INTERNATIONAL EXPERIENCE OF LEGAL REGULATION OF MULTI-PARTY EMPLOYMENT RELATIONSHIPS
DOI:
https://doi.org/10.17721/728-2195/2021/4.119-15Keywords:
international experience, non-standard forms of employment, multi-party employment relationships, employment contract, employee, employer.Abstract
The article provides a comparative analysis of regulation of multi-party employment relationships in Spain, Italy, Poland and France.
The multi-party employment relationships appeared in the 1920s when entrepreneurs in the United States began lending office workers to firms to meet the needs of a new service-based economy. In the 1960s-1970s, based on the experience of labour flexibilization in the United States, the concept of agency work was formed. This form of non-standard employment became widespread in Europe only after the 1960s. Since Manpower opened its London office in 1956, agency work has been used in continental Europe.
The multi-party employment relationships are regulated at the international level by the ILO Private Employment Agencies Convention, 1997 (No. 181) and the Directive 2008/104/EC of the European Parliament and of the Council of 19 November 2008 on temporary agency work. France, Italy, Poland and Spain, which have ratified the ILO Convention No. 181, are also members of the European Union and for them, accordingly, Directive 2008/104/EC is legally binding. This circumstance indicates that, firstly, these two international instruments do not contradict each other. And secondly, the fact that they are binding on these countries indicates the existence of a fairly strong national legal framework for the regulation of multi-party employment relationships.
It is established that each of the studied countries has its own special legislative act on the complex regulation of multi-party employment relationships. It is concluded that these international experiences should be taken into account by Ukraine. After all, none of the articles found in the Law on Employment of Population is not able to cover the full range of issues that may arise when exercising multi-party employment relationships. This necessitates the introduction of a special legislative act on the comprehensive regulation of this form of non-standard employment in Ukraine. This law should establish labour and legal guarantees for employees – participants in multi-party employment relationships, as well as clearly delineate the rights and obligations of employers who provide and, accordingly, use their hired labour.
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