Abstract:
Надано оцінку правовому регулюванню дистанційної зайнятості. Встановлено, що
проблема використання праці віддалених працівників полягає у таких моментах, що
стосуються контролю за виконаною роботою, звітності, збереження комерційної таємниці,
можливостей кар’єрного зростання. Вирішення проблеми вбачається у запровадженні
позитивного досвіду правового регулювання дистанційної зайнятості у Європейських країнах,
зокрема Нідерландах. Це можна здійснити шляхом регулювання факультативних умов
трудового договору, котрі повинні, в разі погодження сторонами, включати положення щодо
умов застосування дистанційної зайнятості. An assessment of the legal regulation of
remote employment is given. The legal regulation of this type of employment proved to be the most
relevant at first in connection with the general global pandemic caused by the spread of COVID-19, in
modern conditions in connection with the imposition of martial law.
The need to strike a balance between the interests of the employee and the employer remains
crucial. The employer needs to avoid labor shortages, and the employee needs to keep the job. Based on
the analysis of current labor legislation, the advantages for employees in using a remote form of labor
organization are: planning their own time and establishing a comfortable work schedule, do not apply the
rules of internal labor regulations, choose a job, reduce costs (including travel), feeling more freedom in
planning your time. The benefits for employers are also significant: it is not necessary to provide every
employee with a job, a much larger geography of attracting specialists (from other cities, countries, etc.),
to get more motivated employees.It has been established that the problem of using the work of remote
workers is in such aspects as control of work performed, reporting, trade secrets, career opportunities for
employees. The solution to the problem is seen in the introduction of positive experience in the legal
regulation of remote employment in European countries, especially the Netherlands. This can be done by
regulating the optional terms of the employment contract, which should, if agreed by the parties, include
provisions on the conditions of remote employment (ability to work abroad, organization of work, control
over results, obligation to maintain confidential information, monitoring the workplace of employees,
compensation to employees in case of use of their own material resources in the performance of labor
functions, career opportunities, etc.). It is the optional terms of the employment contract that will be able
to best combine the interests of the parties to the employment contract.
