ABSTRACT In Colombia, labour law seeks to prevent and punish harassment at work, understood as "persistent and demonstrable" conduct with the purpose of undermining the dignity of the worker. Likewise, criminal law criminalises sexual harassment, understood as the act of using one's superiority for non-consensual sexual purposes. This criminal offence seeks to protect freedom, integrity and sexual training. This article analyses, using a gender perspective, the fragmentation that has occurred so far as a result of this double regulation in scenarios of sexual harassment in the workplace and which the Congress of the Republic seeks to remedy with the issuing of Act 2365, 2024. We present six tensions or points in common between labour and criminal regulations. We conclude the article by proposing three lines of research: (1) on the barriers to access to justice for sexual harassment, (2) to continue feminist dogmatic research and (3) on the forms of control in labour settings.

RESUMEN En Colombia, el derecho laboral busca prevenir y sancionar el acoso laboral, entendido como una conducta "persistente y demostrable" con el propósito de cercenar la dignidad del trabajador. Asimismo, el derecho penal tipifica el acoso sexual, comprendido como el hecho de querer valerse de la superioridad con fines sexuales no consentidos. Este tipo penal busca proteger la libertad, la integridad y la formación sexual. Este artículo analiza, utilizando una perspectiva de género, la fragmentación que se ha presentado hasta ahora a raíz de esta doble regulación en escenarios de acoso sexual laboral y que el Congreso de la República busca subsanar con la expedición de la Ley 2365 de 2024. Presentamos seis tensiones o puntos en común entre las regulaciones laborales y penales. Concluimos el artículo proponiendo tres líneas de investigación: (1) sobre las barreras de acceso a la justicia del acoso sexual, (2) continuar la investigación dogmática feminista y (3) sobre las formas de control en escenarios laborales.

Abstract This article seeks to reflect on the dynamics of deconstruction regarding the socio-legal framework of work and of the vulnerability of its status in Portuguese society in recent decades. To this end, it identifies and characterizes the different periods of labor regulation from the 25th of April to the present day, presenting a diachronic reading of the main disputes and regulatory changes. In the second part, it points out transformations in the employment structure and systematizes the most relevant ways of embrittlement of work - the profusion of precarious types of employment, the “alternative uses” of the law, the clandestinization and the non-remuneration of work, the exposure to market fluctuations, the lack of manpower, and the weakening of collective hiring. The aim is to contribute to thinking about work today, between the “promises of April” and neoliberal regulation.

Resumo Este artigo procura refletir sobre as dinâmicas de desconstrução do enquadramento sociojurídico do trabalho e de vulnerabilização do seu estatuto na sociedade portuguesa nas últimas décadas. Para isso, identifica e caracteriza os diferentes períodos de regulação laboral desde o 25 de Abril até à atualidade, apresentando uma leitura diacrónica das principais disputas e mudanças normativas. Num segundo momento, aponta transformações na estrutura do emprego e sistematiza as vias mais relevantes de fragilização do trabalho - a profusão de modalidades precárias de emprego, os “usos alternativos” da lei, a clandestinização e a não remuneração do trabalho, a exposição às flutuações do mercado, a deslaboralização e a debilitação da contratação coletiva. Pretende-se assim contribuir para pensar o trabalho hoje, entre as promessas de Abril e a regulação neoliberal.

Résumé Cet article cherche à réfléchir sur la dynamique de déconstruction du cadre sociojuridique du travail et la vulnérabilité de son statut dans la société portugaise au cours des dernières décennies. Pour ce faire, il identifie et caractérise les différentes périodes de régulation du travail du 25 avril (date de la révolution portugaise) à nos jours, en présentant une lecture diachronique des principaux conflits et évolutions réglementaires. D’autre part, il signale les changements dans la structure de l’emploi et systématise les modalités les plus pertinentes de fragilisation du travail - la profusion d’emplois précaires, les « usages alternatifs » du droit, la clandestinité et la non-rémunération du travail, l’exposition aux fluctuations du marché, le manque de main-d’œuvre et l’affaiblissement de la négociation collective. L’objectif est de contribuer à réfléchir sur le travail aujourd’hui, entre « promesses d’avril » et régulation néolibérale.

