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.

80 mutual agreement for a longer period until the end of martial law. The employee must be notified of the resumption of work 14 days in advance. This procedure does not terminate the employment relationship and cannot be a disguised disciplinary measure; however, the parties retain the right to terminate the contract in accordance with the law. Upon the expiration of the suspension, the contract is resumed, and if further work is not possible, it is terminated with full settlement of wages and the return of the employment record book. The decision is formalized by an order specifying the reasons, duration, and employee details. For officials of state bodies or local self-government authorities, the order must be approved by the military administration. In case of disagreement, the employee may appeal the suspension to the labor inspection authority, which, in coordination with the military administration, has the right to issue a compliance order to revoke the order. Such a compliance order is binding, but may be challenged by the employer in court. Part Four of this article establishes that the aggressor state is liable for compensating all payments lost during this period. It is worth noting that, according to the Final and Transitional Provisions, this provision does not lose its force upon the expiration of the legal regime of martial law, but remains effective until employees and employers have been compensated for the monetary amounts lost as a result of the armed aggression against Ukraine. At the same time, the draft Code of Labor Laws (hereinafter—the Draft) considers the concept of ―suspension of an employment contract‖ from a broader perspective [3]. Thus, in accordance with Article 84 of the Draft, suspension of an employment contract is a temporary relief of the employer from the obligation to provide working conditions, and of the employee from the performance of their duties, while the employment relationship between them remains intact. During this period, the individual retains their job and position, and payment of wages or temporary disability benefits is made in cases expressly provided for by law, a collective agreement, or an employment contract.