Relevant bibliographies by topics / Labour Law

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Labour Law'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 March 2025

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Journal articles on the topic "Labour Law"

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Grogan, John. "Labour Law." Yearbook of South African Law 1 (2020): 711–815. http://dx.doi.org/10.47348/ysal/v1/i1a15.

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Eliasoff, Itzhak. "Labour Law." Israel Law Review 24, no. 3-4 (1990): 696–701. http://dx.doi.org/10.1017/s0021223700010165.

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Anyone wishing to survey and evaluate the principal developments in Israeli labour law since the establishment of the State must relate both to the whole range of labour legislation, including legislation in the area of social security, and to the case law which has grown up alongside this legislation, which has interpreted it, and has completed and developed norms lacking in the legislation.Labour legislation in Israel, particularly in its initial stages, as Prof. Raday mentioned, was the outcome of a planned initiative. The legislation was designed to express the political and social independence of the State, to adopt the accepted international norms in this area, and to integrate Israel into the international community.
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Grogan, John. "Labour Law." Yearbook of South African Law 1 (2020): 711–815. http://dx.doi.org/10.47348/ysal/v1/i1a15.

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Simutina, Yana. "Labour law defects and means of overcoming them." Yearly journal of scientific articles “Pravova derzhava”, no. 32 (2021): 314–22. http://dx.doi.org/10.33663/0869-2491-2021-32-314-322.

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Introduction. Defects in labour law are certainly a negative phenomenon. They can be used by unscrupulous employees or employers, violating the rights and legitimate interests of the other party to the employment relationship. In addition, defects in legal norms create obstacles to proper law enforcement, which, in turn, threatens to misinterpret them and is also the cause of conflicting law enforcement practices. The aim of the article is to clarify the general characteristics of defects in labor law, their negative impact on law enforcement practice, as well as to outline some ways to prevent and overcome defects in labor law. Results. The article is devoted to the study of defects in labour law, their varieties and characteristics. The author's attention focuses on the issue of the negative impact of defects in labor law, in particular, law enforcement practice. The most common defects in labour law are analyzed. The necessity of legislative consolidation of the principle of good faith of the parties to labour relations in labour legislation is justified. The Supreme Court plays a significant role in identifying and overcoming defects in labour law at the stage of law enforcement in labor disputes. The existing court practice is a kind of litmus test of which norms of the current labour legislation are defective, ineffective, ambiguous, etc. In this regard, it seems appropriate when finalizing the draft of the new Labour Code of Ukraine to pay more attention to case law and analyze the legal position of the Supreme Court in disputes arising from labor relations, in order to identify the most common defects of labour law and prevent them at the rule stage. Conclusions. The defects in labour legislation can be prevented both at the stage of adoption of a normative legal act by formulating the idea of the draft law, its concept, and carrying out its proper examination. At the stage of legal implementation, defects can be eliminated by introducing amendments and additions to the normative act and/or by eliminating defective labour law norms. It is possible to overcome defects in the process of law enforcement with the help of methods of interpretation, application of analogy of law and analogy of lex.
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Ewing, KD. "Transnational Labour Law." King's Law Journal 27, no. 1 (January 2, 2016): 132–35. http://dx.doi.org/10.1080/09615768.2016.1163907.

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Simpson, B. "Collective Labour Law." Industrial Law Journal 30, no. 2 (June 1, 2001): 250–51. http://dx.doi.org/10.1093/ilj/30.2.250.

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Muszalski, Wojciech. "Labour Law Development." Studia Iuridica Lublinensia 24, no. 3 (June 11, 2015): 59. http://dx.doi.org/10.17951/sil.2015.24.3.59.

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Mason, Luke. "Labour law without labour law: The United Kingdom’s labour market response to COVID-19." Russian Journal of Labour & Law 12 (2022): 54–62. http://dx.doi.org/10.21638/spbu32.2022.105.

