This study examines legal uncertainty concerning the protection of workers’ rights upon reaching retirement age within Indonesia’s labor law regime. The research is motivated by inconsistencies in regulatory norms, ambiguities in legal provisions, and disparities in judicial interpretations regarding retirement entitlements. Employing a normative–empirical methodology, the study analyzes statutory regulations, court decisions, and empirical data obtained from interviews with stakeholders, including labor authorities, employers, and workers. The findings reveal that legal uncertainty primarily stems from incomplete regulatory formulations in Government Regulation No. 35 of 2021, particularly regarding procedures for retirement-related termination, calculation mechanisms for retirement benefits, and the legal status of pension fund contributions. Moreover, the regulation disproportionately positions employers as the dominant party in retirement decisions, thereby generating procedural injustice and weakening workers’ bargaining power. Judicial practices further demonstrate interpretative variations that contribute to inconsistent legal outcomes. The study argues that legal reconstruction is necessary to ensure certainty, fairness, and balance in retirement-related employment termination. It proposes strengthening normative clarity, recognizing workers’ rights to initiate retirement, and enhancing tripartite synergy among government, employers, and labor unions. The research contributes to the discourse on labor protection by advancing a justice-oriented framework aligned with the principles of the Pancasila Welfare State.

Background: Labour migration is a cornerstone of Nepal's economy, yet policy and research have predominantly focused on the outbound migration of Nepali citizens. This focus has rendered a significant population nearly invisible: immigrant women workers who migrate to Nepal from other countries, primarily India and Bangladesh. Concentrated in informal, unregulated sectors like domestic work, caregiving, and hospitality within urban centers, these women face unique and severe vulnerabilities. While global scholarship highlights the precarious position of migrant women, and Nepal has recently adopted progressive human rights frameworks like the National Action Plan on Business and Human Rights (2024–2028), the specific realities of immigrant women workers within Nepal remain critically under-examined. Objective: This study aims to analyze the multifaceted challenges faced by immigrant women workers in Nepal. It seeks to understand how intersecting structures of gender, class, nationality, and legal status shape their labour conditions and lived experiences. Furthermore, it critically examines the effectiveness of Nepal's migration governance and human rights frameworks in addressing the protection, rights, and access to justice for this marginalized workforce. Methods: The study employs a qualitative methodology, combining critical policy analysis with an integrative literature review. It draws on three main sources: (1) academic literature from feminist sociology and intersectionality scholarship; (2) grey literature and policy documents, including national labour laws, migration policies, and the National Action Plan on Business and Human Rights; and (3) secondary data from national statistics and migration databases. This data is analyzed through a gender-responsive and intersectional lens to identify gaps between policy commitments and the lived realities of immigrant women workers. Findings: The analysis reveals that immigrant women workers in Nepal experience profound marginalization due to the convergence of multiple factors. Their employment in the informal economy places them outside the purview of standard labour protections, leading to wage exploitation, unsafe working conditions, and harassment. This vulnerability is compounded by their immigration status, which may be irregular or undocumented, creating barriers to reporting abuse and accessing justice. Nepal's migration governance frameworks are found to be structurally biased towards outbound migration, with existing policies and human rights commitments failing to extend meaningful protection to inbound workers. This policy gap, combined with social isolation, language barriers, and gendered assumptions about their work, leaves immigrant women in a legally precarious and highly exploitable position. Conclusion: The study concludes that the vulnerabilities of immigrant women workers in Nepal are not incidental but are systematically produced and reinforced by intersecting structural inequalities and significant gaps in the national governance framework. The protections promised by policies like the National Action Plan on Business and Human Rights remain largely inaccessible to this group. Bridging this protection gap requires a paradigm shift towards a gender-responsive and intersectional approach that extends labour rights, monitoring, and grievance mechanisms to all workers within Nepal's borders, regardless of their origin or documentation status. Novelty: This research addresses a critical lacuna in migration studies by shifting the analytical lens from Nepal as a source country to Nepal as a destination country for women labour migrants. It is among the first studies to systematically apply an intersectional framework to the specific context of immigrant women workers in Nepal, foregrounding their invisibility within both policy and scholarship. By connecting their lived experiences to a critical analysis of national and international human rights frameworks, the study provides a foundational evidence base for developing more inclusive and rights-based migration governance.

