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AbstractThe impact of Indian state labour law reforms on employment, output, new industrial units, investment and size of industrial units is examined from 2000–01 to 2017–18. States with inflexible labour laws had lower growth of large industrial units and regular employment. Contract worker hiring spiked in firms with 301–500 workers in both flexible and inflexible states. Capital growth was higher than growth of workers in all state categories. Rajasthan, the first state to carry out additional reforms in 2014, had good performance. Regressions carried out to control for factors that impact employment other than labour laws indicate that: (i) reforms had a positive impact on employment; (ii) good infrastructure, reduction in industrial disputes, low crime and better education resulted in significant employment generation. Difference-in-differences estimates show that post-reform, employment, fixed capital, and output were higher for flexible labour law states, when compared to inflexible labour law states. [ABSTRACT FROM AUTHOR]

Big Tech holds out a mythology of exceptionalism – promising disruption and innovation, operating on a pristine, otherworldly, abstract, imaginary plane – that is, the immaterial rather than the material. It holds itself out as different and separate from the ‘old’ economy and its concerns about material harms to people and the environment. Whilst there is increasing recognition of the harms of Big Tech, even these seem to be exceptional and epic, posing threats to democracy and our souls. This article argues against glamour of exceptionalism by Big Tech and instead contends that Big Tech epitomises problems of ascribing criminal liability to corporations – on steroids. This article aims to disrupt the myth and cultural imaginary of Big Tech as exceptional by teasing out various themes of legally enshrined corporate irresponsibility to highlight commonalities and to argue that corporations (including those that are part of Big Tech) urgently need to be regarded and regulated as criminal legal subjects. Far from exceptional and immaterial, Big Tech operates by a familiar playbook that enables it to externalise banal, routine harms that can and should be the subject of law. [ABSTRACT FROM AUTHOR]

State socialist Vietnam formally embraced market reforms in the mid-1980s, and since then advancing marketization under the undisrupted rule of the Communist party. As marketization deepens, the party state's legitimacy continues to rest on socialist practices of governance, structures of feeling and visions of a class-free society. This political-economic context gives rise to struggles between market and socialist logics over the social question in an economy that now powers global production with raw material and cheap labour, much of which is migrant labour. This article highlights these struggles through an analysis of the public debates around the regulation of overtime work during the revision of the 1994 Labour Code by Vietnam's National Assembly in 2019, which foresees limiting it to ensure workers' well-being. While parties to the debate position themselves as pro-business or pro-workers, they all evoke socialist narratives of nation-building, solidarity and care while emphasizing the market ethos of competitiveness and productivity. In arguing for removing the limit, the pro-business camp highlights the workers' responsibility to contribute to the competitiveness of the country and their employers by working overtime to make up for their low productivity. In contrast, the pro-worker camp pleads for limiting overtime work on the grounds of workers' poor health and difficult family lives, portraying their sufferings as deserving compassion. Despite these contrasting justifications, both arguments are characterized by the assumption of self-responsibility as the mainstay of well-being and failure to acknowledge the deeper societal problems posed by the commodification of labour. [ABSTRACT FROM AUTHOR]

During the 1990s, the Sumangali (Tamil for "happily married women") Scheme was in practice at spinning mills in various districts of Tamil Nadu. Considering its highly exploitative characteristics, the Sumangali Scheme was generally viewed as "modern slavery". Interventions by the government and non-governmental organizations have curbed these typical characteristics of the Sumangali Scheme. In this context, this article finds that the Sumangali Scheme has not been eradicated. Rather, it has been mutated into another form. Under this "Mutated Sumangali Scheme", female labour rights violations still continue. This article analyses the reasons for these labour rights violations, including absence of collective bargaining, ineffective proactive enforcement by government agencies, inherent loopholes in substantive laws, and slack in interventions by government and non-governmental agencies. Finally, the article recommends appropriate measures to curb these violations and eradicate the Mutated Sumangali Scheme. [ABSTRACT FROM AUTHOR]

One of the most distinguishing features of labour law is the existence of a category of legal acts considered autonomous sources of law. Although not adopted by public authorities, they establish general and abstract norms regulating various labour-related issues and are secured by a complex system of sanctions. The legal effects of autonomous acts must be confronted with the normative model of sources of law. The Constitution of the Republic of Poland has established numerus clausus of sources of law. None of the autonomous sources of labour law are mentioned as a part of the constitutional legal system. The article presents the Polish system of sources of law and clarifies constitutional grounds for creating the normativity of collective agreements and employer’s regulations as autonomous acts.