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The United Kingdom’s response to the COVID-19 crisis with respect to labour law and protecting workers and working relationships had several idiosyncratic aspects that distinguished it from ostensibly similar attempts to protect jobs during the pandemic. The UK approach was striking, in comparative terms, due to its lack of engagement with any process of social dialogue at the national, sectoral, and enterprise levels. The structures of worker representation of this type are so weak in the UK, due in part to a particular tradition of collective bargaining, that any such involvement would possibly not even have been feasible given the short time frame without the creation of new ad hoc infrastructure. While most other advanced economies made use of relatively familiar methods of labour law, alongside macroeconomic intervention and state support, the UK’s response was largely devoid of any traditional labour law content, and did not make use of labour law categories or methods, in particular the placing of obligations on the employer. this meant that the UK’s approach reflected a form of “labour market” regulation which aimed, unusually, at solidifying rather than deregulating the labour market. While this approach comes with many significant complexities and risks, it provides a potential model for future interventions which do not rely on sometimes tired or outdated labour law categories.
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Skąpski, Michał. "The basics of Polish labour law." Pravovedenie 65, no. 3 (2021): 327–44. http://dx.doi.org/10.21638/spbu25.2021.306.

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Polish legal system recognizes the difference between labour law and employment law. Labour law is the notion formally recognized by the name of its basic legal act — the Labour Code. Labour law regulates only part of the entire labour market, limited to subordinate forms of work conduct. Employment law is a wider notion, which has scientific rather, than legal basis. It contains labour law within, together with all other employment forms, such as civil contracts for services, self-employment etc. The article discusses the basic regulations of polish labour law. Remarks on polish labor law development after economic system change from centrally regulated to market economy introduce to the topic. After that the sources of law were presented. Those are particularly important for labour law system, which includes not only common sources, but also particular ones, like collective agreements. The article concentrates on presentation of polish individual labour law regulations which are the core of the employment system. This is the regulation of employment contract, which is contained mostly in the Labour Code. This part of article undertakes issues of employment contract types, forms, obligations of the parties and termination. Working time systems and limitations, guarantees of free time presented in the article, are very influential for the whole social system. The article presents also some atypical forms of employment, used in Poland, such as telework, temporary work and self-employment. At the end text presents the basic regulations of collective labour law: workers and employers representations and collective disputes.
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Andrianovskaya, I. I. "Basic principles of labour law: history and modernity." Voprosy trudovogo prava (Labor law issues), no. 3 (March 23, 2021): 172–81. http://dx.doi.org/10.33920/pol-2-2103-02.

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The proposed article deals with the basic principles of labour law, which are the basis of labour law. An analysis of the principles first formulated in the legal literature, to one extent or another subsequently accepted by the science of labor law, which found legal fixation in the labor code of the Russian Federation, was carried out. Based on the analysis of the content of individual continuity and new principles of labor law, their relationship is shown, the preservation of continuity elements during updating. Some inaccuracies made by the legislator when forming a list of modern principles of labor law are shown. To eliminate them, it was proposed to amend Art. 2 of the Labor Code of the Russian Federation.
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Dissertations / Theses on the topic "Labour Law"

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Huang, Chu Cheng. "Airline labour law, a study of certain labour law rules in international air transport." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ44458.pdf.

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Huang, Chu Cheng 1964. "Airline labour law : a study of certain labour law rules in international air transport." Thesis, McGill University, 1997. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=34739.

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This thesis examines problems related to particular labor laws currently applied in international air transport. This analysis is framed within the context of scholarly theory and judicial practice arising from various regimes of labor law governing industrial injury, the individual contract of employment, labor-management relations, and fair treatment in the civil aviation industry.
A critical survey of labor regulations operating in the international air transport industry is provided through commentary on the principles formulated by judicial decisions and the theories which underlie their reasoning, helping to clarify both substantive and procedural labor laws affecting international air transport.
A critical analysis of different categories of statutory labor law governing international air transport is also provided to assess the validity of commonly-erected conflict of labor law rules, thereby revealing the inadequacy of the single rule principle in view of the unique and perplexing regulatory interests which are inherent in aviation activity. The divergence between domestic labor statutes and Treaties of Friendship, Commerce and Navigation or bilateral air transport agreements also adds a more subtle aspect to the problems explored.
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Sundra, Karean Vanitha Karean. "Individual empowerment in labour law /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18313.pdf.

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Van, Loggerenberg Johannes Jurgens. "Constructive dismissal in labour law." Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/301.

