Having converged under the theme which sought to provide answers to “Challenges in the New World of Work – How Should We Respond to Emerging Technologies?”, the 11th International Labour and Employment Relations Association(ILERA) Asian Regional Congress discussed how advances in Information Technology and Artificial Intelligence are fundamentally reshaping the world of work, raising questions about the future of employment, the organisation of work, and the role of institutions; particularly focusing on vulnerable employees.
The Department of Basic Education (DBE) delegation was led by the Director-General, Mr Mathanzima Mweli; ELRC Chairperson and General Secretary as part of the Education Labour Relations Council (ELRC) delegation to the Congress, and as part of the Strategic Objective of the ELRC on exposing parties to learn how other jurisdictions deal with challenges in the new world of work. Key to this visit was to establish how emerging technologies can influence how we work, still ensuring that employees’ labour rights are protected. The team also found time to visit and meet with the South African Mission team in Tokyo, Japan and were warmly received by Ms Annelize Schroeder, the Acting Ambassador.
The Congress, which took place in Japan from 3 to 5 September 2026, examined how AI, digital technologies, demographic change, and evolving employment systems are reshaping the world of work. Drawing on evidence from Japan, Europe, the United Kingdom, Australia, Taiwan, and Mainland China, it emphasized the need to combine innovation with labour-rights protection, stronger worker participation, healthy work-life boundaries, and accessible remedies for workplace discrimination.
The Congress theme discussed how institutions should respond to emerging technologies and their effects on employment, work organisation, and labour relations. Japan provided an important case study because technological change is occurring alongside economic stagnation, population ageing, a declining birthrate, rising social-security costs, and currency pressures. The ELRC delegation attended the Congress to learn from international approaches and assess how technology can improve work without violating employees’ rights.
AI is often presented as neutral and efficient, but evidence from UK financial services shows that racialized and gendered inequalities can persist in recruitment and promotion. Vendor claims about fairness frequently go beyond the available evidence, especially where multiple forms of disadvantage intersect. Emerging safeguards include privacy and data protection, worker information and consultation before deployment, plain-language explanations, impact assessments, access to external expertise, training, and employee participation in technology introduction.
This topic explored how the demand for a right to disconnect rises when work intrudes on personal life or personal demands reduce resources available for work. When work and personal life reinforce each other positively, employees are less likely to seek strict separation. Generational differences exist, but organisations should avoid stereotypes and assess actual working conditions and employee needs. It was recommended that effective responses should combine clear after-hours expectations, supervisors who model healthy boundaries, employee autonomy, supportive practices, and meaningful work rather than relying only on restrictive communication rules. Codetermination can improve information sharing, trust, cooperation, investment in workforce skills, productivity, and innovation by embedding employee voice in decision-making. South Africa is currently piloting codetermination through a labour management partnership, which has proved to be essential in ensuring labour peace. The key policy question is not whether codetermination is universally beneficial, but under which conditions and through which mechanisms it creates value. Cooperation between the unions and employer parties is critical in the workplace and should always be held in high esteem.
Workplace discrimination and access to justice are impacted by major barriers, which include fear of giving evidence, stress and health impacts, high legal costs, the risk of adverse cost orders, complex legal pathways, and pressure to settle or withdraw. These barriers weaken the practical effectiveness of formal legal protections and show that rights must be supported by affordable, understandable, and psychologically safer enforcement processes. Compared to the South African context, access to the CCMA and equality is relatively easy. The South African Public Service also has laws in place to protect the victims of workplace discrimination and harassment. Employers may also be held vicariously liable for failure to act against the alleged perpetrators.
The presentation highlighted the following priority areas, as recommendations for employers, regarding the above areas of discussion: Protecting labour rights during technological change through early consultation, transparent decision-making, privacy controls, and human oversight; Expanding social dialogue beyond wages to cover skills, wellbeing, flexible work, diversity, health, and technology governance; Building AI capability by training employees, managers, unions, and worker representatives to evaluate tools and associated risks; Strengthening workplace boundaries with clear after-hours expectations, supportive leadership, autonomy, and evidence-based policies; Embedding meaningful employee voice in organisational and technological decisions while adapting governance models to local context; and Improving access to justice by reducing financial, procedural, and psychological barriers faced by discrimination claimants.
The Congress’ central message is that technological and institutional change must be managed through cooperation, worker participation, evidence-based governance, and practical enforcement of rights. Innovation is most sustainable when it improves organisational performance whilst also protecting dignity, fairness, wellbeing, and access to remedy.