Nonwaivability in Labour Law Guy Davidov Accepted for publication in Oxford Journal of Legal Studies Abstract Nonwaivability is considered a basic principle of labour law. In most cases, it is needed to protect employees against coerced waivers. But what if an employee genuinely wants to waive some labour right, for example in return for a higher salary? This article explains why nonwaivability is generally justified even against the wishes of employees, for reasons of paternalism, harm to others, and second- order justifications. At the same time, in some cases there is room for intermediate solutions, that can be used to better respect the autonomy of employees, and achieve additional benefits, without undermining the goals of labour laws. The article employs this analysis to examine two concrete questions, as examples: waiving of ‘employee’ status and the individual opt-out from maximum weekly hours. In the latter context, while I critique the current law, I argue that some form of conditional waiver could be acceptable. 1. Introduction Nonwaivability is an important characteristic of labour law. Subject to some rare exceptions, employees’ rights as set in legislation are nonwaivable (sometimes also called mandatory, nondisclaimable, non-derogable, ‘floor of rights’ or jus cogens).1 This is considered a basic principle of labour law.2 Why do we impose employment rights on the parties, even when a specific employee supposedly does not want them? For labour law scholars this may seem obvious, which might explain Elias Lieberman Professor of Labour Law, Hebrew University of Jerusalem,
[email protected]. This research was supported by the Israel Science Foundation (grant no.