Resumen: El sistema internacional de los Derechos Humanos -en lo que tiene que ver con los “derechos humanos laborales”- incide en el derecho laboral interno no sólo a través de las obligaciones impuestas a los Estados, sino también por la aplicación que hacen los jueces de los derechos reconocidos en los instrumentos internacionales y de las interpretaciones que efectúan los órganos de control. Se aprecia la existencia de un “sistema de derechos humanos laborales” en el cual estos derechos se terminan de precisar por las interpretaciones de los órganos de control. La importancia de la jurisprudencia de estos órganos de control también influye en el estudio y enseñanza del Derecho del Trabajo al delimitar el alcance de los derechos humanos laborales. A la vez, la Corte Interamericana de Derechos Humanos recoge en su jurisprudencia las normas internacionales del trabajo y los pronunciamientos de los órganos de control de la OIT, lo que señala los vínculos entre el Derecho del Trabajo y el Derecho Internacional de los Derechos Humanos. Además del sistema de derechos humanos laborales, el trabajo refiere a otras vías para hacer frente a la globalización de los mercados, como las cláusulas sociales de los tratados de libre comercio o los acuerdos marco mundiales. Y se aborda la cuestión del futuro del Derecho del Trabajo.

Abstract: The international human rights system - as far as "labour human rights" are concerned - has an impact on domestic labour law not only through the obligations imposed on States, but also through the application by judges of the rights recognised in international instruments and the interpretations made by the supervisory bodies. The existence of a "system of human rights at work" can be seen in which these rights are finalised by the interpretations of the supervisory bodies. The importance of the jurisprudence of these supervisory bodies also influences the study and teaching of labour law by defining the scope of labour human rights. At the same time, the jurisprudence of the Inter-American Court of Human Rights incorporates international labour standards and the pronouncements of the ILO supervisory bodies, which points to the links between labour law and international human rights law. In addition to the system of human rights at work, the paper refers to other ways of dealing with the globalisation of markets, such as social clauses in free trade agreements or global framework agreements. And it addresses the question of the future of labour law.

Resumo: O sistema internacional de direitos humanos - no que diz respeito aos "direitos humanos trabalhistas" - tem impacto sobre o direito trabalhista interno não apenas por meio das obrigações impostas aos Estados, mas também por meio da aplicação pelos juízes dos direitos reconhecidos nos instrumentos internacionais e das interpretações feitas pelos órgãos de supervisão. Pode-se observar a existência de um "sistema de direitos humanos no trabalho" no qual esses direitos são finalizados pelas interpretações dos órgãos de supervisão. A importância da jurisprudência desses órgãos de supervisão também influencia o estudo e o ensino do direito do trabalho ao definir o escopo dos direitos humanos trabalhistas. Ao mesmo tempo, a jurisprudência da Corte Interamericana de Direitos Humanos incorpora as normas internacionais do trabalho e os pronunciamentos dos órgãos de supervisão da OIT, o que aponta para os vínculos entre o direito do trabalho e o direito internacional dos direitos humanos. Além do sistema de direitos humanos no trabalho, o documento faz referência a outras formas de lidar com a globalização dos mercados, como cláusulas sociais em acordos de livre comércio ou acordos-quadro globais. E aborda a questão do futuro da legislação trabalhista.

In the historical and current transformation discourses in South Africa and Namibia, the concept of decolonisation is no longer a mere abstract concept. Decolonisation is now a fundamental policy and regulatory imperative that is heavily centred on, among other things, the land question and debates around the historical as well as present-day use of indigenous cheap and unskilled labour in underpaid sectors of industry -particularly the mining sector. During the colonial era, as the mining industries in South Africa and Namibia expanded, a substantial number of migrant labourers and local workers entered the mines. To safeguard these mineworkers' legal rights, labour laws were passed. Despite the implementation of such labour laws, regular strikes were a feature of the mining industries in South Africa and Namibia at the time. In the post-colonial dispensation, the South African mining industry has been characterised by numerous strike actions, while in Namibia, widespread dissatisfaction with working conditions has been noted. This raises the question of whether or not South Africa and Namibia have made progress in defending mineworkers' labour rights. This question is critical when viewed through the lens of a post-colonial society governed by a constitutionalised labour law framework. While there has arguably been a noticeable improvement in mineworkers' employment conditions, labour-related inequities continue to characterise the mining industries in South Africa and Namibia in the post-colonial era. Profiteering, capitalism, safeguarding the security of tenure of foreign mining corporations, and the persistent need to ensure the ease of doing business in the mining sector appear to take precedence over defending mineworkers' rights. Thus, this article explores the labour rights discourse developed by South African and Namibian mineworkers, as well as the applicable labour legislation. A strong case is made for reconsidering the extent to which South African and Namibian labour laws have been decolonised. This is done in a manner that is attentive to investment security and sustainable growth of the mining sector in the two countries as well as the realisation of African mineworkers' fundamental labour rights.

