Transformation of labor relations in industrial enterprises in the context of digitalization

The development of production automation in industrial enterprises and introduction of the latest information and communication technologies into labor relations inevitably leads to the formation of atypical (non-standard) forms of employment. At the same time, it is worth separating the transformation of hired labor itself from the labor relations arising in the process of its implementation. The article identifies the main areas of impact of the latest digital technologies on labor relations. First and foremost, attention should be paid to the increase in the share of non-traditional (non-standard, atypical) forms of employment in the digital economy. It is concluded that it is necessary to distinguish between forms of atypical employment, in which there are differences in the list and content of the terms of the employment contract, and atypical employment relations. Atypical employment relationships are characteristic of forms of employment which involve a plurality of persons on the side of the employee or employer or a significant weakening of control over the employee by the employer, including employees of Internet platforms (online platforms, digital platforms). Electronic document management is an important aspect of the development of labor law in the digital economy. At the same time, current legislator and practice approaches in this area need to be reconsidered. Perhaps the first step towards this is an experiment under the Federal Law by 15 November 2021.