This contribution seeks to delineate the current legal and institutional framework concerning workers training in Italy, with a focus on the roles played by social partners and the latest legislative updates. Additionally, special attention will be given to policies addressing the needs of vulnerable groups, including young people and workers with disabilities.

The objective of this paper is to analyse the mechanisms established by the Directive 2022/2041 for the purpose of determining adequate and fair minimum wages and promoting collective bargaining. The authors present the objectives, scope of application, and legal nature of the provisions of the Directive, and subsequently undertake the clarification of the doubts that have emerged in the preparatory stages of the process of its transposition. Furthermore, the paper offers a preliminary reflection on the potential directions of the Directive’s impact on national laws.

This article explores the challenges faced by employees in the Czech Republic when seeking legal redress in cases of discrimination and unfair dismissal. It emphasizes the importance of accessible legal recourse as a means to rectify individual grievances and reinforce equitable employment practices. In the context of discrimination, the article discusses challenges such as low awareness of anti-discrimination rights and the ancillary nature of sanctions. Recommendations include aligning the Anti-Discrimination Act with the Civil Code, empowering NGOs or the Ombudsman to initiate lawsuits in the public interest, and raising awareness among potential victims. In the section on unfair dismissal, the article outlines the complex process involved in disputing terminations from an employee's perspective. It discusses obstacles such as complex, costly, and lengthy legal procedures and the requirement for reinstatement. These challenges contribute to the low number of employment lawsuits in the Czech Republic. Recommendations for improvement include enhancing the visibility of court actions, providing free or subsidized legal advice, shifting the focus of lawsuits towards monetary compensation, promoting mediation, and expediting proceedings. The article identifies common challenges in discrimination and unfair dismissal cases in the Czech Republic, highlighting the need for reforms to improve access to justice, reduce financial barriers, expedite legal proceedings, and enhance the dissuasive impact of remedies. These reforms are seen as essential for creating a fair and equitable workplace environment for all employees in the country. [ABSTRACT FROM AUTHOR]

The article focuses on the impact of the European Union (EU) Artificial Intelligence Act (AI Act) on employment relations within the EU. Topics include the broad scope of the Regulation covering AI systems in employment, the categorization of AI systems into prohibited and high-risk applications, and the distribution of responsibility among actors in the AI supply chain.

Considerable advancements have been achieved on an international level with regard to the promotion of women's rights and their equitable engagement in economic activities and the labour market. However, despite the widespread endorsement of equal pay for men and women by international authorities, its practical application has proven to be challenging. The United Nations has reported that an estimation places the global gender wage disparity at 20%. In addition to being a concern within the realm of gender justice, wage inequality has far-reaching implications for societies and their economies. Addressing this issue is a top priority for both the international community and developing nations. Given the significance of examining the status of the right to equal pay in both Iran and the international legal system, this study investigates the following question: "Are there suitable criteria for the right to equal pay in Iran's domestic law and the international legal system?" In providing an answer, legal documents and texts were consulted. The research findings suggest that the international legal system has made some progress in recognizing the right and establishing norms in this area; however, effective practical measures are necessary to achieve this equality. This right has been acknowledged in Iranian legislation through labor contract regulations and employment laws, and in certain instances, a guarantee of proper implementation has been established; however, deficiencies persist in this domain. Consequently, further endeavors appear imperative to advance the complete realization of this right. [ABSTRACT FROM AUTHOR]