This article provides an overall assessment on the justiciability of economic, social and cultural rights (ESCRs) within the legal system of South Sudan. It establishes that, in theory, ESCRs are justiciable under the legal system of South Sudan in a complementary and collaborative manner at two levels, namely, the national and supranational. The article argues that ESCRs may in theory be legally and judicially enforceable by virtue of the Constitution and domestic legislation. Furthermore, ESCRs are justiciable by virtue of the automatic incorporation of numerous treaties into the Bill of Rights in the Constitution, with these treaties also effecting justiciability as part of the international treaty obligations of South Sudan. It further asserts that there are two parallel layers, national and supranational, which give effect to the legal realisation of ESCRs in South Sudan. This is presented through numerous domestic constitutional and legal provisions, and also international and regional treaty obligations of South Sudan. For that purpose, the article appraises relevant provisions in the Constitution, domestic laws, and United Nations and regional treaties to which South Sudan is a state party. In addition, the article examines a number of bodies and entities that are established by these frameworks to operationalise the enforcement of ESCRs. The article concludes that this composite situation forms a basis for all the instruments and structures to supplement and complement one another in a non-hierarchical perspective. The view expressed in the article is that the current status remains theoretical and is empirically and practically challenged by the factual realities that hinder and hamper the operationalisation of justiciability in South Sudan. It recommends that a practical test is required in order for a comprehensive legal jurisprudence about the justiciability of ESCRs in and for South Sudan to materialise.

Resumo: O artigo analisa os relatos acerca da rebelião zulu de 1906, que ocorreu na região da Colônia de Natal e da Zululândia (atualmente parte da África do Sul), fornecidos por homens falantes de isizulu que se envolveram direta ou indiretamente com as insurgências e que foram registrados pelo funcionário civil e administrador colonial James Stuart entre as décadas de 1900 e 1910. Os testemunhos evidenciam, para além das causas mais imediatas da rebelião, a exemplo da imposição injusta de impostos coloniais, uma percepção da ilegitimidade associada ao governo colonial, em um contexto marcado pela intensificação da exploração de mão de obra e expropriação de terras no interior do sul da África. Resumo 1906 atualmente Sul, Sul , Sul) 190 1910 evidenciam coloniais 19 191 1

Abstract: The article analyzes accounts of the Zulu Rebellion of 1906, which took place in Natal Colony and Zululand (present-day South Africa), as provided by isizulu-speaking individuals directly or indirectly involved in the uprisings, and recorded by the civil servant and colonial administrator James Stuart between the 1900s and 1910. The testimonies reveal, beyond the more immediate causes of the rebellion, such as the unjust imposition of colonial taxes, a perception of illegitimacy associated with colonial rule in a context marked by the intensification of labour exploitation and land expropriation in Southern Africa. Abstract 1906 presentday present day Africa, Africa , Africa) isizuluspeaking isizulu speaking uprisings s 1910 reveal rebellion taxes 190 191 19 1

Persons with disabiliites are a historically marginalised minority, but they do possess the capacity to make a valuable contribution in the workplace. Disabilty in no way dimisses the right of individuals to be employed and to make a contribution to the labour market and the economy at large. Recent case law suggests that the duty to reasonably accommodate disabled respondents remains a conundrum for both respondents and employers in South Africa. In Legal Aid South Africa v Jansen 2020 41 ILJ 2580 (LAC) the Labour Appeal Court (LAC) overturned a judgment by the Labour Court that found that Legal Aid unfairly discriminated against a respondent with depression. In 2018, the Labour Court ordered Legal Aid to reinstate Mr Jansen in that it had acted unfairly as his depression was most likely the true cause for his misconduct. On appeal, the LAC emphasised that in order to prove automatic unfair dismissal an applicant must prove both factual and legal causation. The LAC further found that the most dominant reason for Mr Jansen's dismissal was his misconduct and not his depression. Nonetheless, the LAC emphasised that depression is a prevalent illness in the current work environment and that all employers have a duty to deal with depression in a sympathetic manner and were reminded of their obligation to investigate the disability fully, to consider reasonable accommodation and to consider alternatives short of dismissal. Respondents were also reminded of the fact that they need to co-operate with their employers. Whilst South Africa has made significant progress in enacting legislation, codes, and guidelines to lay the foundation for reasonable accommodation, role-players, with specific reference to employers and the judiciary, often overlook these detailed guidelines, especially in cases where the employee suffers from depression. Disabilty is often used interchangeably with incapacity, which is problematic. This article argues that employers should follow a broad interpretation of the guidelines contained in the Code of Good Practice: Key Aspects on the Employment of People with Disabilities (2002), as well as the Technical Assistance Guidelines. Multi-party consultations and investigations need to be conducted, with the assistance of experts, if needs be. It is further suggested that until South Africa has targeted legislation and policies which make disability management functions mandatory, reasonable accommodation will remain a conundrum.