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The history of constructive dismissals in South Africa imitated from the English law in 1986, when an employee successfully challenged the employer on this particular concept after an incident relating a forced resignation. From the literature it is clear that constructive dismissal, as we know it today, originated from our English counterparts. Being a relatively new concept, the South African labour laws caught on at a rapid pace. The leading case on which the South African authors leaned towards was the English case of Woods v WM Car Services (Peterborough). In South Africa constructive dismissals were given statutory force in unfair dismissal law and is defined as the coerced or forced termination of a contract of employment resultant in from the conduct of the employer. There are many forms in which constructive dismissals would postulate that could justify an employee to lay claim to constructive dismissal. Examples thereof are the amendment of the contract of employment, rude language and sexual harassment. It is eminent that certain elements should be present before an employee would have reasonable prospects of succeeding with such a claim. Constructive dismissal comes into the equation when an employer behaves in such a manner that eventually and ultimately leads to the employee, being the receiving party, in the employment relationship, to terminate the employment contract. This termination must be the direct result of the conduct of the employer that irreparably frustrated the relationship and made it impossible for the employee to remain in the service of the employer in question. It appears that the courts have taken a firm stance on coerced or forced resignation, in its various forms tantamount to breach of contact, that any sufficiently unreasonable conduct by an employer may justify that the employee to terminate services and lay claim to the fact that he had been constructively dismissed. It needs to be mentioned that the fact that the mere fact that the employer acted in an unreasonable manner would not suffice and it is up to the employee to prove how the conduct of the employer justified the employee to leave and claim that the employer’s conduct resulted in a material or fundamental beach of the employment contract. In dealing with the contingency of the concept of constructive dismissals it has been expressly provided for in numerous systems of labour law. As is seen herein, a constructive dismissal consists in the termination of the employment contract by reason of the employee’s rather than the employer’s own immediate act. The act of the employee is precipitated by earlier conduct on the part of the employer, which conduct may or may not be justified. Various authors and academics endeavoured to defined constructive dismissal and all had the same or at least some of the elements present, to justify constructive dismissal. The most glaring element being the termination of employment as a result of the any conduct that is tantamount to a breach going to the root of the relationship by the employer, that frustrated the relationship between the employer and the employee and rendered it irreparable. The employee resigns or repudiates the employment contract as a result of the employer normally not leaving the employee any other option but to resign. This can also be termed as coerced or forced resignations and are commonly better known as “constructive dismissal”. The employee is deemed to have been dismissed, even though it is the employee who terminated the employment contract. The most important element to mention is the employee terminated the employment contract, ie resigned yet this is regarded as a dismissal, it is however for the employee to first lay a claim at the proper authority and the employee must prove his / her allegation before it can be a constructive dismissal. As will become clear, that the onus of proof is on the employee to show that the termination of employment resulted from the conduct of the employer. Equally true as in all cases of constructive dismissal, including cases of sexual harassment, being a ground for constructive dismissal, the employee must prove that to remain in service would have been unbearable and intolerable. Sexual harassment is one of the most difficult forms of constructive dismissals, in many cases there are no witnesses and the employee either “suffers in silence or opt to place her dignity at stake to prove her case. It seems as though the test is to determine if the employer’s conduct evinced a deliberate and oppressive intention to have the employment terminated and left the employee with only one option that of resignation to protect her interests. Employees have a right to seek statutory relief and needs to be protected. If a coerced or forced resignation had taken place irrespective whether the employee resigned or not. It is against this back drop that constructive dismissals was given legality and are now recognized as one of the four forms of dismissals in terms of the Act.
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Singh, Surendra Kumar. "Bonded labour and the law /." New Delhi : Deep & Deep, 1994. http://www.gbv.de/dms/spk/sbb/recht/toc/278125786.pdf.

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Quiñones, Sergio. "The future of Labour Law." IUS ET VERITAS, 2018. http://repositorio.pucp.edu.pe/index/handle/123456789/123534.

