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Advisor(s)
Abstract(s)
O Direito da segurança e saúde no trabalho enfrenta novos desafios
devido aos fatores de risco emergentes, como os que se relacionam com as
condições e organização de trabalho, aspetos sociais e circunstâncias
individuais, gerando por sua vez novos riscos profissionais, como os riscos
psicossociais.
O nosso trabalho aborda a questão de saber se o enquadramento
jurídico nacional é suficiente para tutelar esses riscos profissionais
emergentes e se essa proteção é adequada e suficiente.
A normativa internacional dispõe sobre conceitos como “saúde”, “riscos
profissionais” e “obrigação de saúde e segurança” num sentido amplo e
dinâmico, não havendo todavia referências legais específicas aos riscos
psicossociais. Independentemente disso, a legislação nacional é
suficientemente ampla para abranger tais conceitos, pelo que os riscos
psicossociais devem ser considerados pelos empregadores no que diz respeito
à organização de seus sistemas de saúde e segurança no trabalho.
Abordaremos os valores jurídicos em causa, tais como a dignidade, a
integridade pessoal, a saúde, a honra, a conciliação entre o trabalho e vida
pessoal, entre outros, e apreciaremos se e de que forma estão consagrados
na legislação existente. Em seguida, analisaremos o sistema jurídico
português, construindo um modelo baseado na distinção entre mecanismos
preventivos e reativos, examinando-os sob a ótica das obrigações e direitos
de empregadores e trabalhadores. Iremos indicar algumas medidas que
cabem na interpretação das disposições legais existentes, e sugeriremos
outras soluções a serem implementadas pelo legislador.
Além disso, sustentaremos que, embora a legislação existente seja
capaz de se adaptar aos novos riscos e aos fatores característicos de um
sistema laboral em mudança, um modelo de autorregulação por parte dos
atores sociais seria mais favorável à adaptação aos aspetos particulares de
cada atividade.
No entanto, como esse modelo não foi adotado pelos representantes de
empregadores e trabalhadores, defendemos que o legislador deverá
desenvolver algumas soluções legais, à semelhança da já criada obrigação de
implementação de códigos de conduta pelos empregadores em relação ao
assédio.
Por fim, concluímos que um modelo de regulação de soft law não se
adequa à cultura social vigente, estando todavia o modelo de regulação dos
riscos psicossociais aqui delineado apto a integrar as imprevistas mudanças
que o futuro do trabalho promete, harmonizando a nosso ver de forma cabal
os interesses dos empregadores com os direitos fundamentais dos
trabalhadores.
Contemporary Occupational Health and Safety Law faces new challenges due to emerging risk factors, such as those relating to working conditions and organization, social and individual aspects, which in turn generate new occupational risks, such as psychosocial risks. Our work addresses the issue whether the national legal framework suffices to protect these emerging occupational risks, and if that protection is adequate and sufficient. International standards regulate concepts such as “health”, “occupational risks” and “health and safety obligation” on a broad and dynamic sense, although specific references to psychosocial risks are sparse. Regardless, our legislation is sufficiently comprehensive to encompass such concepts, and thus the psychosocial risks have to be taken into account by employers on what concerns the organization of their occupational health and safety systems. Firstly we will elaborate on the legal principles at stake, such as human dignity, personal integrity, health, honor, conciliation between work and private life, among others, and consider whether and how they are enshrined in the existing legislation. We will then analyze the Portuguese legal system, building a model based on the distinction between preventive and reactive remedies, examining them through the lens of the employers’ and workers’ obligations and rights. We will also propose remedies that can already be found by interpretation of existing legal provisions, and we will suggest further remedies to be implemented by the legislator. We will furthermore sustain that even though the existing legislation is capable of adapting to the new risks and its factors, a model of selfregulation and management by social actors is more favorable to adapting the particular aspects of each activity to the risks incurred by the worker therein. However, since that model hasn’t been implemented by the parties’ representatives, we advocate that the lawmakers should adapt provisions such as creating legal obligations to implement codes of conduct by employers. Finally, we conclude that a soft law model of regulation is not fitting to the prevailing workplace Portuguese social culture, even though the model of regulation of the psychosocial risks herein suggested is fit to comprehend and integrate any unexpected changes that the future of work has to bring, harmonizing both the employers’ interests and workers’ fundamental rights.
Contemporary Occupational Health and Safety Law faces new challenges due to emerging risk factors, such as those relating to working conditions and organization, social and individual aspects, which in turn generate new occupational risks, such as psychosocial risks. Our work addresses the issue whether the national legal framework suffices to protect these emerging occupational risks, and if that protection is adequate and sufficient. International standards regulate concepts such as “health”, “occupational risks” and “health and safety obligation” on a broad and dynamic sense, although specific references to psychosocial risks are sparse. Regardless, our legislation is sufficiently comprehensive to encompass such concepts, and thus the psychosocial risks have to be taken into account by employers on what concerns the organization of their occupational health and safety systems. Firstly we will elaborate on the legal principles at stake, such as human dignity, personal integrity, health, honor, conciliation between work and private life, among others, and consider whether and how they are enshrined in the existing legislation. We will then analyze the Portuguese legal system, building a model based on the distinction between preventive and reactive remedies, examining them through the lens of the employers’ and workers’ obligations and rights. We will also propose remedies that can already be found by interpretation of existing legal provisions, and we will suggest further remedies to be implemented by the legislator. We will furthermore sustain that even though the existing legislation is capable of adapting to the new risks and its factors, a model of selfregulation and management by social actors is more favorable to adapting the particular aspects of each activity to the risks incurred by the worker therein. However, since that model hasn’t been implemented by the parties’ representatives, we advocate that the lawmakers should adapt provisions such as creating legal obligations to implement codes of conduct by employers. Finally, we conclude that a soft law model of regulation is not fitting to the prevailing workplace Portuguese social culture, even though the model of regulation of the psychosocial risks herein suggested is fit to comprehend and integrate any unexpected changes that the future of work has to bring, harmonizing both the employers’ interests and workers’ fundamental rights.
Description
Keywords
Direito do trabalho Segurança e saúde no trabalho Acidentes de trabalho Doenças profissionais Contingências profissionais Saúde Bem-estar Riscos profissionais Riscos psicossociais Fatores de riscos