This case note seeks to determine the future of collective bargaining after the Labour Appeal Court (LAC) judgment in Public Servants Association v Minister of Public Service [2021] 3 BLLR 255 (LAC). In arriving at a conclusion, context is provided. As part of the context it is shown that the right to engage in collective bargaining is not synonymous with the legal right to collective bargaining. This is based on the Constitution of the Republic of South Africa, 1996, case law and international law. Despite this, it is demonstrated that it can be argued that collective bargaining can be accepted as a recognised practice (a right) when one uses the test of what is a custom. It is further revealed that the main parties in public sector collective bargaining are the Public Service Coordinating Bargaining Council (PSCBC), the Department of Public Service and Administration, and trade unions. The last two ordinarily have competing interests and the PSCBC is the platform where they resolve their differences and enter into collective agreements. In 2018 a three-year wage agreement was reached for public servants, which the employer failed to implement in its last year. This led to the PSCBC intervening in the matter, but before it could reach fruition the matter was scheduled to be heard by the court. The last leg of the agreement was declared to be invalid and unenforceable on the basis that it was unaffordable and did not comply with the legal prescripts. This led to a period of uncertainty (2022-2023). This period saw government employees receiving 0% salary increases, failed wage negotiations, the unilateral imposition of a wage increase by the employer, a disruptive strike, and shorter wage agreements to address the shortcoming identified by the LAC in PSA v DPSA. The context provided yields the answer (the conclusion) that there is still room for collective bargaining, but that it will be filled with turbulence.

The Labour Relations Act 66 of 1995 (hereafter the 1995 LRA) is a product of criticism of the Labour Relations Act 28 of 1956 (hereafter the 1956 LRA). While there were also other points of criticism of the 1956 LRA, those of particular importance for the current discussion included that it allowed for too much legal intervention in collective bargaining (after the fact) and that the system provided too great a scope for third-party discretion in the resolution of collective bargaining disputes. Aiming to address these weaknesses, the 1995 LRA promised "to achieve certainty and to leave as little as possible to the discretion of administrators and adjudicators." It is against this background that this article focusses on advisory arbitration in the public interest as provided for in section 150 and 150A-D of the 1995 LRA. It considers the extent to which the collective bargaining model under the 1995 LRA - as a product of criticism of the 1956 model - continues to be grounded on the legislative policy consideration of voluntarism when viewed against the extent to which the legislature by way of reactive amendments to the 1995 LRA over the three decades since its enactment has once again increased the scope provided for third-party intervention and third-party discretion in collective bargaining.

South African law under the Labour Relations Act 66 of 1995 (LRA), as amended, confers on the Labour Court the power to adjudicate on issues relating to strikes and to grant an interdict and/or order the payment of just and equitable compensation for any loss attributable to the strike or lockout. At least 48 hours before the strike, workers or their trade unions must give written notice of their intention to strike to the employer, the applicable negotiating council, and the Commission for Conciliation, Mediation, and Arbitration. If a strike follows the law, workers who take part in it are shielded from being fired for no other reason than that they are striking. Employees on strike and their trade unions are shielded from lawsuits for any losses or harm sustained while on the protected strike. During an unprotected strike, workers lose the legal protections afforded by labour laws, leaving them open to legal action and possible termination. In the case under review - Massmart Holdings and Others v South African Commercial Catering and Allied Workers Union [2022] ZALCJHB 119 - the trade union, from whom the employer sought compensation for damages caused during a protected strike, objected to the Labour Court's jurisdiction as derived from the LRA. This article provides a critical review of the Labour Court's jurisdiction, particularly in the light of section 68 of the LRA, to order compensation. The analysis revisits previous judgments to test the correctness of the judgment given in the Massmart case.

