Proceedings of the International scientific and practical conference ―Science in the Era of Globalization‖ (May 22-24, 2026) / Publisher website: www.naukainfo.com. - Zurich, Switzerland, 2026. - 353 p.

79 UDC 349.22:355.271(477) Yurkevych Khrystyna Second-year student at the Faculty of Law, Ivan Franko National University of Lviv SELECTED ASPECTS OF THE LEGAL REGULATION OF THE SUSPENSION OF EMPLOYMENT RELATIONSHIPS UNDER MARTIAL LAW IN UKRAINE With the onset of the Russian Federation‘s full-scale armed invasion of Ukraine on February 24, 2022, certain employment relationships required additional legal regulation, as the restrictions imposed by the legal regime of martial law and the impact of active hostilities on labor relations were not fully reflected in the Code of Labor Laws of Ukraine (hereinafter—the Code) in force at that time [1]. This led not only to amendments to the Code but also to the rapid drafting of a separate law ―On the Organization of Labor Relations under Martial Law‖ (hereinafter—the Law), which entered into force on March 24, 2022 [2]. The most common basis for the arising of employment relations (the mutual rights and obligations of the employee and the employer) is an employment contract. In this context, the Code uses the terms ―termination of an employment contract,‖ ―dissolution of an employment contract,‖ ―dismissal of an employee,‖ and ―reduction of staff,‖ whereas the Law, specifically Article 13, introduces a new concept— ―suspension of an employment contract.‖ The suspension of an employment contract is a temporary suspension of the performance of obligations by both parties due to armed aggression that makes work impossible. During this period, the employer does not pay wages, does not provide working conditions, and does not make social security or statutory guaranteed payments, particularly regarding annual leave and temporary disability leave. This measure may be implemented by either party for a period of up to 90 days, or by