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.

81 The grounds for such a measure include the performance of state or public duties (consignment of an employee to basic military service, conscription into military service of officers, military service by conscription during mobilization for a special period, military service by conscription of reservists during a special period, or enlistment in military service under a contract), imprisonment for aggression against Ukraine, the application of preventive measures in criminal proceedings, suspension from work, or an absence of the employee for unclarified reasons for more than three days. The contract is also suspended during professional training with suspension of work, participation in strikes, while issues regarding a transfer due to health reasons are being resolved, or during a notice period for dismissal due to lack of professional suitability for the position. A separate category of grounds concerns the inability to work due to external threats: pandemics, armed aggression, natural disasters, catastrophes, or other extraordinary events that threaten life or halt economic activity. Upon the expiration of the suspension period, the contract is fully resumed. Exceptions include cases where, during this time, grounds for dismissal arise due to the employee‘s fault, the expiration of the contract term, or circumstances beyond the control of the parties. When analyzing the legal framework governing the suspension of an employment contract, it should be noted that despite its relevance, it contains certain shortcomings, in particular the excessive subjectivity of the criteria for ―the impossibility of both parties to perform their duties,‖ which creates risks of subjective interpretation and potential abuse by employers. As for the provision regarding compensation for lost wages by the aggressor state, it currently is purely declaratory, lacking a functional mechanism for paying compensation at this time. To improve the legislation, it is necessary to clearly specify at the statutory and regulatory level the list of circumstances demonstrating the impossibility of performance of work. Another important step should be the introduction of mandatory registration of suspension orders in the electronic registries of the State Labor Service, which will prevent manipulation and ensure transparent oversight of employees' rights.