Darbo teisės rekodifikavimas Lietuvoje 2016–2017 m.

LTStraipsnyje yra siekiama atskleisti kokybiškai naujus darbo santykių teisinio reguliavimo bruožus, kurie jau netolimoje ateityje turės įtakos darbuotojų teisinei padėčiai Lietuvoje ir šalies darbo rinkos konkurencingumui. Todėl straipsnyje tiriamos ir analizuojamos Lietuvos darbo teisės rekodifikavimo priežastys ir paties naujojo Darbo kodekso kūrimo procesas. Pasitelkiant lyginamąjį, sisteminį ir kitus metodus, tiriamos Lietuvos naujojo Darbo kodekso nuostatos pagal bendrąsias kodekso, kaip teisės akto, charakteristikas ir pagal tai, kokius tikslus sau kėlė rekodifikavimo sumanytojai ir kaip jie buvo įgyvendinti įstatymo tekste. [Iš leidinio]Reikšminiai žodžiai: Darbo kodeksas; Labour code.

ENThe new Labour Code of the Republic of Lithuania, which was adopted in 2016, replaced the Lithuanian Labour Code of 2002. The problematic aspects of the Labour Code of 2002 have been the cause of permanent changes of the law and eventually led to the need for substantive recodification of labour law standards. The procedures of the adoption and entry into force of the new Labour Code did not go on smoothly – the reform has led to strong resistance from the social partners and political groups, which has significantly influenced the adoption of the law. In the final stages of the adoption of the draft Labour Code, the crucial role was played by the institutions of the tripartite social dialogue. When granting a specific mandate to the social partners to negotiate the specific changes of the draft legislation, the Seimas thus recognised the importance of social dialogue and relied upon compromises reached between the social partners. In the new Labour Code of 2016, changes were made to all labour law institutes, as well as to the general provisions defining the scope of the Code, relation to the norms of other branches of law. One of the goals of the recodification was the need for flexibility of the employment. In this field the new Labour Code provides a number of innovations related to the termination of employment contract and the protection of certain groups of employees, the formalisation of the dismissal, and the fixed – term contracts. The norms of the new Labour Code aim to strengthen the competitiveness of the country’s labour market by increasing legal certainty, reducing formalisation, balancing social guarantees, and creating more flexibility for the employers.The Code does not only encourage employer’s investment in the employee’s qualifications, strengthening the professional development of the employee as a principle of legal regulation of labour relations, however, also clarifies the regulation of reimbursement of training expenses and the additional obligation of employers to contribute to the personal qualification improvement chosen by the employees themselves. Although the new Labour Code allows more than 60 new rights of employees, the most prominent innovations are more favourable work – family reconciliation and the new net of employee’s security provisions. Moreover, the new Labour Code creates a new system of industrial relations which is more conducive to the implementation of the collective bargaining rights by trade unions. Any trade union will have the right to bargain collectively and to take collective action, regardless of the number of its members or the will of the employer or another trade union. Consequently, the code contains a number of programmatic provisions that target both the parties to the individual contract of employment and social partners. In the nearest future, these rules will be investigated in labour dispute resolution bodies in search for their specific content. [From the publication]

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