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The right to a maximum working hours per day (or week) was recognized a century ago in the first convention of the International Labour Organization and has been included in the most important international conventions adopted by Peru. However, it has not been able to consolidate, even though its relevance has not changed. We believe that the right to digital disconnection is a confirmation of the importance of said concept, which we shall describe in this work.

Labor laws have always sought to protect women, especially when they are mothers. Regardless, the majority of these rules originate in a paternalistic supposition and without gender perspective, maintaining a stereotyped image of the woman in her role as a mother, without the correction of the inadequate situation in which they live. This article seeks to present a juridical opinion about current normative situation, the recent corrections and the existing problems, accompanied by proposals of possible solutions.

En el presente trabajo podemos contemplar un riguroso análisis sistemático de las diferentes normas nacionales e internacionales que forman el bloque de constitucionalidad. Este análisis sirve de base para entender las restricciones que debe respetar el legislador, pero se muestran casos donde el legislador actúa en contra de las mismas, generando la desprotección de ciertos grupos. Sin dudas, este es un trabajo que colabora con el debate sobre la aplicación del derecho del trabajo en general.

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The right to a maximum working hours per day (or week) was recognized a century ago in the first convention of the International Labour Organization and has been included in the most important international conventions adopted by Peru. However, it has not been able to consolidate, even though its relevance has not changed. We believe that the right to digital disconnection is a confirmation of the importance of said concept, which we shall describe in this work.

The Internal Labor Regulations is a rule law that could be created by the employer. In that sense, its position in the system of sources is residual because it can not contravene the government rules nor the collective agreement content. However, case law has considered it many times to assess the validity of a dismissal or the existence of an employment relationship. This article seeks to review these issues and to assess the validity of the rule that regulates it (Supreme Decree 39-91-TR).

Labor laws have always sought to protect women, especially when they are mothers. Regardless, the majority of these rules originate in a paternalistic supposition and without gender perspective, maintaining a stereotyped image of the woman in her role as a mother, without the correction of the inadequate situation in which they live. This article seeks to present a juridical opinion about current normative situation, the recent corrections and the existing problems, accompanied by proposals of possible solutions.

El artículo no presenta resumen.

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No presenta reseumen

Labor laws have always sought to protect women, especially when they are mothers. Regardless, the majority of these rules originate in a paternalistic supposition and without gender perspective, maintaining a stereotyped image of the woman in her role as a mother, without the correction of the inadequate situation in which they live. This article seeks to present a juridical opinion about current normative situation, the recent corrections and the existing problems, accompanied by proposals of possible solutions.

El artículo no presenta resumen.

The Internal Labor Regulations is a rule law that could be created by the employer. In that sense, its position in the system of sources is residual because it can not contravene the government rules nor the collective agreement content. However, case law has considered it many times to assess the validity of a dismissal or the existence of an employment relationship. This article seeks to review these issues and to assess the validity of the rule that regulates it (Supreme Decree 39-91-TR).

The right to a maximum working hours per day (or week) was recognized a century ago in the first convention of the International Labour Organization and has been included in the most important international conventions adopted by Peru. However, it has not been able to consolidate, even though its relevance has not changed. We believe that the right to digital disconnection is a confirmation of the importance of said concept, which we shall describe in this work.

En el presente trabajo podemos contemplar un riguroso análisis sistemático de las diferentes normas nacionales e internacionales que forman el bloque de constitucionalidad. Este análisis sirve de base para entender las restricciones que debe respetar el legislador, pero se muestran casos donde el legislador actúa en contra de las mismas, generando la desprotección de ciertos grupos. Sin dudas, este es un trabajo que colabora con el debate sobre la aplicación del derecho del trabajo en general.