This article explores the relationship between modern labour law, trust-based management, and collective labour relations. It begins by examining the historical origins of labour law, which was established to give employers the means to govern their workforce, based on the assumption that workers were untrustworthy. We argue that this notion still persists, albeit in a refined form, and that advancements in technology can exacerbate the negative consequences of managerial prerogatives. The article highlights the need to re-examine the extent of managerial prerogatives and provides several examples of businesses that have adopted trust-based models of organization, leading to positive outcomes. However, the study cautions that trust-based models can be used as a guise for employers to retain greater control over their employees and emphasizes the critical role of collective labour relations in ensuring true trust. The article concludes by arguing that policymakers must challenge the hierarchy-centred model of the employment contract and promote practices that reinforce social dialogue and collective voice in order to reap the benefits of trust-based business practices. This study sheds light on the need to re-evaluate the current employment landscape and consider alternative models that prioritize trust, autonomy, and social dialogue in the workplace.

中文翻译：

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劳动法信任工人吗？质疑管理特权背后的基本假设

本文探讨了现代劳动法、信任管理和集体劳动关系之间的关系。它首先考察了劳动法的历史渊源，该法的制定是为了给雇主提供管理其劳动力的手段，其基础是工人不值得信任的假设。我们认为，这种观念仍然存在，尽管形式有所改进，而且技术的进步可能会加剧管理特权的负面后果。本文强调了重新审视管理特权范围的必要性，并提供了一些采用基于信任的组织模式并取得积极成果的企业示例。然而，该研究警告说，基于信任的模式可以用作雇主对雇员保留更大控制权的幌子，并强调集体劳动关系在确保真正信任方面的关键作用。文章最后认为，政策制定者必须挑战以等级制度为中心的雇佣合同模式，并推广加强社会对话和集体声音的做法，以便从基于信任的商业实践中获益。这项研究揭示了重新评估当前就业形势的必要性，并考虑优先考虑工作场所信任、自主和社会对话的替代模式。文章最后认为，政策制定者必须挑战以等级制度为中心的雇佣合同模式，并推广加强社会对话和集体声音的做法，以便从基于信任的商业实践中获益。这项研究揭示了重新评估当前就业形势的必要性，并考虑优先考虑工作场所信任、自主和社会对话的替代模式。文章最后认为，政策制定者必须挑战以等级制度为中心的雇佣合同模式，并推广加强社会对话和集体声音的做法，以便从基于信任的商业实践中获益。这项研究揭示了重新评估当前就业形势的必要性，并考虑优先考虑工作场所信任、自主和社会对话的替代模式。