Annotation

The article is devoted to the application of the legal mechanism (principle, rule) of estoppel in civil proceedings on labor disputes. The author analyzes judicial practice and legal approaches to defining the behavior of the parties to an employment relationship (employee and employer) as inconsistent and contradictory, violating the principle (rule) of estoppel. Attention is drawn to the need in labor disputes to proceed from new approaches to the definition and assessment of contradictory behavior of a person when applying the legal mechanism of estoppel, as a private manifestation of the principle of good faith, since now, in order to qualify the contradictory behavior of a party as reproachful (illegal or unfair), it is necessary to investigate the question of whether a person has confidence in the behavior of the opposite party, and also to evaluate the integrity of each of the parties to the employment relationship, but taking into account the specifics of this category of cases., the presumption of good faith and trust between the employee and the employer, and that the employee is the economically weaker party in the employment relationship.