Passive voice stands as one of the most fundamental and distinctive characteristics of legal English, serving to enhance objectivity, formality, and impersonal authority. This paper, grounded in an analysis of the intrinsic differences between Chinese and English linguistic structures and legal discourse conventions, conducts a comparative examination of the deployment of passive voice across four authoritative English translations of China’s Labor Contract Law. Results reveal that different functions of passive voice, the subjectivity of translators taken into consideration, lead to the differences in the four translated versions.

This article examines the importance of collective agreement in regulating labor relations in the system of social dialogue. It has been noted that the effectiveness of a collective agreement depends on its ability, through its content to strengthen the social protection of workers, establish fair working conditions and stimulate their productivity. The problems of collective bargaining regulation of labor at the local level (that is, at a separate enterprise, institution, organization) are indicated, which consist as a rule, in a formal approach to the definition of collective agreement, regulatory provisions, which entails the emergence of, a conflict of interest between employees and employers, lack of an effective mechanism to control the protection of workers’rights. Taking into account the scientific opinion of legal scholars, the legal nature of a collective agreement in characterized as dual. This is on the one hand, it is a type of contract in labor law, and on the other it is a legal act concluded through a contract and is a component of the system of sources of labor law. After analyzing the provisions of the current Law of Ukraine “On the Collective Agreements an Contracts” and the new Law of Ukraine “On contracts and Collective Agreements”, which will come into force six months after the lifting of martial law in the state taking into account the content of the collective agreement an what is prescribed on the new law, its key significance was determined, which consists in a non-formal approach to the regulation of labor and legal relations at the local level with the aim of improving the legal status of workers in comparison with the norms of current labor legislation and ensuring the protection of their labor rights in the context of complex modern realities. In particular, attention was focused on the increasing role of collective agreements in the context of the digitalization of society and the use of artificial intelligence technologies. And in the regard, the need to provide for strict control standards regarding the boundaries of AI use in the content of collective agreements is justified. In this regard, the need to include strict control standards regarding the limits of AI use in collective agreements is justified in order to prevent large-scale unemployment and the devaluation of human labor. It is highlighted as an important aspect in the study of the meaning of collective agreement and its impact on individual labor relations. A conclusion is made about the dependence of terms of the employment contract, which is the regulator of labor relations between the employers, on the content of the collective agreement, since the informality of its provisions presupposes more favorable conditions for individual contractual relations. This approach should motivate employees to work more effectively and have a positive impact on the economic performance of the enterprise, institution or organization, ensuring their profitability and competitiveness in the market. Thus a collective agreement with informal content can be positioned as an improved local model of current labor legislation for an individual employee as a subject of individual labor relations.

This research critically evaluates the inadequacy of Nigerian labour laws on termination and dismissal, especially in comparison with international labour standards such as ILO Convention No. 158.The study focuses on how Nigerian labour law principally in the private sector continues to rely heavily on common law doctrines like the master-servant principle, which allow employers to terminate employment without providing valid reasons.This mainly applies to contracts without statutory flavour as is the case with nongovernmental corporations.It examines the extent to which Nigerian labour law aligns with international standards that emphasise fairness, procedural safeguards, and justifiable grounds for dismissal.The research adopts a doctrinal and comparative approach, analysing statutory provisions, judicial decisions, and international instruments, with reference to how the United Kingdom and South Africa have implemented similar standards.Findings show that while the National Industrial Court of Nigeria has made commendable efforts, Nigeria"s legal framework remains fragmented and lacks the statutory force to fully protect workers" rights.The study concludes by recommending legal reforms that would bring Nigerian labour laws in line with global standards, ensure consistency in judicial enforcement, and offer more meaningful protection for employees against wrongful termination and dismissal.

The Polish legal regulation of traineeships, similarly to that of most other EU countries, is not uniform. It covers many types of traineeships, resulting in differentiation of the legal status of persons undertaking them. Trainees may have the status of an employee – with full coverage by labour law. Alternatively, however, they may not be treated as employees, provided that they are guaranteed certain basic employee rights (e.g. the right to healthy and safe working conditions). For this latter group, the issue of the admissibility of unpaid traineeships, as well as the scope of other employee rights – especially in the area of social protection, which trainees should be covered by – remains controversial. The article examines to what extent the type of traineeship justifies the differentiation of the scope of social protection to which trainees are entitled. Is it justified to grant full social protection to trainees while depriving them of employee status? Does limiting social protection and other rights, such as the right to annual leave, encourage the treatment of trainees as unpaid (cheap) labour, an alternative to employing workers? In order to answer these research questions, the article analyses the Polish legal regulation of traineeships, taking into account both existing and planned EU regulations.