Abstract This article looks at living and working conditions on board ships. It shows that, despite the existence of the Maritime Labour Convention aimed at improving these conditions, seafarers continue to suffer from behaviour that infringes their rights. In the face of this continuity, it is proposed, as part of a forward-looking approach, to elevate well-being to the rank of a fundamental right. The working hypothesis is that fundamental rights, by virtue of their structuring impact, help to humanise social relations over a more or less long period of time. Elevating the right to well-being of seafarers to the rank of fundamental right could thus usefully contribute to the progressive and humanist nature of the Maritime Labour Convention.

Résumé Cet article a pour objet l’étude des conditions de vie et de travail à bord des navires. Il montre, malgré l’existence de la convention du travail maritime tendant à mieux encadrer ces conditions, que les marins continuent à souffrir de comportements portant atteinte à leur droit. Face à cette continuité, il est proposé dans une démarche prospective d’élever le bien être au rang de droit fondamental. L’hypothèse de travail est que les droits fondamentaux en raison de leur portée structurante contribuent sur un temps plus ou moins long à humaniser les rapports sociaux. L’élévation du droit au bien être des gens de mer au rang de droit fondamental pourrait ainsi utilement contribuer au caractère progressiste et humaniste de la convention du travail maritime.

Resumen: Este artículo analiza la cuestión de la ultraactividad de los convenios colectivos en Uruguay y la relación con su vigencia. Se discute la doctrina de la incorporación de las cláusulas de los convenios colectivos en los contratos individuales de trabajo y se argumenta que carece de respaldo jurídico y afecta a la negociación colectiva. Asimismo, se contextualiza la temática en el plano uruguayo, en el marco de la queja formulada por el sector empleador ante la Organización Internacional del Trabajo en el año 2009 y los pronunciamientos de sus órganos técnicos. En virtud de ello, se aporta una comparación entre el régimen de ultraactividad previsto en la Ley n.o 18.566 de negociación colectiva y su posterior derogación por parte de la Ley n. o 20.145 en el año 2023. Se examina la eventual incidencia del principio de progresividad y de la regla de la condición más beneficiosa, a parir de lo cual se concluye que la derogación de la ultraactividad es de aplicación inmediata y automática.

Abstract: This article delves into the issue of ultraactivity in collective bargaining agreements in Uruguay and its relationship with their validity. It scrutinizes the doctrine of incorporating the clauses of these agreements into individual employment contracts, arguing that it lacks legal support and impacts collective bargaining negatively. Additionally, the topic is contextualized within the Uruguayan framework, taking into account the employer sector's complaint to the International Labour Organization in 2009 and the pronouncements of its technical bodies. Consequently, a comparison is drawn between the ultraactivity regime outlined in Law No. 18,566 on collective bargaining and its subsequent repeal by Law No. 20,145 in 2023. The potential impact of the principle of progressivity and the rule of the most favorable condition is examined, leading to the conclusion that the repeal of ultraactivity takes immediate and automatic effect.

Resumo: Este artigo analisa a questão da ultra-atividade dos acordos coletivos no Uruguai e sua relação com a vigência dos mesmos. Discute-se a doutrina da incorporação das cláusulas dos acordos coletivos nos contratos individuais de trabalho, argumentando-se que carece de respaldo legal e que afeta a negociação coletiva. Da mesma forma, a questão é contextualizada a nível uruguaio, no âmbito da reclamação formulada pelo setor patronal perante a Organização Internacional do Trabalho em 2009 e os pronunciamentos de seus órgãos técnicos. Em virtude disso, é feita uma comparação entre o regime de ultra-atividade previsto na Lei nº 18.566 sobre negociação coletiva e sua posterior revogação pela Lei nº 20.145 no ano de 2023. Examina-se a eventual incidência do princípio da progressividade e da regra da condição mais benéfica, concluindo que a revogação da ultra-atividade é de aplicação imediata e automática.

