The pandemic produced by COVID-19 put the world up against a wall. As a result, the health crisis forced all governments to implement restrictive measures, such as mandatory confinement (quarantine), suspension of some fundamental rights, temporary suspension of several economic sectors that seriously damaged the economy, to the point that many businesses closed and they were forced to lay off workers, among others. In view of this, the Peruvian government implemented some alternative measures to guarantee labour rights, such as the perfect suspension of work —through which the labour link between employer and worker is maintained— or also the economic reactivation by stages and other benefits such as Reactiva Peru.

The emergence of digital platforms brought substantial changes in the global economy, and with them a legal challenge to the new atypical work modalities, where the employers are not the same traditional employers ones, but applications such as Uber, Glovo, Cabify, Rappi, etc. In this regard, in our country, several bills sought to regulate the link between the service provided and the digital platform, under the figure of an employment relationship. However, it is the owners of these digital sites who reject their status as employers, defining themselves as intermediaries between service providers and their clients, intending to evade labor rights. Therefore, the question arises: «Is a Rappi or Glovo delivery person an employee of the company?». We consider that he/she is since he/she is subordinate and remunerated.

The global crisis caused by the COVID-19 pandemic is an unprecedented event, in which all countries were forced to adopt different restrictive measures to neutralize and slow the advance of the pandemic. Among these, we find remote work, telework, or work at home. This new work modality associated with confinement at home has forced workers to adapt to a new way of working. This scenario has led to the excessive growth of stress, known as (professional) burnout, i.e., the burned-out worker syndrome or burnout syndrome. This condition is an important public mental health problem since it represents a potential difficulty for both the employer and the worker.

Migration is a permanent problem not only for foreigners, but also for the destination country, because the migrant represents a person in search of work and opportunities, who often, by necessity, opts for any kind of (precarious) work, even with a derisory remuneration. This situation is compounded by the stigmatization and discrimination of migrant workers, due to their status, which has a negative impact on their dignity, as they are often humiliated, insulted and abused. This is the daily reality of migrant workers in our country.

Labor mobbing is a common practice in organizations that, unfortunately, is growing. Indeed, workplace harassment usually goes unnoticed and starts quietly, even though, when the victim is attacked, not only is the victim damaged physically and psychologically, but the organization is also affected, since its impact will be reflected in the production or liability that the situation might cause. Therefore, labor compliance is an ideal instrument that can neutralize not only any kind of harassment, but also any irregularity that may have occurred in the organization; therefore, it is imperative to implement compliance in the law.

The use of artificial intelligence at work presents both risks and challenges for workers. On the one hand, risks can include job losses due to automation, lack of protection of personal data, and potential discrimination in candidate selection. On the other hand, challenges may include the need for constant adaptation and training to work with advanced technology, as well as ensuring that decisions made by artificial intelligence are fair and ethical. It is therefore important that measures are taken to protect labor rights and ensure a just transition towards an increasingly automated work environment.

The barriers that people with disabilities face in accessing employment, such as discrimination, lack of reasonable accommodation, stigmatization and the absence of inclusive policies, are a constant problem. Added to this is the impact of Artificial Intelligence technologies on the labor inclusion of people with disabilities, both as an opportunity and risk factor, depending on the use to which they are used and the legal framework that regulates them. Likewise, work as the main path for the development of people with disabilities implies the recognition of their right to decent employment and equal treatment and opportunities in the workplace. For this reason, the European Union strategy 2021-2030 on the rights of people with disabilities, which seeks to implement the United Nations Convention and improve the living and working conditions of this group in Europe.