By focusing on three groups of whistleblowers in Slovakia speaking out against the use of bogus self-employment in their companies, this study contributes to the debate on the political dimension of whistleblowing. Specifically, it conceptualises whistleblowing as a practice that opens up broader societal, ethical and political questions by examining its relationship to institutions, with particular interest in those institutions that create the law. In doing so, the study analyses how labour law and enforcement institutions are deconstructed through the long process of whistleblowing, which involves the interactions of multiple institutions and social actors in a regulatory space that tend to sustain (bogus) self-employment. [ABSTRACT FROM AUTHOR]

Purpose: The impulse to write the article was the coming into force on 7 April 2023 of the amendment to the Labour Code, which introduced regulations regarding remote work. The possibility of an employee working remotely was provided for in Art. 3 of the Act of 2 March 2020, the act on special solutions related to the prevention, counteracting and combating of COVID-19, other infectious diseases, and crisis situations caused by them (The Act, 2020, Item 1842). Due to the temporary nature of the above-mentioned regulation, it became necessary to statutorily regulate the principles of remote work. The new regulations undoubtedly constitute a challenge for employers and make the issue of remote work in labour law important and topical. Author presents the definition and types of remote work, as well critically evaluates new regulations. Design/methodology/approach: The deliberations are based on the related literature on the subject and an analysis of the legal provisions applicable in the area under discussion. Findings: The current structure of remote working is less restrictive. The amendment does not specify any conditions enabling the introduction of remote work. The current regulation allows for more flexibility than with teleworking, because remote work does not always have to be only work the effects of which can be sent via electronic communication. There are also some criticisms of the above, though. The new regulation is extensive, and numerous references to other articles make the provisions relatively illegible. The procedure for agreeing on remote work has been significantly formalised, and part of the risk associated with its performance has been transferred to the employee. Practical implications: Adjusting their business to the new legal requirements, entrepreneurs will need to implement far-reaching organisational changes. For this reason, knowledge about the remote work regulations has become increasingly important. Originality/value: The article raises the issue of remote work, which is important not only from the point of view of the employee but also from the entrepreneur’s perspective. The issues arising from this are the subject of only a few publications. [ABSTRACT FROM AUTHOR]

This article examines the potential of transformative constitutionalism (TC) for reshaping labour law in Latin America. While traditionally labour law scholarship has been skeptical of the ability of the courts to protect labour rights, recent years have witnessed a return toexamining constitutions and the role of courts in the field. The article examines the concept of Transformative Labour Law in Latin America, which seeks to place the struggles between labour and capital within a legal discourse that can address the challenges faced by labour regulation in the region. By employing a methodology that combines constitutional theory and socio-legal literature, the article highlights the productive interactions between social processes and legal provisions. The article consists of five sections, beginning with an introduction that provides context for the study (I). Subsequent sections examine key features characterizing Latin American labour markets and identify challenges facing labour law (II), introduce TC in Latin America as a conceptual framework for analysing labour-capital relations through the law (III), and outline the key components of transformative labour law in the region (IV) before concluding with final remarks (V). [ABSTRACT FROM AUTHOR]

Copyright of Acta Universitatis Lodziensis. Folia Luridica is the property of Wydawnictwo Uniwersytetu Lodzkiego and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper argues that Ontario should learn from France and grant non-union workers the statutory right to collective expression and the statutory right to strike. Currently, non-union workers in Ontario cannot meaningfully express their collective voice in the workplace. This is despite the Supreme Court of Canada recognizing that freedom of association under section 2(d) of the Charter protects the right to make collective representations in the workplace, engage in a meaningful process of collective bargaining, and go on strike. This paper calls this dilemma the "freedom of association deficit." In France, all workers have a statutory right to collective expression at work. Additionally, French non-union workers can strike without repercussions from their employer. This paper argues that Ontario should extend a statutory right of collective expression to non-union workers. Further, Ontario should grant non-union workers a statutory right to collectively withdraw their labour if they cannot achieve their goals through expression alone. This paper proposes how Ontario could implement these French rights as incrementally as possible. The result would be a greater collective voice for non-union workers and a shrinking of the freedom of association deficit. [ABSTRACT FROM AUTHOR]