Resumen: La expansión aplicativa de las nuevas tecnologías -en el sentido amplio que permite incluir en ellas la infocomunicación, la digitalización, la robótica, la nanotecnología y la Inteligencia Artificial- así como sus repercusiones en el ámbito laboral y de prestación de servicios, en general, han sido objeto de continuos análisis desarrollados por plurales instancias y organismos, cuyas conclusiones sirven a nuestro ensayo de naturaleza jurídico-normativa con dos finalidades: presentar el estado de la cuestión desde una perspectiva socioeconómica y, a partir de ella, indagar acerca de las medidas adoptadas por los distintos niveles políticos para afrontar las derivas perniciosas que la implementación de estas nuevas tecnologías pudiera ocasionar para la empleabilidad de la ciudadanía, más concretamente para colectivos vulnerables en el contexto de la IV revolución industrial, como podría acontecer con la mujer. Los objetivos apenas referidos justifican que la estructura de este estudio esté compuesta por dos grandes apartados destinados, el primero, a ofrecer una reflexión asentada en los datos proporcionados por los informes existentes al respecto. Con ello pretendemos no sólo compilar las conclusiones alcanzadas por los distintos grupos de investigación que han abordado la cuestión, sino especialmente detectar hallazgos comunes y diferenciados que, en conjunto presentados, contribuyan a dotar de transparencia al estado de la cuestión. Como de seguida se observa, hemos procurado a este respecto traer a colación análisis procedentes de actores internacionales -OIT, OCDE y Foro Económico Mundial-, comunitarios -órganos comunitarios e institutos de investigación europeos, así como entidades privadas que han desarrollado informes al respecto en el ámbito europeo- y nacionales españoles -representados, en este caso, por el Instituto de las Mujeres, el Consejo Económico Social, Eurostat, el Servicio Público de Empleo Estatal y alguna entidad privada-, de modo que sea posible el contraste y, por ende, cierta objetividad. El segundo apartado queda consignado a indicar los aspectos ventajosos, pero también los perjudiciales que las nuevas tecnologías comportan para el ámbito laboral, si bien tomando como perspectiva de estudio el colectivo femenino y, como guía estructuradora, los tres momentos que tradicionalmente la doctrina iuslaboralista distingue en la relación contractual laboral; id est, su nacimiento, vigencia y terminación. Las propuestas conclusivas, destinadas a ofrecer algunas sugerencias al legislador nacional respecto de actuaciones a adoptar en este ámbito de la empleabilidad femenina en el contexto de las nuevas tecnologías, se incluyen en el último de los apartados que configuran este ensayo.

Abstract: The application expansion of new technologies -in the broad sense that allows them to include info-communication, digitization, robotics, nanotechnology and Artificial Intelligence- as well as its repercussions in the workplace and the provision of services, in In general, have been the subject of continuous analyzes developed by multiple instances and organizations, whose conclusions serve our essay of a legal-normative nature with two purposes: to present the state of the matter from a socioeconomic perspective and, from it, to inquire about the measures adopted by the different political levels to face the pernicious drifts that the implementation of these new technologies could cause for the employability of citizens, more specifically, for groups that are especially vulnerable in the context of the IV industrial revolution, as could happen with women. The objectives just mentioned justify that the structure of this study is composed of two large sections intended, the first, is to offer a reflection based on the data provided by the existing reports on the matter. Through it, we intend not only to compile the conclusions reached by the different research groups that have addressed the issue but especially to detect common and differentiated findings that, presented together, provide transparency to the state of the issue. As can be seen below, we have tried in this regard to bring up analyses from international actors -ILO, OECD and World Economic Forum-, community -community bodies and European research institutes, as well as private entities that have developed reports on the matter in the European sphere- and Spanish nationals -represented, in this case, by the Women’s Institute, the Social Economic Council, Eurostat, the State Public Employment Service and some private entity-, so that the contrast is possible and, therefore, some objectivity. The second section is consigned to indicate the advantageous aspects, but also the harmful ones that the new technologies entail for the workplace, although taking as a study perspective the female group and, as a structuring guide, the three moments that the labour law doctrine traditionally distinguishes in the labor contractual relationship; id est, its birth, validity and termination. The conclusive proposals, aimed at offering suggestions to the national legislator regarding actions to be adopted in this field of female employability in the context of new technologies, are included in the last sections that make up this essay.

