ПРАВО НА ПРОЗОРІ ТА ПЕРЕДБАЧУВАНІ УМОВИ ПРАЦІ - ОДНЕ ІЗ ОСНОВНИХ ПРАВ ПРАЦІВНИКІВ

Working conditions at factories, especially today, require planned and radical changes, renewal, because there is a general interest in favorable working conditions as the main factor in preserving health and ensuring the economy of production - the most important components of human life conditions. The purpose of the article is to study one of the important rights of employees - the right to transparent and predictable working conditions, which was enshrined in Directive No. 2019/1152 on transparent and predictable working conditions in the European Union, adopted by the European Parliament and the Council, and today is the subject of research by scientists in sphere of work. Summarizing the conducted research, it was concluded that the right of employees to transparent and predictable working conditions, in particular, an updated approach to understanding improved working conditions of employees based on the principles and principles of international norms and standards is provided for in Directive No. 2019/1152 on transparent and predictable working conditions in the European Union dated June 20, 2019, adopted by the European Parliament and the Council. It has been established that the implementation of the norms of Directive No. 2019/1152 on transparent and predictable working conditions in the European Union is already provided for in some legislative acts of Ukraine, in particular in the new version of Article 29 of the Code of Labor Laws of Ukraine and the Law of Ukraine "On Amendments to Certain Legislative Acts of Ukraine on the optimization of labor relations" dated 01.07.2022, which somewhat expanded and detailed the list of information with which the employer is obliged to acquaint the employee before starting work. At the same time, the right of employees to transparent and predictable working conditions must be formed both at the level of legislative norms, legislative requirements for working conditions, labor protection, compliance with sanitary, epidemic and other requirements, as well as on the employer's understanding of the need to implement such protection precisely from the point of view morals, traditions and customs, understanding that a person is the highest social value, and therefore should be protected and really feel such protection from both the state and the employer. [ABSTRACT FROM AUTHOR]