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The premise of this paper is that the future of work will define the future of Labour Law, since work is indeed the main object of regulation of such legal discipline. From this perspective, we analyze the mega trends identified by the International Labour Organization that will continue to impact the world of work: globalization, the increase in the dependency rate, technological innovation and, above all, climate change. Likewise, the article addresses the main labor problems still facing Latin American countries, as well as the challenges that are presented in the near future to Peru in order to close the gap between the amount of employment generated in the country and the quality of said employment.
La premisa del presente artículo es que el futuro del trabajo definirá el futuro del Derecho del Trabajo, en tanto este tiene por objeto esencial la regulación de aquél. Desde esa perspectiva, se analizan las mega tendencias identificadas por la Organización Internacional del Trabajo que seguirán impactando el mundo del trabajo: la globalización, el incremento de la tasa de dependencia, la innovación tecnológica y, sobre todo, el cambio climático. Asimismo, el artículo aborda los principales problemas laborales que aún afrontan los países latinoamericanos, así como los retos que se le presentan en el futuro próximo al Perú a fin de cerrar la brecha entre la cantidad de empleo que se genera en el país y la calidad de dicho empleo.
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Üelgen, Ozlem. "The labour exploitation of indigenous peoples : the interface between labour law and human rights law." Thesis, University of Nottingham, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.299579.

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Tshikovhi, Rotondwa Happy. "The law relating to double jeopardy in labour law." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1236.

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Thesis (LLM. (Labour Law)) --University of Limpopo, 2014
This research focuses on the application of the double jeopardy principle in labour law, section 188(1)(a (b) of the Labour Relations Act 66 of 1995, (herein the LRA) which provides that the dismissal is unfair if the employer fails to prove that the reason for the dismissal is fair and was effected in accordance with a fair procedure. The first point which I would explain is the meaning of double jeopardy and whether it is applicable in labour law. The research articulates that the double jeopardy principle applies to labour law and enumerates ways it can be applied. The South African courts, in particular, the Labour Court and the Labour Appeal Court have delivered several judgements on the double jeopardy principle. These cases will be critically discussed in detail. Comparison will be made with foreign labour law jurisprudence on the double jeopardy principle, particularly in Australia and the United States of America.
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Haghighi, Mohammad Bagher Nobakht. "The role of labour law in labour relations and the labour market in Iran." Thesis, University of the West of Scotland, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.744768.

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Grootboom, Linda Henry. "Labour law implications of organisational restructuring." Thesis, University of Port Elizabeth, 2003. http://hdl.handle.net/10948/303.

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It is beyond debate that each job lost due to restructuring means a lost taxpayer, and hence lost tax revenue, more poverty and increased crime. South Africa and the world at the large have to deal with this problem head – on in view of the acute need to better the lives of people and encourage investment. Technological advancement should be embraced and used to benefit people and stimulate economies, and that is further challenge in its own right. In Chapter 8 of the White Paper on Transformation of the Public Service dated 15 November 1995 (hereinafter, the White Paper), it is said that: “The Government of National Unity has embarked upon a concerted and comprehensive programme of administrative restructuring and rationalisation (my emphasis) with the object of: (a) Creating a unified and integrated service. (b) Creating a leaner and more cost-effective service.” Various strategies are listed in the White Paper, and the fundamental approach advocated is to right size, adjust remuneration structures, retrench and contract – out services.
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Books on the topic "Labour Law"

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Deakin, S. F. Labour law. 5th ed. Oxford: Hart Pub., 2009.

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1953-, Morris Gillian S., ed. Labour law. 5th ed. Oxford: Hart Pub., 2009.

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Ewing, K. D. (Keith D.) and McColgan Aileen, eds. Labour law. Cambridge [UK]: Cambridge University Press, 2012.

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1953-, Morris Gillian S., ed. Labour law. 2nd ed. London: Butterworths, 1998.

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1953-, Morris Gillian S., ed. Labour law. Oxford: Hart Publishing, 2012.

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B, Creighton W. Labour law. 4th ed. Annandale, N.S.W: Federation Press, 2005.

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L, Gregory David, ed. Labour law. Aldershot: Dartmouth, 1993.

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McKendrick, Ewan. Labour law. 2nd ed. London: University of London, 1994.

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Chilumpha, Cassim. Labour law. [Blantyre, Malawi]: Commercial Law Centre, 2004.

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1953-, Morris Gillian S., ed. Labour law. 4th ed. Oxford: Hart Pub., 2005.

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Book chapters on the topic "Labour Law"

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Inglese, Marco. "Labour Law." In Regulating the Collaborative Economy in the European Union Digital Single Market, 95–122. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-30040-1_5.