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ABSTRACT Telework has reconfigured labor relations in organizations and made more visible the mental health problems that affect workers. The intensive use of new information and communication technologies, the overload of work, the extension of working hours, and the blurring of boundaries between the world of work and the family, among other typical factors of teleworking, are significantly affecting mental health. Mental disorders such as workrelated stress, depression, anxiety, and exhaustion are becoming more common. This new scenario has generated a legal response. In our country, the Telework Law, and its Regulations, among other rules, provide important but insufficient and limited legal treatment on the subject. Therefore, it is imperative that new legal tools are developed so that the operators of the law are better qualified to settle disputes relating to the protection of workers’ rights to mental health. In this sense, taking into consideration the social determinants and, in particular, the psychosocial risk factors, this article aims to promote the creation of a special legal regulation on the protection of the right to mental health of teleworkers, especially when we are facing a right of enhanced protection.

RESUMEN El teletrabajo ha reconfigurado las relaciones laborales en las organizaciones y ha hecho más visibles los problemas de salud mental que afectan a los trabajadores. El uso intensivo de las nuevas tecnologías de la información y la comunicación; la sobrecarga de trabajo; la extensión del tiempo de trabajo; la difuminación de las fronteras entre el mundo laboral y el mundo familiar, entre otros factores propios del teletrabajo, están incidiendo de manera significativa en la salud mental. Trastornos mentales como el estrés laboral, la depresión, la ansiedad y el agotamiento laboral son cada día más recurrentes. Este nuevo escenario ha generado la respuesta del derecho. En nuestro país, la Ley del Teletrabajo y su reglamento, entre otras normas, proporcionan un tratamiento jurídico importante, pero insuficiente y limitado sobre el tema. Por ende, es imprescindible que se elaboren nuevas herramientas jurídicas a fin de que los operadores del derecho estén en mejores condiciones para dirimir los conflictos relativos a la protección del derecho a la salud mental de los trabajadores. En tal sentido, tomando en consideración los determinantes sociales y, en particular, los factores de riesgo psicosocial, el presente artículo tiene como objetivo promover la creación de una regulación jurídica especial sobre la protección del derecho a la salud mental de los teletrabajadores, más aún cuando estamos frente a un derecho de protección reforzada.

RESUMO O teletrabalho reconfigurou as relações de trabalho nas organizações e tornou mais visíveis os problemas de saúde mental que afetam os trabalhadores. O uso intensivo de novas tecnologias de informação e comunicação; a sobrecarga de trabalho; a extensão do tempo de trabalho; a diluição das fronteiras entre o mundo do trabalho e o mundo da família, entre outros fatores específicos do teletrabalho, estão causando um impacto significativo na saúde mental. Transtornos mentais como estresse relacionado ao trabalho, depressão, ansiedade e Burnout estão se tornando cada vez mais comuns. Esse novo cenário gerou uma resposta legal. Em nosso país, a Lei do Teletrabalho e seu Regulamento, entre outras normas, fornecem um tratamento jurídico importante, mas insuficiente e limitado sobre o assunto. Portanto, é fundamental que novas ferramentas jurídicas sejam desenvolvidas para que os operadores do direito tenham melhores condições de solucionar os conflitos relativos à proteção do direito à saúde mental dos trabalhadores. Nesse sentido, levando em conta os determinantes sociais e, em particular, os fatores de risco psicossociais, este artigo tem como objetivo promover a criação de uma regulamentação jurídica especial sobre a proteção do direito à saúde mental dos teletrabalhadores, especialmente quando se trata de um direito de proteção reforçada.

Abstract This article seeks to analyze the racial deficit in Labor Law in Brazil, based on the understanding, by the critical field of the labor sector, of the place in which black workers are inserted in the emergence of Labor Law and in the very constitution of the working class. Thus, we seek to show how this field deprives itself of an analysis that identifies black workers as relevant agents in the historicity of labor relations in Brazil. Brazil understanding sector class Thus

Resumo O presente artigo busca analisar o déficit racial do Direito do Trabalho no Brasil, a partir da compreensão, pelo campo crítico do ramo juslaboral, do lugar no qual são inseridos os trabalhadores negros no surgimento do Direito do Trabalho e na própria constituição da classe trabalhadora. Assim, busca-se evidenciar como esse campo priva-se de uma análise que identifique os trabalhadores negros como agentes relevantes na historicidade das relações de trabalho no Brasil. Brasil compreensão juslaboral trabalhadora Assim buscase se privase priva