The subject matter of the article concerns the conceptualization of labor law. Its scope encompasses a contemporary broad spectrum of legal relationships related to employment, ranging from employment law, through civil law, administrative law, criminal law, and finally social law. The multiplication of these relationships continues, with increasingly new categories of non‑employment‑based grounds for engagement being created. Hence, the application of holistic research methodologies is of paramount importance. The article also identifies fundamental research directions for a holistically understood labor law.

The article provides a comprehensive scholarly legal analysis of the draft codified act in the field of Ukrainian labor law through the prism of the constitutional foundations of state independence and sovereignty, the principle of the rule of law, as well as established national and international law-enforcement practice. It substantiates that the proposed draft approaches do not ensure the evolutionary development of current labor legislation but instead lead to the destruction of a system of legal concepts, institutions, and mechanisms for the protection of workers’ rights that has been formed over decades. Particular attention is paid to the analysis of the draft’s departure from the human-centered concept of labor law, manifested in the devaluation of the worker’s role as a key subject of labor relations and the shifting of emphasis toward the interests of the employer. It is demonstrated that the exclusion of the state from the circle of full participants in the legal regulation of labor relations, in particular in the process of collective bargaining regulation, contradicts the Declaration of State Sovereignty of Ukraine, the Act of Proclamation of Independence of Ukraine, international standards of the United Nations and the International Labour Organization, as well as the logic of the democratic development of a state governed by the rule of law. The problems of deregulation of labor relations arising from the limitation of the state’s role as a guarantor of the balance of interests of workers, employers, and society as a whole are analyzed. A separate block of the study is devoted to the shortcomings in defining the legal status of the employer, in particular the absence of clear features of a legal entity and an individual employer, the ignoring of the role of an individual entrepreneur as an employer, which creates prerequisites for shadow employment and losses of public revenues. The novelties concerning the institution of business trips, the abolition of the contract as a special form of the employment agreement, the substitution of public and social control with the internal “control” of the employer, as well as the inconsistency of the draft provisions with ILO Convention No. 158 are critically assessed. The draft norms on monitoring employees’ work correspondence are examined in correlation with the current legislation on electronic documents and document management. Emphasis is placed on the absence of proper legal regulation of labor relations under martial law, in particular regarding guarantees for persons discharged from the Armed Forces of Ukraine, as well as on the lack of regulation of humanitarian law issues in the sphere of labor. It is concluded that the draft does not constitute a qualitatively new normative legal act, does not eliminate systemic violations of workers’ rights, but instead deepens legislative uncertainty and legal inaccuracy, which poses a threat to the democratic foundations of labor law in Ukraine and its European integration course.

The article determines the significance of labor rights in the mechanism of ensuring fundamental human rights, in particular the right to work and the right to a decent standard of living. Attention is drawn to the fact that in the sphere of labor relations, the most common are disagreements between their subjects, caused by the clash of interests of labor and production, the interests of the employee and the employer. It is noted that the defining characteristic of collective labor disputes is that they include not only disputes about the law that arise in the process of applying labor legislation, but also disputes about interests. The latter occur when establishing new or changing existing socio-economic conditions of labor and production life, as well as when concluding or changing collective agreements and agreements. When defining the concept of a collective labor dispute, attention is drawn to the fact that the legislator continues to use the Russian term «disagreements», while in the conditions of modern development of labor law it is appropriate to use the term «contradictions» proposed by scientists. The inexpediency of distinguishing the concepts of “collective labor disputes” and “collective labor conflicts” is substantiated, since the use of the terms “dispute” and “conflict” that are different in form but the same in content does not lead to differences in their legal nature and does not have an independent legal meaning. The author supports the legislative initiative to consolidate the division of collective labor disputes into disputes of interests (disputes that arise regarding the establishment of new or changes to existing working conditions, the conclusion of new or amendments to collective agreements and agreements) and disputes about rights (disputes regarding the implementation, fulfillment or non-fulfillment of existing rights and obligations established by labor legislation, collective agreements and agreements, local regulatory acts of the employer, as well as their interpretation). It is substantiated that, given the conciliatory and conciliatory nature of resolving collective labor disputes, the principles (principles) in accordance with which the relevant conciliatory and conciliatory procedures are carried out acquire decisive importance. The importance of compliance of the principles of collective labor dispute resolution proposed by the legislator with international legal standards of voluntary reconciliation of the parties in the field of social and labor relations is emphasized.