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Shim, Jaejin. "Labour Law." In Introduction to Korean Law, 239–69. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-31689-0_8.

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de Cruz, Peter. "Labour law." In Comparative Law in a Changing World, 465–92. 3rd ed. London: Routledge-Cavendish, 2024. http://dx.doi.org/10.4324/9781003576082-13.

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Gonçalves da Silva, Luís, and Sara Leitão. "Collective Labour Law." In Constitutional Framework of European Labour Law in Italy, France, Germany, Portugal and Spain, 47–111. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-45717-3_4.

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Gonçalves da Silva, Luís, and Sara Leitão. "Individual Labour Law." In Constitutional Framework of European Labour Law in Italy, France, Germany, Portugal and Spain, 113–53. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-45717-3_5.

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Sood, Atul, and Paaritosh Nath. "Labour law changes." In Media, Migrants, and the Pandemic in India, 185–96. London: Routledge India, 2022. http://dx.doi.org/10.4324/9781003291527-36.

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Lorenz, Michael, and Roland Falder. "German Labour Law." In Das deutsche und chinesische Arbeitsrecht The German and Chinese Labour Law 德国与中国劳动法, 103–21. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-10092-6_6.

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Lorenz, Michael, and Roland Falder. "Chinese Labour Law." In Das deutsche und chinesische Arbeitsrecht The German and Chinese Labour Law 德国与中国劳动法, 132–55. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-10092-6_8.

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Akhtar, Rajnaara C., and Conrad Nyamutata. "Child labour." In International Child Law, 275–334. 4th edition. | Milton Park, Abingdon, Oxon; New York, NY: Routledge, 2019.: Routledge, 2020. http://dx.doi.org/10.4324/9780429505485-5.

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Wang, Yan. "Labour Dispatch." In Chinese Labour Law, 81–99. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-8101-1_4.

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Conference papers on the topic "Labour Law"

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Gschwinder, Joachim. "Sustainability and Labour Law." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.20.

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This article explores the question of how sustainability and labour law are interrelated. The modern world of work is characterised by the growing social and environmental responsibility of companies. Especially in the post-COVID era, sustainability also plays an increasingly important role in the corporate context, which is also noticeable in the so-called ‘war for talent’. Achieving personal career goals is no longer enough for employees today. Corporate values and in particular the socalled ESG criteria (Environment, Social, Governance) are thus also becoming increasingly important in the employment relationship and in corporate reporting requirements. In terms of social sustainability, labour law instruments can, for example, promote the creation of a discrimination-free working environment, the introduction of flexible working time models or the protection of whistleblowers. From an ecological perspective, labour regulations are also suitable for implementing ‘green mobility’ and other measures to reduce companies’ ecological footprints. Working from home, which experienced a huge boom during the COVID-19 pandemic, is also sustainable, especially from an ecological point of view. Appropriate consideration of these sustainable work tools in future corporate social responsibility (CSR) strategies not only creates a competitive advantage but can also be beneficial in recruitment.
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Dumas, Martin. "The missing link between property law and labour law." In XXVI World Congress of Philosophy of Law and Social Philosophy. Initia Via, 2015. http://dx.doi.org/10.17931/ivr2013_sws29_01.

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Mélypataki, Gábor. "Industry 4.0 and labour law - Does law 4.0 exist?" In 2023 24th International Carpathian Control Conference (ICCC). IEEE, 2023. http://dx.doi.org/10.1109/iccc57093.2023.10178956.

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Gligorić, Slađana. "Gender equality at European and Serbian law: Labour law significance." In XXI međunarodni naučni skup Pravnički dani - Prof. dr Slavko Carić, na temu: Odgovori pravne nauke na izazove savremenog društva, 219–29. Faculty of Law for Commerce and Judiciary, Novi Sad, 2024. http://dx.doi.org/10.5937/pdsc24219g.

