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[Insert statement of urgency and significance for why this right relates to AI, specifically the right to work and the right to fair and favorable work conditions.]

Sectors #

The contributors of the AI & Human Rights Index have identified the following sectors as responsible for both using AI to protect and advance this human right.

• BUS: Business Sectors
• EDU: Education and Research
• GOV: Government and Public Sector
• INTL: International Organizations and Relations
• LAW: Legal and Law Enforcement
• REG: Regulatory and Oversight Bodies
• SOC: Social Services and Housing
• TECH: Technology and IT
• WORK: Employment and Labor

AI’s Potential Violations #

[Insert 300- to 500-word analysis of how AI could violate this human right.]

AI’s Potential Benefits #

[Insert 300- to 500-word analysis of how AI could advance this human right.]

Human Rights Instruments #

Universal Declaration of Human Rights(1948) #

G.A. Res. 217 (III) A, Universal Declaration of Human Rights, U.N. Doc. A/RES/217(III) (Dec. 10, 1948)

Article 23

1. Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment.

International Covenant on Economic, Social and Cultural Rights(1966) #

G.A. Res. 2200A (XXI), International Covenant on Economic, Social and Cultural Rights, U.N. Doc. A/6316 (1966), 993 U.N.T.S. 3 (Dec. 16, 1966)

Article 6

1. The States Parties to the present Covenant recognize the right to work, which includes the right of everyone to the opportunity to gain his living by work which he freely chooses or accepts, and will take appropriate steps to safeguard this right.

International Convention on the Elimination of All Forms of Racial Discrimination(1965) #

G.A. Res. 2106 A (XX), International Convention on the Elimination of All Forms of Racial Discrimination, U.N. Doc. A/RES/2106 A(XX) (Dec. 21, 1965)

Article 5

(i) The rights to work, to free choice of employment, to just and favourable conditions of work, to protection against unemployment, to equal pay for equal work, to just and favourable remuneration;

Convention on the Elimination of All Forms of Discrimination Against Women(1979) #

G.A. Res. 34/180, Convention on the Elimination of All Forms of Discrimination Against Women, U.N. Doc. A/RES/34/180 (Dec. 18, 1979)

Article 11

1. States Parties shall take all appropriate measures to eliminate discrimination against women in the field of employment in order to ensure, on a basis of Equality

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of men and women, the same rights, in particular:

(a) The right to work as an inalienable right of all human beings;

International Convention on the Protection of the Rights of All Migrant Workers(1990) #

G.A. Res. 45/158, International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families, U.N. Doc. A/RES/45/158 (Dec. 18, 1990)

Article 25

1. Migrant workers shall enjoy treatment not less favourable than that which applies to nationals of the State of employment in respect of remuneration and:

(a) Other conditions of work, that is to say, overtime, hours of work, weekly rest, holidays with pay, Safety

Safety in artificial intelligence (AI) refers to ensuring that AI systems function reliably and as intended, without causing harm to individuals, society, or the environment. Spanning the entire AI lifecycle—from design and development to deployment and operation—safety emphasizes proactive risk management to prevent malfunctions, misuse, or harmful outcomes. By prioritizing safety, developers can foster public trust and confidence in AI technologies, particularly in critical domains like healthcare, autonomous transportation, and public infrastructure. Ensuring AI safety involves key measures such as pre-deployment testing, continuous monitoring, and robust risk assessment frameworks. Developers must evaluate both anticipated and unforeseen risks, ensuring that AI systems behave predictably, even in novel or challenging scenarios. For example, machine learning systems that adapt to new data require ongoing scrutiny to prevent harmful or unintended behaviors. Embedding safety into the design process includes integrating safeguards like fail-safe mechanisms, fallback protocols, and human oversight to address vulnerabilities and align AI systems with societal values. However, achieving AI safety presents significant challenges. Advanced AI systems, particularly those using machine learning or neural networks, can exhibit unpredictable behaviors or face unforeseen applications. Additionally, the rapid pace of AI innovation often outstrips the development of safety regulations and standards. Addressing these challenges requires coordinated efforts among governments, private sector actors, and civil society to establish safety guidelines, enforce accountability, and promote public awareness. Collaborative approaches, such as developing international standards and sharing best practices, are essential for ensuring AI technologies serve humanity responsibly and safely. For Further Reading Fjeld, Jessica, Nele Achten, Hannah Hilligoss, Adam Nagy, and Madhulika Srikumar. “Principled Artificial Intelligence: Mapping Consensus in Ethical and Rights-Based Approaches to Principles for AI.” Berkman Klein Center for Internet & Society at Harvard University, Research Publication No. 2020-1, January 15, 2020.  

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, health, termination of the employment relationship and any other conditions of work which, according to national law and practice, are covered by these terms;

(b) Other terms of employment, that is to say, minimum age of employment, restriction on work and any other matters which, according to national law and practice, are considered a term of employment.

Convention on the Rights of Persons with Disabilities(2006) #

G.A. Res. 61/106, Convention on the Rights of Persons with Disabilities, U.N. Doc. A/RES/61/106 (Dec. 13, 2006)

Article 27

States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:

(a) Prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment, continuance of employment, career advancement and safe and healthy working conditions;

(b) Protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;

(f) Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;

(g) Employ persons with disabilities in the public sector;

(h) Promote the employment of persons with disabilities in the private sector through appropriate policies and measures, which may include affirmative action programmes, incentives and other measures;

(i) Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;

(j) Promote the acquisition by persons with disabilities of work experience in the open labour market;

U.N. Guiding Principles on Business and Human Rights(2011) #

H.R.C. Res. 17/4, Guiding Principles on Business and Human Rights: Implementing the United Nations “Protect, Respect and Remedy” Framework, U.N. Doc. A/HRC/RES/17/4 (June 16, 2011)

II. THE CORPORATE RESPONSIBILITY TO RESPECT HUMAN RIGHTS

A. FOUNDATIONAL PRINCIPLES

11. Business enterprises should respect human rights. This means that they should avoid infringing on the human rights of others and should address adverse human rights impacts with which they are involved.

13. The responsibility to respect human rights requires that business enterprises:

(a) Avoid causing or contributing to adverse human rights impacts through their own activities, and address such impacts when they occur;

(b) Seek to prevent or mitigate adverse human rights impacts that are directly linked to their operations, products or services by their business relationships, even if they have not contributed to those impacts.

14. The responsibility of business enterprises to respect human rights applies to all enterprises regardless of their size, sector, operational context, ownership and structure. Nevertheless, the scale and complexity of the means through which enterprises meet that responsibility may vary according to these factors and with the severity of the enterprise’s adverse human rights impacts.