The exercise of human rights is put at risk by the creation, conduct, and termination of employment relationships. For this reason, we often find that fundamental rights arguments are invoked in disputes between employers and workers and the mechanisms of labour and employment law are pressed to vindicate those rights through a process of ‘constitutionalisation’. Notably, the European Convention on Human Rights, through the doctrine of positive obligations, places important demands upon national legal systems, their legislators and their judges, to protect the rights of individuals against other private parties. Taking the law of dismissal in England & Wales as an illustrative example, this article argues that the current approach to safeguarding workers’ rights and complying with the Convention’s positive obligations is inadequate. Making adjustments to the existing structure of employment rights will always be insufficiently radical as those structures are ill-suited to performing this function, their limitations are systemic and furthermore the judiciary is unwilling to disrupt the established analytical approach. Instead, I propose and detail an alternative solution: introducing a Bill of Rights that would render the rights of the European Convention enforceable between worker and employer.

中文翻译：

---

方钉与圆孔？工人权利法案的必要性

建立，进行和终止雇佣关系使行使人权受到威胁。因此，我们经常发现，在雇主与工人之间的争端中援引了基本权利论据，并要求通过劳动和雇佣法机制通过“宪法化”过程维护这些权利。值得注意的是，《欧洲人权公约》通过积极义务原则对国家法律制度，其立法者和法官提出了重要要求，以保护个人权利不受其他私人团体的侵害。本文以英格兰和威尔士的解雇法为例，认为目前维护工人权利和遵守《公约》的积极义务的做法是不充分的。对雇用权的现有结构进行调整永远不会足够激进，因为这些结构不适合履行职能，其局限性是系统性的，此外，司法机构也不愿破坏已建立的分析方法。相反，我提出并详细介绍了一种替代解决方案：引入《人权法案》，使《欧洲公约》的权利在工人和雇主之间可以执行。