To what extent can the metaverse influence labor laws? This is the question we all want to answer!
Working from 9am to 5pm, at a table with so many of the same people around, will (probably) be a memory in a few years, just as the series advocated at the beginning of the last century is about to become. We just entered 21 In the 1920s, it was clear that organizational and work patterns were changing.
With plenty of opportunity, it’s no surprise that many believe the metaverse will be next. “next big thing“In the business world, the Internet will undergo a huge evolution, and these technologies are related to a series of technologies commonly referred to as network 3which includes cryptocurrencies, blockchainvirtual reality, immersive technology, etc.
The changes brought about by technology in recent decades are undeniable. While welcome, the changes have raised questions about their actual work impact. Faced with such a challenge, state-of-the-art requires us to introduce the metaverse in a short and no-nonsense manner by marking some reflections that we cannot fail to mention:
1. The first batch has appeared Sexual Harassment Complaints in the Virtual World!
Therefore, employers must define in advance a “disciplinary policy” regarding possible “misconduct” in the virtual world – so that these (and other) potential violations of labor obligations can be properly analyzed from a labor law perspective, and, appropriately, , handled in an appropriate and proportionate manner.
two. Workers are “exposed” to merchandising In the metaverse, this could lead them to buy products for themselves and their avatars.
In this case – assuming that cryptocurrencies will be used for this purpose – is it possible that we can stop lyrical once and for all and start a serious discussion of paying for retribution in digital currency? Hot topic, we know it(!), but we believe it deserves a lot of thought from all involved.
3. The introduction of the Metaverse workspace allows employers to source talent globally and enhance the cultural diversity of the organization.
However, before hiring workers in virtual reality who may not live in the employer’s country, they must consider a variety of issues, including taxation, social security and immigration implications.
4. Workers from different countries will live “side by side” in the same environment, which raises the question: what about disputes and where should they be resolved?
What is the competent forum for resolving industrial conflicts in the virtual world?
Can the parties choose the applicable law (controversial assumption)?
Is it possible to resolve them at some point in the metaverse itself, creating virtual courts in this environment?
5. In addition to the “worker-alternate”, how is the health protection of the “person” who controls him guaranteed, who is obliged to use virtual reality equipment for hours on end?
From an occupational risk prevention perspective, it seems that we should not forget about the impact of the metaverse on worker health. At the moment, we cannot rule out possible psychosocial risks (currently unknown…) due to prolonged exposure of workers to parallel virtual reality.
As can be seen, these problems are actually many and of different natures. This means that it is again the responsibility of theory and jurisprudence to be protagonists and pioneers in dealing with these issues that pose a real challenge to the legal framework that regulates our industrial relations.
Until then, innovation and legal creativity will be needed to live together and fill the workforce “meta-gaps” in the virtual world!
As they say, the future is just around the corner, and in this case, it raises many questions. For now, these should lead to reflection first. The answer must be saved for later, because futurology is not always a good advisor.
Therefore, we still need to follow the next chapters, because “There is still a lot of water under the bridge”. Whatever direction it takes, this certainly won’t be the last time we write about this topic.
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