Due to their preeminent status, fundamental rights have found their way into labour law. Eyes quickly turn to the normative confrontation which results from the assembly of these two areas of law with distinct logics. Human rights are then understood more in a relationship of confrontation rather than complementarity with the body of labour law. This historical-legal study seeks to demonstrate that the construct of labour law nevertheless overlaps with the three structuring features of human rights, namely fundamentality, universality and inalienability. This complementarity should be taken into account in the interpretation of fundamental rights within the employment relationship, which should increase the degree of protection of the person at work. [ABSTRACT FROM AUTHOR]

The UK enacted its first legal measure to address gender pay inequity, the Equal Pay Act 1970, more than 50 years ago. Yet, in 2021, the gender pay gap (GPG) still stood at 15.4%. Departing from the remedial and individual approach that characterises equal pay legislation, the 2017 Gender Pay Gap Information Regulations (the Regulations) require private and voluntary sector organisations with 250+ employees to annually publish pay data broken down by gender. The long-term aspiration of the Regulations is to contribute to closing the GPG within a generation. It is also hoped that they will encourage the public disclosure of pay data and changes in workplace policies to reduce organisational GPGs (immediate aims) and improve employers' accountability (underlying aim). This paper considers whether the Regulations have what it takes to meet those immediate and underlying aims. Our assessment framework is built on the premise that for public disclosure to be useful and for employers to tackle the causes of the GPG, the information reported must be of sufficient quality, meaningful and relevant. The paper draws on both doctrinal analysis and empirical data reported by FTSE 100 Index companies to assess the Regulations and determine whether they hold the potential to meet those aims. [ABSTRACT FROM AUTHOR]

Copyright of Moneta e Credito is the property of Associazione Economia Civile and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Labour power has significantly declined across affluent democracies in recent decades, resulting in a widening scale of power inequality within the contemporary employment relationship. Employee voice is a key component of labour power that represents a human capability according to Amartya Sen's conceptualisation: a real freedom to achieve states of being that one has reason to value. Employees deficient in the capability for voice lack sufficient bargaining power to influence workplace decision-making, which threatens their wellbeing by increasing their risk of exposure to work-related stressors and limiting their opportunities to improve their welfare. In this article, employee voice legislation is argued to be a necessary social conversion factor of employees' capability for voice that can promote further advantage. However, research assessing its effectiveness at enhancing wellbeing is greatly limited due to an over reliance on neoliberal and new institutional forms of economic analysis that reveal little about the quality of employees' lives. A comprehensive framework for evaluation based on Sen's capability approach is proposed that when operationalised for empirical analysis, can advance our understanding of employee wellbeing in the twenty-first century. [ABSTRACT FROM AUTHOR]

Copyright of Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Derecho UNED is the property of Editorial UNED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Derecho UNED is the property of Editorial UNED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Türkiye Adalet Akademisi Dergisi is the property of Justice Academy of Turkey and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The fourth industrial revolution is changing many aspects of life. Technological changes and certain aspects of labour law are dealt with by many authors. This paper, however, examines a less focused but equally important issue. This issue is the social and societal aspect of the issue. We cannot, of course, disassociate it from labour market developments, but we try to treat it as an issue of equal importance at every stage of the analysis. It is for this reason that the changing social structures generated by the Fourth Industrial Revolution are presented through the lens of social issues. Primarily through literature and the interpretation of legal texts, but where possible, the practical side will be included. __________ La cuarta revolución industrial está cambiando muchos aspectos de la vida. Muchos autores abordan los cambios tecnológicos y determinados aspectos del derecho laboral. Este artículo, sin embargo, examina una cuestión menos específica pero igualmente importante. Esta cuestión es el aspecto social y social de la cuestión. Por supuesto, no podemos disociarlo de la evolución del mercado laboral, pero intentamos tratarlo como una cuestión de igual importancia en cada etapa del análisis. Es por esta razón que las estructuras sociales cambiantes generadas por la Cuarta Revolución Industrial se presentan a través del lente de las cuestiones sociales. Principalmente a través de la literatura y la interpretación de textos legales, pero siempre que sea posible se incluirá el lado práctico. __________ 第四次工业革命正在改变生活的许多方面。许多学者都在研究技术变革和劳动法的某些方面。然而，本文探讨了一个较少受到关注但同样重要的问题。这个问题是社会学和社会层面的问题。当然，我们不能将其与劳动力市场的发展割裂开来，但我们在分析的每一个阶段都试图将其视为一个同等重要的问题。正因如此，第四次工业革命带来的社会结构变化才通过社会问题的视角来呈现。本文主要通过文献和法律文本来解释，但在可能的情况下，也会包括实践方面。

