The national government faces a fundamental strategic challenge with Repair work Which must be approved by law by the National Parliament, within the framework of the Charter of May 2, in the extraordinary sessions of the National Council in the summer of 2026.
Since the return of democracy on December 10, 1983 to date, twenty-seven relevant labor reforms have been implemented.and the majority were part of the “corsi e ricorsi storici”, with comings and goings, with initiatives and counterattacks, which plunged our legal system into an endemic crisis that had hitherto been irreversible.
the Employment contract law (1975), which was a historical landmark, repackaging fundamental rights, is today not only an anachronism, but based on a model that has already been destroyed by new technologies, has not created or enhanced employment opportunities, has failed to confront unregistered work, and has been and remains completely disconnected from the need to promote the creation of high-quality sources of employment and employment opportunities.
Today we know that Labor reform is not a single regulatory frameworkRather, it constitutes a process that is, without a doubt, part of the innovative criteria associated with the technological revolution, which tests its effectiveness in every initiative, forcing the legislator and state authorities to define results, recalculate, redirect tools, formulate corrections and changes of course, focusing on pre-defined goals.
Legal rules are measured by the extent of their impact on reality, and by the model that emerges from their implementation.
On July 8, 2024, Organic Law No. 27742 indicated a new path for mobilizing structural reforms, which must be continued with new courses of action.
Repair work: requirements for an asset to be successful
What are the labor reform priorities that modernize our labor relations model?
1. Bridges to promote registered employment: Effective and low-cost channels to facilitate the transfer of the underground economy in whole or in part to the registered economy;
2. Computerization of registration, monitoring and work history: With systems that are simple, easy to access and process, and self-sufficient (do not require technical consultations and additional expenses),
3. Freedom of contract when concluding a contract and agreeing on the terms of work: Where agreements descend to the level of contractors, without mediation they produce deviations and interests often conflict with the parties, as happens with collective entities that are supposed to represent the parties;
4. Institutes of hyperflexibility of the employment relationship: changes, working hours, working hours, detailed rest periods, diversity of working conditions: which incorporate freedom of contract between the parties;
5. Dynamic salary: In an economy tending towards 0 (zero) inflation, wage adjustment to inflation will no longer be part of collective bargaining, so it will be necessary to abandon the culture of inflation and move to a culture of productivity with salaries linked to performance, dedication, results, commitment to work, respect for safety and environmental measures, prevention of accidents or diseases and many others, depending on events, circumstances and conditions of time and place;
6. Dynamic remuneration in the individual contractFree contracting includes the dynamic salary agreed upon individually, in every art, profession or activity, whether services or production, for predetermined periods and with measurable goals.
7. Release work and obstacles: In the new model of employment relations, new technologies impose systematic changes, innovations, innovations and continuous improvement techniques, which do not accept the rules and processes arising from the Employment Contract Act (1975) applicable in times when the current technological revolution had not yet begun;
8. Stability is protected by the stop boxIn order to ensure the collection of compensation for the termination of the relationship, which is difficult to achieve in small and medium-sized companies,
9. Shift in jurisprudential interpretations: The judiciary must also adapt to the world of exponential technologies, and reflect on conflicts in a field that does not exist for the legislation that is still in force, which has created a real disconnect between many provisions, objectives and fundamental axes of labor law, above all, taking into account that for the worker to exercise his rights, companies must be viable and legitimate over time;
10. Collective self-government is limited in time and influence: Without a doubt, collective bargaining must be transformed with tools and mechanisms applicable in relation to the new times and models in which we navigate, especially with a realistic dynamic, agreed upon by sector, activity, art, trade and profession, and by company or group of companies;
11. Limits of the right to strike in basic services: Strike is a constitutional right that legitimizes harm, which is non-production, and therefore it must be a last resort, and it cannot paralyze basic services responsible for protecting human life, health, security, and basic services such as justice and education;
12. Promoting all forms of enterprise that generate human labor: The National Constitution stipulates in Article. 14 bis that “work in its various forms enjoys the protection of laws,” and the diverse refers to different and multiple forms, according to the Royal Academy Dictionary. Therefore, labor reform and modernization must include all possible forms of human labor, especially when they respond to new standards, practices and requirements of the market and customers, as happens with applications for transporting people and transporting goods or things.
Work reform goes far beyond the weight of human labor, and expands into the world of exponential technologies to reserve, enhance, and sustain the role that intelligence will play and advance the mission, vision, and values that sustain humanity ever-global.