employment agreements for the period of martial law or for the period of replacement of a temporarily absent employee.
Employees for the period of martial law may be transferred to another work, not stipulated by the employment agreement, without their consent (except for transferring to work in another area where active combat actions continue), if it is not contraindicated to the employee for health reasons.
Employees can resign on their own initiative without a two-week notice period (except for compulsory involvement in social and useful works in wartime, as well as if such an employee is involved in the execution of works at objects classified as critical infrastructure) in connection with the conduct of combat actions in the areas in which the company is located, and a threat to the life and health of the employee.
If the company is liquidated due to destruction due to combat actions, the employer can terminate the agreement with the employee, warning him no later than 10 days.
It is allowed to dismiss an employee on the initiative of the employer during his temporary disability, as well as during the period of the employee's time off, except the time off in connection with pregnancy and childbirth and time off to care for the child.
The employer may suspend the payment of salaries to employees in case of impossibility of its payment through combat actions, until the restoration of the company's ability to carry out basic activities.
An employee may not be given a time off (except for a time off in connection with pregnancy and childbirth and a time off to care for a child) if such an employee is involved in performing work at objects classified as critical infrastructure.
During the period of martial law, the employer, at the request of the employee, can provide time off without saving the salary without any restrictions.
It is possible to suspend the employment agreement (if the employer cannot provide the employee with work or the employee cannot work). At the same time, the termination of the employment agreement does not entail the termination of labor relations.