L’articolo tratta il sistema della contrattazione collettiva di Italia, Germania, Francia e Spagna: analizza la storia della contrattazione, la distribuzione funzionale e settoriale del reddito, e il rapporto tra salario e valore aggiunto settoriale, concentrando l’attenzione sul numero dei lavoratori coinvolti nei contratti collettivi e le rispettive quote salariali sul valore aggiunto. L’articolo termina con la proposta di due criteri per riscrivere la matrice dei contratti nazionali: in termini di numero di lavoratori per contratto, e di un minimo valore aggiunto settoriale. Lo scopo è costruire un benchmark quali-quantitativo per ridurre il numero dei contratti collettivi nazionali di lavoro settoriale in Italia, con l’intenzione di restituire la necessaria forza contrattuale ai sindacati per adempiere al ruolo di autorità salariale.

The paper examines the existing legal regulation and case law regarding the imposition of monetary and other sanctions, particularly contractual penalties, in labour law relations in the Czech Republic. The text analyses the initial state as well as the development and raises concerns about the compatibility of the current stringent regulation with the ever-changing work environment. The paper also discusses in detail the imposition of contractual penalties on the employees, the employers and their nature in the non-compete clause.

Self-employment has traditionally been regulated by the Civil Code, as a distinctive form of work apart from employment. This chapter strives to evaluate the labour law framework and labour market experience of self-employment. First, the Hungarian legal provisions on self-employment will be highlighted, including labour law, civil law and social security law. This will be followed by an evaluation of the available data on labour market trends regarding the various groups of self-employed workers, such as genuine and false self-employment, and economically dependent work. After this summary on employment data, the legal protection or scope of employee rights enjoyed by self-employed persons will be scrutinised. Finally, I will examine the Hungarian legal mechanisms to combat false self-employment. As a whole, the paper will provide a picture of the legal environment of self-employment with laws, trends and some evident flaws. I will strive to highlight the main driving forces behind self-employment and related labour law policy.

The purpose of the present article is to present to the readers the key concepts underlying the international research project funded by the National Science Centre and led by Prof. Tomasz Duraj titled “In Search of the Self-Employment Model in Poland. A Comparative Analysis”. The chief research task undertaken by the project participants is a complex legal analysis of self-employment – not only from the perspective of Polish regulations and case law, but also with regard to solutions existing in international and Union law as well as in selected European countries. The area of study covered such legal systems as those of the United Kingdom, Germany, Austria, Spain, France, Italy, Hungary, as well as Lithuania, Latvia, and Estonia. Most centrally, the results of the study will serve to develop an original legal model of self-employment in Poland, which will redefine the special status of the self-employed in an optimal way. The final result of the international research project are two twin studies to be published by Lodz University Press, one in Polish, in the form of a multi-author monograph, and the other in English, as two issues of the journal Acta Universitatis Lodziensis. Folia Iuridica. The present article demonstrates the scale, significance, and implications of self-employment as an atypical form of providing work, as well as the key scholarly objectives of the international research project and its importance for legal theory and practice. Next, the author discusses the concept and the plan of research work adopted in the project, the research methods applied, and the publication and popularization activities carried out by the project participants. The research undertaken under the project is innovative. This is because until now, no such large-scale study into the legal conditions of self-employment in Poland has been carried out. The final conclusions drawn in the research project make a significant contribution to the development of the theory of labour law and social security law, enriching the academic discourse in this area. An added value for Polish scholarly work is the organized study of foreign regulations on self-employment in selected European countries. Moreover, the de lege ferenda remarks prepared in the research project may be helpful to the Polish authorities in developing new legal solutions in the area of self-employment.

