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Following the enactment of martial law in 2022, labour relations legislation substantially changed. These revisions were intended to adapt to the changing needs of employers and employees. At the same time, new legislative adjustments were made to tackle the growing trend of remote work and the requirement for employers to hire workers temporarily. This article seeks to highlight the direct impact of the conflict in Ukraine on changes to civil labour regulations in terms of compensation, accountability and leave entitlement. The article conducts a comparative examination of the legal regulations regarding labour relations put into effect in Ukraine during periods of martial law. The author assesses the effectiveness of these regulations from a formal legal standpoint, examining factors such as the robustness of the regulatory framework, the evolution of labour relations legislation in wartime conditions, and the legal standing of the measures implemented, including their temporal implications. The inquiry confirms that regulatory changes in labour relations have been largely effective, emphasising increased flexibility and empowerment for employers and employees. Amid martial law, the amendments focused on improving primary working conditions, regulating the initiation and termination of employment contracts, and managing payments and compensation during military operations. Ukraine has responded to the challenge of non-traditional forms of employment by offering greater flexibility in structuring labour relations and increasing the mobility of workers in exercising their right to work.
Vashchenko et al. (Wed,) studied this question.