Abstract
Abstract: This article examines four national enforcement models with respect to discrimination claims against the requirement of enabling legal frameworks for national human rights institutions under the 1993 Paris Principles. The four models identified are private enforcement as typified by the United Kingdom, agency and private enforcement as seen from the US system, a works councils model as originating in Germany, and a corporatist model as found in the Swedish labour law model. The conclusion drawn is that the work of NHRI:s in promoting and protecting human rights, in this context discrimination protections in employment, must rest upon a legal framework that enables bringing discrimination claims.
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