The objective of the article is to analyse legal regulations concerning self-employed activity in force in France and Italy. Given that both countries are characterized by a dualism between subordinated work and self-employment, the author looks at legal constructions that do not easily fit into this division. In addition, she places great importance on discussing the social rights of the self-employed.

Hosting the FIFA World Cup was a pivotal moment for Qatar and the broader Arab region, attracting attention, tourism, and economic benefits. However, it also intensified global scrutiny of Qatar's labor laws that govern the lives of migrant workers. In response, Qatar implemented significant labor reforms to address criticisms and enhance the business environment. Despite these efforts, ongoing evaluation is crucial for assessing reforms' effectiveness. To understand public attitudes, a 2021 nationally-representative telephone survey targeted Qatari nationals and migrant workers. The survey explored how recent employment system changes affected their lives, perceptions, and attitudes. Findings reveal the potential for substantial change, driven partly by international pressure promoting reform. Continuous research and monitoring are vital for sustaining these changes and navigating challenges. This comprehensive approach is essential for grasping the intricate dynamics shaping Qatar's evolving socio-economic landscape. [ABSTRACT FROM AUTHOR]

To address the issue of persistent unemployment, the UK Government implemented a conditional welfare scheme. Prompted by Mantouvalou's argument that the scheme forces people into exploitative work, this paper addresses the 'pressing' question of whether the scheme is compatible with the prohibition on 'forced or compulsory labour' under Article 4(2) of the European Convention on Human Rights. It is argued that, whether the scheme imposes the menace of a penalty, is involuntary, seriously exploitative or a normal civic obligation, ultimately depends on different understandings of the demands of distributive justice. Given the politically contested nature of those demands, Article 4(2) is a poor weapon to use when challenging the UK's conditional welfare scheme. [ABSTRACT FROM AUTHOR]

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Decent Work is considered essential to the facilitation of a transition to greener, fairer, more prosperous, and more just societies. Decent Work represents a fundamental component of the Sustainable Development Goals (SDGs) and a crucial facet of European Union (EU) environment, social, and governance (ESG) norms. Despite its prominence, the precise definition and materiality of Decent Work is obscure and remains subject to limited consensus. To understand these critical gaps, we conducted a comprehensive review with a systematic search of the literature on the subject, encompassing both scientific research and institutional publications. Our review encompassed 517 papers, with a particular focus on three key areas: (1) delineating the constituents of Decent Work, (2) exploring the materiality of Decent Work, and (3) examining how firms value, measure, and report Decent Work. The domain of regulated reporting for Decent Work and its material impact is relatively nascent, resulting in limitations in effectively measuring its tangible, material effects towards a green and just transition. Consequently, our review, with a systematic search of the literature, uncovered notable gaps within the body of literature concerning Decent Work, its substance for ESG materiality regulations, and its conspicuousness for a just transition. Furthermore, our review serves as a critical foundation for fostering discussions and emphasises the practical implications of enumerating the materiality of Decent Work, without which a just transition would be unattainable. By highlighting these deficiencies, we aim to enhance the understanding and implementation of the materiality of Decent Work within the broader context of ESG and the green transition. [ABSTRACT FROM AUTHOR]

