Дистанционная работа в России: вопросы правоприменения

Introduction: the article considers the positions of courts and federal executive authorities on the application of norms on remote work. Purpose: to study the specific features of the application of legislation on remote work basing on judicial practice and explanations from the competent authorities. Methods: the methodology comprises universal and general research methods, as well the method of system and structure analysis and the technical method. Results: legal regulation of remote work is developing in Russia. In disputes, employees and employers advert to judicial decisions, doctrine, explanations by the Russian Ministry of Labor, Federal Service for Labor and Employment, Ministry of Finance, Federal Tax Service. Explanations, which are issued by these bodies in the form of letters, can be referred to acts of formal inau-thentic interpretation. They are of an advisory nature and help employees and employers to understand the content of law, foster the formation of a uniform practice. Analysis of letters and some court decisions on remote work has showed that letters are mainly focused on specific issues concerning conclusion of remote work employment contracts and their contractual clauses, while legal practice is primarily focused on the grounds and procedure for termination of the contract. Conclusions: The position of the Ministry ofLabor on the impossibility of concluding a remote work employment contract with a foreign worker is critically evaluated. This interpretation limits the freedom of parties of the employment contract and reduces the benefits of remote work. The explanation of the Federal Service for Labor and Employment that the remote work employment contract should indicate the place of work is only valid for the cases when remote workers are provided with additional guarantees on wages or social insurance. Judicial practice on termination of remote work employment contracts is being formed now. However, an important point has already been designated: the establishment of additional grounds for termination of a contract by the employer must be agreed by the parties, which should be confirmed by the signature of the employee. In the absence of the employee's signature a contract cannot be accepted as a proof of the employer's right to its termination on additional grounds specified in the contract.