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 May 2021
SCIENCE AND EDUCATION
manifested between real processes in the field of labor during the pandemic period and national labor 
law, in particular those set by the forms of employment and working time. At the same time, the 
problems of Russian labor law were identified, consisting in its insufficient flexibility and limited 
possibilities for the application of information and communication technologies in labor relations.
Labor legislation turned out to be unwashed to the mass transfer of employees to the remote mode 
of operation. So, various ways were used to notify an employee about the transition to this regime: 
emails and oral reports, orders of the management of companies, less often - familiarization with the 
order on the new mode of operation, is extremely rare - the method recommended by most lawyers 
- an additional agreement to the employment contract By setting the remote work mode and the 
location of the remote workplace. But even such an additional agreement was impossible to conclude 
in electronic form, since it is also not resolved by law.
The legislators noted that the pandemic was practiced temporary remote employment, based 
on the most commonly in the oral arrangements of the head and subordinate that the latter would 
temporarily work outside the office (stationary workplace). From judicial practice, the situation is 
known when unscrupulous employers in a conflict situation fixed a temporary “remote” as a walk, 
and unscrupulous workers tried to convince the court that they worked at home from the knowledge 
of the employer, and this was not.
The Ministry of Labor of the Republic of Uzbekistan also approved the temporary order [5] of the 
transfer of employees to the remote method of work, a flexible working schedule or to work at home. 
This procedure will be valid exclusively during the quarantine measures associated with a pandemic. 
In accordance with it, employers can translate employees with their consent to the remote work 
method, a flexible work schedule or work at home. The translation is issued by an employer order 
on the basis of changes made to an employee’s employment contract. Pregnant transferred to these 
forms of work, pregnant women are used, elderly, faces with disabilities and suffering from chronic 
diseases. Employees remain the right to work holidays according to the schedule of vacations, to 
receive temporary disability benefits and other rights provided for by the legislation and collective 
agreement.
The provision established that during the quarantine period, the employer with the consent of the 
employee can translate it to remote work, a flexible schedule or work at home. First of all, pregnant 
women, elderly, people with disabilities and workers with chronic diseases enjoy this right.
The working time and resting time of the remote employee is established by him at its discretion, 
unless otherwise provided by the employment contract. It does not exempt the employer from the 
obligation to account for the working time of such an employee.