Algorithmic human resource management (AHRM), the automation or augmentation of human resources-related decision-making with the use of artificial intelligence (AI)-enabled algorithms, can increase recruitment efficiency but also lead to discriminatory results and systematic disadvantages for marginalized groups in society. In this paper, we address the issue of equal treatment of workers and their fundamental rights when dealing with these AI recruitment systems. We analyse how and to what extent algorithmic biases can manifest and investigate how they affect workers’ fundamental rights, specifically (1) the right to equality, equity, and non-discrimination; (2) the right to privacy; and, finally, (3) the right to work. We recommend crucial ethical safeguards to support these fundamental rights and advance forms of responsible AI governance in HR-related decisions and activities.

A new legal order has arisen in the United Kingdom (‘UK’) following that country's withdrawal from the European Union (‘EU’). Nowhere are these changes more evident than in the complex rules that have emerged in the fields of freedom of movement and the right to work. In evaluating the new legal landscape, this Article has two overarching aims. The first is to assess the level of protection granted to the right to work and associated free movement rights within EU and UK law, including the terms of the EU-UK Withdrawal Agreement. The second aim is to examine the extent to which those right to work rules are reflective of the status of the right to work as a fundamental social right. It is argued that Brexit unmoors the right to work from EU free movement rules, thereby undermining the normative value of that right, while exacerbating flaws in domestic rules governing access to employment for both national and migrant workers.

In 1945 the Curtin Labor Government declared it had the capacity and responsibility to permanently eliminate the blight of unemployment from the lives of Australians in its White Paper ‘Full Employment in Australia’. This was the culmination of a century of struggle to establish the ‘right to work’, once a key objective of the 19th century labour movement. Deeply resented and long resisted by employer groups, the policy was abandoned in the mid-1970s, without an electoral mandate. Although the Australian Labor Party and union movement urged public vigilance to preserve full employment during 23 years of Liberal rule, after 1978 they quietly dropped the policy as the Australian Labor Party turned increasingly to corporate donors for the money they needed to stay electorally competitive. While few leading lights of today’s Labor movement care to discuss it, it is right that Australians celebrate this bold statement of our right to work, and the 30 years of full employment it heralded.

The analysis examines the effort to incorporate labor rights into the American conception of civil liberties and the opposition to that endeavor. It focuses on three Senators—Robert Wagner, Robert La Follette, Jr., and Elbert Thomas—and New Deal officials who conceived of the National Labor Relations Act as a cornerstone of the effort to achieve “economic justice” and defended the law against its critics. It examines the opponents, including the National Association of Manufacturers and an anticommunist alliance between southern Democrats and Republicans. An ideological counteroffensive recast the supporters of social rights as un-American opponents of free enterprise and defined civil liberties as protecting the individual from an expansionist state and labor bosses. The analysis demonstrates the multiple causes for the disappearance of ideological space for conceiving that protection from oppressive employers constituted a civil liberty and the displacement of labor rights by the “right to work.”

In this paper, we adopt an experimentalist approach to determining the content of international human rights for assessing national mandatory work programmes for recipients of social assistance (MWPs). This approach implies going back and forth between law and experience in order to determine the better way to secure human rights in an ever-changing environment. After having identified six criteria for evaluating MWPs in the soft case-law of international bodies, we confront this emerging international human rights framework with an empirical study on MWP practices in the Netherlands. This confrontation reveals that specific aspects of the capability for voice of working welfare recipients are absent in the human rights framework and that the framework is not gender-neutral. Including these aspects, we construct an experimentalist human-rights-based instrument that is suitable for evaluating national MWPs.

In the competition between American states for economic development, about half of American states offer lower levels of labor rights in the form of “right-to-work” (RTW) laws. RTW states often tout their advantages in competing for foreign investment, but do foreign companies really want weaker labor regulation? Many foreign firms locate production in the United States not to lower labor costs but for other reasons, such as proximity to consumers or to employ highly skilled workers, implying that differences across labor regulations within rich countries may be declining in importance. In this article, we investigate the relationship between RTW laws and greenfield foreign direct investments. In particular, we explore recent RTW changes across two states, Indiana and Michigan, controlling for national trends in foreign investment. Adopting RTW increases foreign investment in manufacturing in both states, but Michigan's RTW law is associated with gains in service-sector projects even while Indiana's is not. While RTW may attract more manufacturing, it is not enough to generate broad-based gains across the economy.

This article outlines one form Work Integration Social Enterprises (WISEs) can take under international human rights law. It builds on the conviction that social enterprises, and WISEs more specifically, are compatible with the foundations and principles human rights are built on. However, there is a lack of engagement with social enterprises generally, in international human rights law. Building on the characteristics of WISEs and substantive equality theories, it is suggested that they can be conceptualized under the heading of affirmative measures. It is expected that this conceptualization can provide a starting point for increasing the visibility of the sector, while simultaneously ensuring its compliance with human rights standards, most notably under the human right to work. The article further points out WISEs and social enterprises’ potential more generally, illustrating how businesses can position themselves as active agents contributing to the realization of human rights.

What contributions could we expect from Catholic Social Teaching (CST) on human dignity in relation to the dignity of work? This article begins with an explanation of CST and its relevance for secular audiences. It then proceeds to identify the main features of human dignity based on the notion of imago Dei in CST. Next comes an analysis of the dignity of work in CST from which two normative principles are derived: the precedence of duties over rights and the priority of the subjective dimension of work over the objective dimension. Afterwards, the “right to work” and the “rights of workers” are engaged with from this normative perspective, particularly within the context of globalization.

The main claim of this paper is that in a world of equal entitlements to work rights the justification for a basic income is stronger, and that its level should be higher, the higher the level of unemployment or job scarcity. Point of departure is an economy with job scarcity. A fair way to deal with job scarcity is to grant everybody an equal right to work, where these rights can be freely traded. It turns out that such a Labour Rights scheme and a basic income scheme are equivalent. The equivalence is that the price of Labour Rights and the unemployment benefit corresponds to the income tax rate and basic income respectively. The tax rate can thus be considered as what workers have to pay to appropriate scarce job assets. Both schemes allow that some people voluntarily abstain from doing paid work, in return for a financial compensation. Therefore, the advantages in terms of equity and efficiency of a Labour Rights scheme equally apply to the basic income proposal. This analysis provides an argument against cutting unemployment and social assistance benefits during economic downturns and it offers new insights to evaluate the parasitism and exploitation objection raised against basic income.

The main claim of this paper is that in a world of equal entitlements to work rights the justification for a basic income is stronger, and that its level should be higher, the higher the level of unemployment or job scarcity. Point of departure is an economy with job scarcity. A fair way to deal with job scarcity is to grant everybody an equal right to work, where these rights can be freely traded. It turns out that such a Labour Rights scheme and a basic income scheme are equivalent. The equivalence is that the price of Labour Rights and the unemployment benefit corresponds to the income tax rate and basic income respectively. The tax rate can thus be considered as what workers have to pay to appropriate scarce job assets. Both schemes allow that some people voluntarily abstain from doing paid work, in return for a financial compensation. Therefore, the advantages in terms of equity and efficiency of a Labour Rights scheme equally apply to the basic income proposal. This analysis provides an argument against cutting unemployment and social assistance benefits during economic downturns and it offers new insights to evaluate the parasitism and exploitation objection raised against basic income.