This article advances the thesis that algorithmic subordination should operate as a legally cognisable indicator of employment status within European labour law. Building upon the Court of Justice’s autonomous concept of the “worker” and the Union legislature’s recent intervention in Directive (EU) 2024/2831 of 23 October 2024 on improving working conditions in platform work (OJ L 2024/2831, hereinafter referred to as: “the Directive”), the argument proceeds in three steps. First, it reconstructs subordination as a functional criterion that can be revealed through digital control measures, in particular the allocation of tasks, monitoring, price setting, evaluation and deactivation effected by algorithms. Secondly, it examines how this control reconfigures both sides of the personal work relation, by sharpening tests for employee status and by pressing toward a re‑specification of the employer concept, including scenarios of joint or indirect employer responsibility. Thirdly, it draws on Member State practice, notably Spain and Italy, to show how rebuttable presumptions, transparency obligations and data‑protection enforcement can be linedup to evidence and to constrain algorithmic power in the workplace. The article concludes that algorithmic subordination, when bounded by appropriate procedural and substantive safeguards, warrants recognition as a criterion for classifying work performed in atypical arrangements as employment. It recommends legislative and judicial techniques to ensure the effective implementation of Directive (EU) 2024/2831, while preserving the distinction between genuine self‑employment and employment.

The elaboration is dedicated to current developments of European Union labour law on protection against pay discrimination based on gender. The contribution introduces EU legal framework on equal treatment of men and women. Recent case‑law of the Court of Justice of the European Union concerning the notion of pay and indirect discrimination based on gender have been extensively presented. The potential impact of the Directive 2023/970 to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms has been analysed.

The aim of this article is to demonstrate that Directive (EU) 2023/970 introduces a new dimension into EU labour law by shifting the focus of anti‑discrimination protection to the stage preceding employment and by recognising the right to effectively negotiate bias‑free remuneration as an element of the right to equal pay. This thesis is grounded in an analysis of the mechanisms laid down in Article 5 of the Directive, in particular the obligation to disclose pay information and the prohibition on asking candidates about their pay history. The article shows that pay transparency at the recruitment stage not only supports the enforcement of the principle of equal treatment but also serves a preventive function against pay discrimination by reducing information asymmetry and strengthening the bargaining position of job applicants. The article also provides a critical assessment of the Polish transposition—in particular Article 183ca of the Labour Code—which does not meet the minimum standard required by the Directive and weakens the preventive nature of transparency mechanisms aimed at combating pay inequalities.

Protection for workers aims to ensure welfare, equality of rights, and freedom from discrimination, including for outsourced workers as implemented by PLN. The enactment of the Job Creation Law has brought changes to the outsourcing contract scheme at PLN, which was previously based solely on subcontracting and has now changed to three types: subcontracting, volume-based, and mixed. The change in the contract scheme has affected the status of outsourced workers, making them workers with Fixed-Term Employment Agreements (PKWT) who are no longer directly recorded and supervised by PLN. This condition triggers the potential vulnerability of normative rights for outsourced workers, such as job security, severance pay, social security, and protection from termination of employment. This research emphasizes the need for policy evaluation and adjustment to ensure that the legal protection for outsourced workers continues to align with the constitution and principles of social justice. This study aims to analyze the impact of Law Number 11 of 2020 concerning Job Creation (Job Creation Law) on the legal protection and rights of outsourced workers at PT PLN (Persero) Makassar Region, highlighting the shift in contract schemes from permanent to fixed-term contracts and the potential weakening of protections, as well as providing policy recommendations for social justice and legal certainty for workers. The research uses a doctrinal method with systematic and qualitative analysis of the relationships between regulations, concluding with an analysis of PLN's outsourcing policy post-Job Creation Law, which includes guarantees when outsourcing workers' rights.

