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Inter alia, personal integrity is protected with right to privacy. In that context we can observe employee's right to privacy as an integral part of occupational safety and health. Personal integrity protection provide adequate health and working ability which is indispensable for productive work. Productive work is vital for employment relationship and represents compatibility of employer' and employee' interests in employment relationship. But in employment relation employer has supervisory prerogatives to provide profit. Employer's supervisory prerogatives may lead to violation of employee's right to privacy at work. About that, essential questions are - on which conditions and on which proportion employer may restrict employee's right to privacy at work? Authors of this paper tried to answer to these questions relying on legal standards in international law.

The principle of equality in labour law, i.e, in the field of employment and work, means the equality of chances in achieving socio-economic rights in that field and equal opportunities in title and protection of such rights. This principle has three aspects (elements): firstly, the equality of chances in achieving socio-economic rights and equalities when getting title and protecting those rights, as the main and affirmative substratum of this principle; secondly, the prohibition on discrimination when achieving and protecting socio-economic rights, as the protective element of equality and equal opportunities; thirdly, positive discrimination when getting title to and protecting socio-economic rights, as a legitimate addition to the prohibition on discrimination. The principle of equality can be purposeful only by parallel exposing all of the named aspects. In other words, the equality aspect of chances and equal opportunities when getting title to certain rights is provided by prohibiting discrimination, and the prohibition on discrimination is provided and accompanied by positive discrimination. Due to its significance, the principle of equality is encompassed in many legal documents (international, European and domestic), and in the light of which this principle is shown in the three named aspects (elements).

Question of employee's protection at work is one of the most significant in Labour law. Here it is important to recognize two aspects of employee's protection. On the one hand it is protection of the employee's physical integrity, and on the other, it is protection of the employee's moral integrity. Unlike protection of the employee's physical integrity which is object of Labour law's interest since it beginings, protection of employee's moral integrity is in Labour law's focus just in last few decades. This shifting is a consequence of considering employee in employment relationship not just as a manpower, but as a person, with all aspects of it - physical, spiritual, social. Legal framework for our topic relies on relation of two social phenomena - moral and law. Nowadays, question of employee's moral integrity protection is legally and socially significant because of it's complexity and multidimensionality. In addition, the fact that different aspects of the employee's moral integrity have different legal frameworks, makes this paper even more actual and more necessary.

Question of employee's protection at work has a vital significance for labour relations. When it comes to employee's protection at work it is not just about protection of physical integrity but also moral integrity. This is because not only manpower, as an organic unity of health and work abilities takes part in labour relations, but also the entire personality of employee with the overall personal integrity, which also on its part requires appropriate labour law treatment and protection. Any kind of injury at work or professional illness cause the negative economic and social consequences for both, employee(because only a healthy employee can work and earn for a living) and employer as well (because this situation leads to decrease in profit). Taking into account importance which employee's protection at work has for labour relations, it is not surprising that international and European labour law abound with legislation in this area. That is why substantial part of this paper is dedicated to international and European labour law standards about employee's protection at work.

The disabled enjoy special protection at work (in the work environment). The importance of this protection essentially determines the status of the disabled in the society, because it is connected with the work of the disabled with which get the means of life, but they are also brought into an equal position with other persons that do not have disability and whose working abilities are not reduced. There is a lot of vagueness in terms of terminological and meaning determination of the concept of disability, both in the international and the domestic law. We tried to elaborate the issue of disability in the paper firstly in the terminological and meaning sense and then to present international legal and domestic platform of their protection at work connected with the work, too (the work environment). Special emphasis was put on the concept of the disabled worker and their equal protection, with a critic review on the existing solutions in the effective law.

The employed women, the youth and the disabled enjoy special protection at work. Such a protection is stipulated by legal documents of the international and our labour law. The protection of women is provided for three reasons: the need to emancipate women and their equalisation with all the rights as men have; the protection due to women's physical constitution; the protection due to women's role in biological reproduction of the population (pregnancy, childbirth and maternity). The youth enjoy protection due to their young age and accordingly their adequate psychophysical and mental maturity. By youth, children and people under 18 are implied, because the minimum age for entering into labour relations is 15. This refers to the minors that are exposed to the adverse effect of the working conditions where certain more damaging and more difficult jobs can leave severe and lethal consequences on the youth's development. The disabled are people with a reduced working ability, and thus the odds of them finding a suitable job and keep it are significantly reduced, as opposed to other people. Therefore, the reasons of their special protection lie in the need to bring them to equal terms as others to achieve their socio-economic rights at work and connected with work.

Current amendments of the 2014 labour legislation did not bring qualitative changes in the sphere of collective rights of the employees, that is, for the reasons of trade union freedom and rights, collective bargaining and participation of the employees in decision-making. There were grounds for this based on international labour conventions, both the ones that have been ratified and the ones that haven't been ratified but which offer right ways for the change in the sphere of the said rights. This especially goes for the sphere of collective bargaining, which today remains with many questions open which result in the fact that such bargaining is in terrible crisis, i.e, collective employment contracts are more and more being left out of the legal system, as the most important autonomous acts of regulation of labour relations. This paper offers possisble solutions also for overcoming the said crises.

Health and working ability are assumptions of entering into and the existence of labour relations. The purpose of entering into and the existence of labour relations is in the organised and meaningful work, in the interest of the employer and the employee. The main obligation of the employee is to do their work personally in accordance with their health and work abilities. With regards to the said abilities, the employee is accepted to the work, and protection and maintaining of these abilities is the assumption of the survival and long lasting of the employment. This makes legitimate the need that the health and work ability be protected by law in a suitable way. To that effect, we can talk about protection of health of the employees and safety at work. Since health does not only mean the absence of illness, but also the overall social security of the employees at work and in connection with work, this and issue of insurance of different risks that follow work of the employee fall into measures of health protection. Finally, not only manpower, as an organic unity of health and work abilities, takes part in labour relations, but also the entire personality of the employee with the overall personal (moral and ethical) integrity, which also on its part requires appropriate labour law treatment and protection (ban on discrimination, harassment, abuse, protection of personal data, etc.).

Labour relations are characterized by strong (existential) conflict of interest between the employee and the employer. Therefore, labour relations must represent a legal term of the balance of interest of its entities, in order to be stable and have perspective. In other words, there is reciprocity of rights and obligations of the entities in labour relations. However, the employer is a stronger party, both legally and factually. The traditional task of labour law is to mitigate that legal and factual inequality of the employee and the employer to the extent necessary to ensure social security of employees and the employer himself, and social milieu and stability of the society as a whole. To this effect, appropriate limitations of the employer's authority are incorporated into the labour relations and appropriate principles for the operation of the system of labour relations are determined.

Current needs for further development of Serbian legislation relate to the field of collective employee-employer relations and their collective rights and obligations. These are the relations established by the workers' and employers' mutually, but also the relationship between them, on the one hand and the state on the other. In other words, this is the need to strengthen the industrial democracies (including the improvement of labour legislation in the field of collective rights of employees and employers, which is actually still in stagnation. The fact is that trade union movement in Serbia, social dialogue, collective bargaining on working conditions, employees participation in management are weakening, which is where one should seek current needs for further development of labour law in order to strengthen and provide normatively the legal platform to stop these negative tendencies.

The principal of protecting employees is traditionally present in labor law. Particular categories of employees, also traditionally, enjoy special protection (young people, women, the disabled). However, the issue of protection of moral integrity of the employees has only recently been addressed. That makes the general principle of the protection of employees in labor relations very current, and it is from that perspective that this paper points out to certain standards of protection of employees in light of international, European and domestic law.