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In the light of the expansion of the protection of human rights from civil and political to economic, social and cultural rights, in the last century initially it intensified in Anglo-Saxon law, primarily through social movements and later through the norming of ideas about the prohibition of discrimination and the empowerment of women, and consequently, legal protection, the concept of gender equality. Although initially, due to the unequal position of women in society, the family and in the field of work and employment, it is presented as a struggle for the protection and strengthening of the so-called "women's rights", it essentially means and implies the equality of members of both sexes. Simultaneously with the development of the concept of gender equality, there is a gradual expansion of legal protection, along with changes in relationships in the family, in such a way that women become active in the labour market, and now, the previous role that was primarily related to taking care of home and family, adds a new, labour law one, which, viewed from a public policy and legal point od view, imposes and opens the problem of increasingly difficult reconciliation of professional and private life, which becomes a special challenge for labour law theory, legislation and practice. In recent decades, we have received the concept of a dual breadwinner model, where both adult members of the traditional family, work in order to ensure the material existence of the family. By applying the normative and historical method in this article, we will try to determine how the gender equality concept has brought changes in the field of labour and labour relations in European law, with reference to the regulations in the Republic of Serbia. In this connection, the question of the justification of the obligations for employers is raised as a challenge, in the public and private sector, in terms of established administrative and technical reporting requirements, especially from the aspect of real need with such scope of norming.
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Hudiana, Raihan, and Heru Susetyo. "Law and Human Right Protection of Outsourcing Labour Law Number 13 of 2003." In 3rd International Conference on Law and Governance (ICLAVE 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200321.026.

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Ludera-Ruszel, Agata. "CHANGES OF THE MODEL OF LABOUR LAW IN POLAND." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b21/s5.070.

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VolkovDmitriy, Vladimirovich, and Vladimir Viktorovich Myasnikov. "Development of the Soviet Labour Law in 1917-1918." In СОВРЕМЕННЫЕ ТЕНДЕНЦИИ РАЗВИТИЯ ЧАСТНОГО ПРАВА, ИСПОЛНИТЕЛЬНОГО ПРОИЗВОДСТВА И СПОСОБОВ ЮРИДИЧЕСКОЙ ЗАЩИТЫ. Санкт-Петербург: Санкт-Петербургский институт (филиал) ВГУЮ (РПА Минюста России), 2020. http://dx.doi.org/10.47645/978-5-6044512-6-7_2020_12.

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Nezinsky, Eduard. "INPUT UTILIZATION: LABOUR AND HUMAN CAPITAL IN EUROPE." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b24/s7.047.

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Rathnayake, Sanduni. "From Off-time to Offline: Recognising Right to Disconnect under the Sri Lankan Labour Law System." In SLIIT International Conference on Advancements in Sciences and Humanities 2023. Faculty of Humanities and Sciences, SLIIT, 2023. http://dx.doi.org/10.54389/xcrj9575.

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This study aims to interrogate the possibility of acknowledging the Right to Disconnect (RTD) under the labour laws of Sri Lanka. RTD which emerged as a response to the increasing demand for online and hybrid work, recognises employees’ right to remain disconnected or disengaged from any work-related activities such as answering phone calls or responding to emails after working hours. Research on RTD has focused on its practical implications for building a healthy and sustainable work force, but less has been said about its incorporation to domestic legal environments, especially in developing countries. The present study therefore critically reviews the Sri Lankan labour laws and the labour laws in other jurisdictions that have acknowledged RTD, to understand the potential of acknowledging this right in Sri Lanka. Through its data analysis this study revealed that, despite the existence of legal measures that ensure employees’ Right to relax and leisure (RRL), a little to no focus has been given to the new working environments such as online and hybrid work, and the rights that would emerge from them. While highlighting the best practices relating to RTD from other jurisdictions, this study also examines the legal dilemmas that may thwart such attempts of recognising this right in Sri Lanka. Thus, it highlights the need to update Sri Lankan labour laws to match the contemporary labour market while strengthening labour tribunals to play an active role which will be essential to acknowledge novel rights such as RTD under Sri Lankan labour laws.
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Dimitrova, Diana. "GREY ECONOMY - ACTUAL MEASURES FOR COUNTERACTION IN THE LABOUR CODE." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.270.

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The report examines the actual measures for counteraction against the grey economy, provided for in the Labour code, as well as the proposed motion for amendments and supplements. The accent is put on the administrative-law aspects of the control performed by the General Labour Inspectorate Executive agency for counteraction against the grey economy. Based on the examination summaries and conclusions are made.
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Reports on the topic "Labour Law"

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North, Scott. Drivers draw short straw in Japan’s labour law reforms. East Asia Forum, April 2024. http://dx.doi.org/10.59425/eabc.1712268000.

