The article provides an insight into the topic of the relationship between inclusive leadership and employee work engagement. Theoretical determinants are defined and described through both variables, and also empirical research which shows the relationship between them. The part related to theoretical determinants first gives an overview of definitions and characteristics related to inclusive leadership and also, in one part describes inclusive leadership in the work of employees as individuals. The second part of the theoretical determinants is related to the employee's work engagement, which also includes definitions, factors, strategies, measurement, but also the importance of inclusive leadership in the employee's work engagement itself. Furthermore, the empirical part primarily presents all the data from the anonymous survey questionnaire carried out on 68 respondents. All respondents were employed persons at the time of filling out the survey questionnaire. In addition to the results, this part presents some basic statistical indicators in order to determine the connection between the variables of inclusive leadership in work engagement. In conclusion, investigated situation indicates that the growth of grades on one of the examined dimensions of inclusive leadership is accompanied by higher grades of respondents related to one of the dimensions of work engagement.