Introduction. This article is devoted to analyzing labor relations and the organization of wage payments in Ukraine under martial law. The mechanisms of reserving employees in strategically important enterprises to ensure the uninterrupted operation of critical sectors of the economy are examined. Problem Statement. The authors explore the impact of martial law on labor relations, particularly in terms of protecting employee rights, the leave system, and wage payments in conditions of mobilization and evacuation. The article highlights the challenges faced by employers and employees, including difficulties in wage payments due to reduced economic activity and the complications of organizing labor processes during wartime. Purpose. To study the specifics of wage payments and employee settlements under martial law, as well as to analyze labor relations and employee reservation mechanisms in Ukraine. The purpose is to determine the specifics of wage payments and employee settlements under martial law, as well as to analyze labor relations and employee reservation mechanisms in Ukraine. Methods. The study employs a comprehensive set of general scientific and specialized methods, including comparison, analysis, and synthesis, which demonstrate the dynamics of changes in the average monthly wages of regular employees across various economic sectors. Grouping and comparison methods are used to analyze the purchasing power of the average monthly wage. The research is based on official information obtained from well-known sources, including the Ministry of Finance of Ukraine and the State Statistics Service of Ukraine. Results. Based on the findings, the authors propose key directions for improving labor protection mechanisms, adapting tax policies and social guarantees for enterprises and employees, preserving jobs, and reducing unemployment levels. Conclusions. The highlighted problems and proposed improvements will help address the relevance of contemporary challenges and stabilize labor relations while ensuring adequate support for both employers and employees.
Pihar et al. (Thu,) studied this question.