Labour regulations are often cited as a key constraint on firms’ ability to optimise size, with implications for productivity and profitability. This study examines how labour regulations influence firm transition in India’s manufacturing, focusing on legislative amendments (de jure) and firms’ perceived regulatory constraints (de facto). Using World Bank Enterprise Survey data for 2014 and 2022, the article analyses firm transition across size categories. Findings show upward mobility for medium and large firms in states with flexible labour regulations, while firms in heavily regulated states tend to remain in their initial size categories. Fixed effects and difference-in-differences results reveal nuanced and modest effects of labour regulations on firm transition. Although de jure reforms contribute to employment growth, firms are more likely to stay in the same size category than to expand, highlighting the need for stronger enforcement and compliance to improve firm mobility and productivity.

This paper examines the tax-law treatment of obligation-law relationships between legal entities and their employees or directors in the practice of the competent authorities of the Federation of Bosnia and Herzegovina, with particular emphasis on the obligation to calculate and pay socalled “full social security contributions”. The research is motivated by the practice of tax authorities and courts to classify certain payments to employees as income from dependent employment without prior determination of their actual legal nature.The analysis is based on the relevant provisions of the Law on Obligations, the Labour Law, the Law on Contributions and the Personal Income Tax Law, applying the principle of material truth and the doctrine of substance over form. Special attention is given to distinguishing between employment-law and obligation-law relationships and to the conditions for the emergence of an obligation to calculate contributions based on salary. The paper concludes that the automatic taxation of such payments lacks statutory grounds and results in violations of the principles of legality, legal certainty and the right to property.

Social sustainability remains the least operationalised dimension of sustainability research in tourism, particularly with regard to employment quality. Tourism growth is often assumed to generate positive social outcomes through job creation, yet limited empirical attention has been paid to whether tourism employment meets basic standards of decent work. The main objective of this study is to assess whether sustained employment growth in the Portuguese tourism sector has been accompanied by measurable improvements in employment quality, and to examine the implications of this relationship for the social sustainability of tourism development. Drawing on the International Labour Organization’s Decent Work Agenda, the study operationalises decent work as a core, though partial, dimension of social sustainability and develops a Social Sustainability Index in Tourism (SSIT). The index is constructed using longitudinal administrative labour data from the Portuguese tourism sector covering the period of 2010–2022 and integrates indicators related to employment stability, remuneration, working conditions, gender equality, and social protection through a transparent, theory-informed weighting scheme complemented by sensitivity analysis. The empirical results show that, despite substantial expansion in tourism employment, gains in job quantity were not matched by commensurate improvements in decent work outcomes. Persistent employment insecurity, low wage adequacy, and enduring gender inequalities continue to characterise the sector, indicating a structurally constrained pattern of social sustainability. The main contribution of the study lies in providing a replicable, employment-based composite indicator that enables systematic monitoring of social sustainability in tourism and empirically challenges growth-centred narratives that implicitly equate employment expansion with socially sustainable development. The SSIT is intended as a diagnostic and monitoring tool rather than a comprehensive evaluation of social sustainability, as it captures only formal employment and those dimensions of decent work observable in administrative data.

The article analyzes the systemic problems of legislative regulation of self-employment in the modern legal system of the Russian Federation. The study examines self-employment as a socio-economic phenomenon that arose at the intersection of civil, labor and tax law, and identifies fundamental contradictions in its legal design. The main attention is paid to the analysis of systemic shortcomings: the lack of a clear legal status of the self-employed, gaps in social protection, legal uncertainty, as well as insufficient state control over the quality of services provided. Particular emphasis is placed on a study of the regional experience of the Repub-lic of Buryatia, where a focus group, “Self-Employment in the Republic of Buryatia: Status, Problems, and Pro-spects”, was held. The results of this study have revealed the practical difficulties faced by the self-employed. The paper emphasizes that the current model of legislative regulation of self-employment is experimental in nature and primarily solves the problem of increasing tax revenues, ignoring social and legal aspects. In con-clusion, it is concluded that there is a need for systemic legislative reform, which should ensure a balance be-tween the interests of the state, self-employed citizens and consumers of services, creating conditions for the sustainable development of this form of economic activity as a full-fledged element of the legal system.