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Fábián, Alíz. Alternative dispute resolution in labour law in Hungary: theory and practice. ELTE Faculty of Law, January 2025. https://doi.org/10.58360/20250131-fabian.

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This study is based on the own empirical research conducted by the author between August – October 2024 by recording semi-structured interviews having the title ‘Alternatív vitarendezés a munkajogban, különös tekintettel a Munkaügyi Tanácsadó és Vitarendező Szolgálat munkásságára’, (Alternative dispute resolution in labour law – particularly focusing on the work of the Labour Advisory and Dispute Resolution Service). In this study, the following 6 (six) subtopics / questions will be analysed based on the experience of the professionals in comparison with the theory: (1) what disputes arose in the field of labour law, (2) which dispute resolution methods the professionals (and the parties) are familiar with, (3) what is the opinion of the interviewees regarding the resolution of labour disputes, (4) how can they determine the definition of alternative dispute resolution, (5) what alternative dispute resolution procedures, in which type of disputes the Service applied for the parties, (6) and finally what attitudes have the interviewees experienced from the parties during the proceedings?
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Adam, Stuart. Tax, benefits and labour law: what’s the right answer for workers in the gig economy? The IFS, November 2018. http://dx.doi.org/10.1920/ps.ifs.2024.0114.

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Nguyen, Thi Dien, Thi Minh Hanh Nguyen, Thi Minh Khue Nguyen, and Ayako Ebata. Policies to Improve Migrant Workers’ Food Security in Vietnam. Institute of Development Studies (IDS), March 2022. http://dx.doi.org/10.19088/ids.2022.019.

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Migrant workers in Vietnam make up 7.3 per cent of the population. Despite rapid economic growth, they suffer from precarious working conditions and food insecurity, which Covid-19 control measures have exacerbated. Urgent action is needed to improve migrant workers’ access to nutritious food during crises and increase resilience to future economic shocks through: (1) short-term responses that provide nutritious food; (2) improving living conditions through effective enforcement of existing policies; (3) expanding coverage of the government social safety net; and (4) progressive reform of labour law to reduce their vulnerability to job loss and increase their bargaining power.
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Stapleton, Amy, Emily Cunniffe, and Emma Quinn. Non-EU nationals in irregular employment in Ireland. ESRI, December 2024. https://doi.org/10.26504/rs189.

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Irregular employment, broadly understood as employment that is insufficiently covered by formal arrangements either in law or in practice, presents problems for the State in terms of tax revenue and regulation, whether it is undertaken by Irish, EU or non-EU nationals. For non-EU nationals, working in an irregular situation can create additional precarity, due to difficulties in exercising labour rights and accessing social security. This study discusses policy, law and data related to the irregular employment of non-EU nationals in Ireland, updating a 2017 EMN study on the topic. Reliable data on the extent of irregular employment of non-EU nationals are generally not available, in Ireland or internationally. However, information from employment inspections indicates that it occurs across a variety of sectors in Ireland, with food service activities the most prominent. Measures in place to prevent and identify the irregular employment of non-EU nationals in Ireland are presented, as well sanctions and outcomes for employers and employees.
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Stevenson, Betsey. Divorce Law and Women's Labor Supply. Cambridge, MA: National Bureau of Economic Research, September 2008. http://dx.doi.org/10.3386/w14346.

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Jolls, Christine. Employment Law and the Labor Market. Cambridge, MA: National Bureau of Economic Research, July 2007. http://dx.doi.org/10.3386/w13230.

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Katz, Lawrence, and Alan Krueger. The Effect of the New Minimum Wage Law in a Low-Wage Labor Market. Cambridge, MA: National Bureau of Economic Research, March 1991. http://dx.doi.org/10.3386/w3655.

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Charness, Gary, and Peter Kuhn. Lab Labor: What Can Labor Economists Learn from the Lab? Cambridge, MA: National Bureau of Economic Research, April 2010. http://dx.doi.org/10.3386/w15913.

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Acharya, Viral, Ramin Baghai, and Krishnamurthy Subramanian. Labor Laws and Innovation. Cambridge, MA: National Bureau of Economic Research, October 2010. http://dx.doi.org/10.3386/w16484.

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