Background: The full-scale military aggression against Ukraine by the Russian Federation has dramatically affected all walks of life in the country, and the world of work is certainly not exempt from this. During the first months of the war, the operation of many enterprises was significantly disrupted; a substantial proportion of the working-age population was conscripted into the armed forces, some were forced to seek employment in regions of the country not affected by the hostilities or even had to change occupations entirely. This circumstance necessitated the adoption of appropriate legislative measures to stabilise labour relations in the light of wartime. The article focuses on the specifics of Ukrainian labour law in wartime conditions, reveals the difficulties of legal regulation of labour in connection with martial law, and highlights the possible ways of solving the challenges for labour law in the period of armed conflicts based on the experience of Ukraine. Methods: The methods of legal reasoning and analysis were applied to present the main approaches to legal regulation of labour relations during martial law in Ukraine. Actual statistical and empirical data were used for proper argumentation of the conclusions. The method of analogy was used to assess possible ways of solving the challenges faced by labour law during armed conflicts, based on the experience of Ukraine. Results and Conclusions: The article stresses that there is no single approach towards regulating labour relations during armed conflicts. Such conflicts are always unique, i.e. they differ in scale, intensity, duration, technical capabilities of the parties, types of weapons used, etc. Given the diversity of armed conflicts in the world, it is impossible to develop uniform labour standards applicable, for example, at the international level. This demonstrates the priority of national law in adapting the regulation of labour relations to wartime conditions. In this regard, considering the Ukrainian experience, it is appropriate to take into account that: a) armed conflict is dynamic by nature; thus, it can have different stages of development, which can also affect the world of work and labour legislation may need to be systematically revised to reflect new realities; b) considering that the territory of a country may not be evenly affected by the consequences of an armed conflict, in some cases it might be appropriate to provide for the different legal regulation of labour relations for its different regions; c) armed conflict should never be considered a 'valid reason' for unjustified and long-lasting restriction of employees' rights, as it is at a period when they are more vulnerable and therefore require additional legal protection. [ABSTRACT FROM AUTHOR]

Labour law grants an employer the power to terminate an employment contract without the worker's consent when he is guilty of serious misconduct. This power can also be exercised when the employer has legitimate cause even if the worker has not committed any misconduct. This article compares how legislators in the UAE and Egypt regulate this power. The Emirati legislator has recently passed Law No. 33 of 2021, which updated the dismissal causes list and enabled the employer to terminate definite term contracts for a legitimate cause. The Egyptian legislator is currently debating the employer's power to terminate employment contracts in a discussion of the bill on employment law, which will soon replace the current Labour Law No. 12 of 2003. The article concludes that the various legal rules in the UAE and Egypt can be transplanted to balance the rights of employers and workers. [ABSTRACT FROM AUTHOR]

The concept of flexicurity is gaining popularity in Europe, combining elements of employment flexibility with social security. As western countries experience show, some elements of flexicurity, such as flexible forms of employment, make it possible to improve a company's human resources management, having a positive impact on a company's development and competitiveness, especially in times of economic stagnation. When implementing flexicurity solutions, both at national and company level, it is necessary to adapt these solutions to the needs of employers and employees. The paper is related to the impact of flexicurity on the labour market. The main objective of the manuscript is to summarise the general assumptions and elements of flexicurity and its strengths and weaknesses. The paper also presents selected flexible forms of work organisation, on the example of legal regulations based on the Polish Labour Law. Among the research methods, desk research and the analysis of documents such as EU directives and the Labour Law were mainly used. [ABSTRACT FROM AUTHOR]

Copyright of Romanian Case Law Review / Revista Română de Jurisprudenţă is the property of Universul Juridic Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The paper is focused on the topic whistleblowing. The paper discusses the new whistleblowers act. The attention is focused on the scope of the legislation, the conceptual definition of protected reporting and on the position of the relevant person. The conclusions reached are applicable both to the civil service and to labour law relationships. [ABSTRACT FROM AUTHOR]

Copyright of Türkiye Adalet Akademisi Dergisi is the property of Justice Academy of Turkey and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)