Ghosting in labor relations is a new trend of human behavior in relation to the organization, recorded by foreign and domestic employers. Critical understanding of economic, social and technological factors and organizational factors of ghosting was allowed to come to the conclusion about the absence of private grounds to explain its practices in the organization. The philosophical approach to ghosting as a groundless termination of labor relations – both existing and potential – made it possible to consider this phenomenon in its entirety, to identify the essential features inherent in alienation and to establish universal means of overcoming it as a form of alienation. Labor ghosting is defined by a special form of organizational alienation – alienation of a person from an organization in which the freedom of action of an employee in labor relations is not limited by his responsibility. The problem of the employment prospects of ghosting in the organization is formulated. The overcoming ghosting through adhocratic organizational structure, cultivation in the organization transparency and inclusion and stimulate the potential ghosters with flexible working conditions is justified.
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