This paper analyzes the legal mechanism of judicial reorganization (recuperação judicial), established by Law No. 11,101/2005 and updated by Law No. 14,112/2020, designed to preserve companies in financial distress, maintain jobs, and protect the social function of economic activity. However, the significant increase in judicial reorganization filings in Brazil has sparked debate about the effectiveness of this instrument in safeguarding workers’ fundamental rights—especially those related to human dignity, wages, and continuity of employment—guaranteed by the 1988 Federal Constitution. The study is based on the hypothesis that, although the legislation grants priority to labor claims and recognizes their subsistence-related nature, judicial reorganization has, in many cases, proven to be a mechanism for postponing rights and strengthening corporate patrimonial interests. Thus, rather than balancing the right to restructuring with social protection, the institute may exacerbate inequalities and weaken the company’s social function, contrary to the principle of valuing human labor. The research adopts a quantitative approach, grounded in a literature review and documentary analysis, drawing on works related to judicial reorganizations and labor law. The general objective is to examine how the judicial reorganization process in Brazil affects the effective guarantee of labor rights, since, in seeking to preserve the company, it may compromise the enforceability of labor rights and the worker’s dignity. It is inferred that, although essential to maintaining economic activity, the institute still lacks social effectiveness and mechanisms that ensure the payment of claims of a subsistence nature, highlighting the need for a constitutional reading that reaffirms labor as a foundation of the economic order.

IntroductionEnsuring adequate labor protection in Industry 4.0 environments has become increasingly complex due to the integration of automation, cyber–physical systems, smart sensors, and digital safety technologies. The selection of appropriate labor protection measures requires a systematic and transparent decision-support framework capable of handling multiple, often conflicting, evaluation criteria.MethodsThis study proposes a comprehensive multi-criteria decision-making (MCDM) framework for prioritizing labor protection measures. Four objective weighting techniques, Entropy, Criteria Importance Through Intercriteria Correlation (CRITIC), Method based on the Removal Effects of Criteria (MEREC), and Criteria Impact Loss on System (CILOS), were integrated and fused using the Bonferroni aggregation operator. The Measurement of Alternatives and Ranking according to Compromise Solution (MARCOS) method was employed as the primary ranking approach. Comparative validation was performed using TOPSIS, VIKOR, EDAS, WASPAS, and PROMETHEE-II. Robustness assessment included rank correlation analysis (Kendall's tau and Spearman's rho), one-at-a-time (OAT) sensitivity analysis, consensus ranking through Borda and Copeland rules, and a Stability Index evaluation.ResultsThe results consistently identify Personal Protective Equipment (PPE) as the most preferred labor protection measure, achieving the highest MARCOS utility value (0.7124) and demonstrating strong robustness underweight perturbation scenarios. Administrative Controls ranked second, exhibiting exceptional stability across sensitivity analyses. Safety Training Programs demonstrated competitive performance but moderate sensitivity to variations in weight. High inter-method agreement was observed, with Kendall's tau (t) and Spearman's rho (r) values exceeding 0.80, confirming ranking consistency across MCDM techniques.DiscussionThe proposed integrated MCDM framework provides a robust, objective, and reproducible approach for prioritizing labor protection measures in Industry 4.0 workplaces. By combining multiple objective weighting schemes with compromise-based ranking and comprehensive stability assessment, the model enhances decision transparency and reliability. The framework supports evidence-based formulation and strategic implementation of safety policies in digitally transformed industrial environments.

Debates over “constrained” labor agency open a chance to rethematize “scale” and “urban” in labor geographies. My work helps labor geography grasp how workers’ desire becomes a local locus of capitalist regulation and how this locus can constrain the labor movement into the form of grassroots counter-conducts engaged at the ground level. I analyze scales of labor movements and labor subjectivity in Japanese and US urban histories. These histories have nurtured just-in-time (Japan) and right-to-work (US), post-Taylorist technologies that stimulate workers’ desire to paralyze “labor’s spatial fix” and assist capital’s flexibility/mobility. Using Foucault’s scalar and urban imaginaries centering on the concept of security (power reconstruction through a population’s subjectivity), I explain how regimes as different as just-in-time and right-to-work developed comparable processes of workplace reformation, both “humanizing” capital’s flexibility/mobility into labor’s post-political desire for a workplace “without classes.” The urbanization of capital has developed such security-oriented workplaces to maximize labor’s consent to management. Urban capital circuits in space are assisted by security-oriented workplaces and the rescaled labor regulation these workplaces cultivate. The impetus of urban autonomy is unleashed vis-à-vis territorial power and converts (rescales) the state’s centripetal labor regulation into centrifugal, urbanized forms.