Examples of implementation: There are 10 countries in the European Union with that give comprehensive legal protection to whistle-blowers from reprisal: France, Hungary, Ireland, Italy, Lithuania, Malta, Netherlands, Slovakia, Sweden and the UK. Current protections only apply to wrongdoing related to EU law Within the US, there are over 20 statutes to protect whistle-blowers living in and outside the country (Nicholls et al., 2021).

Types of identified measures: workplace adjustment requirements.

What we know: Beneficial effects were reported for implementing legal or financial measures to require employers to make workplace adjustments such as increased flexibility with work schedules (Clayton et al., 2012). At the same time, equity concerns were raised as those receiving support tend to be in non-manual and professional jobs compared to those in lower-skilled jobs who are more likely to struggle with or be out of work because of their disability (Clayton et al., 2012).

Examples of implementation: The UK 'Access to Work (AtW) Scheme' is highly accepted and valued by recipients but only a small minority of eligible persons with disabilities receive this support and these persons have non-manual and professional jobs, illustrating the potential equity gap for this type of policy approach (Clayton et al., 2012).

What we know: Mandatory occupational health and safety regulations are effective at reducing health inequalities and work-associated exposures to harm and/or injuries (Naik et al., 2019; Andersen et al., 2019). Workplace inspections that involve initial inspections, follow-ups and complaint and accident-prompted inspections are associated with higher compliances rates than other types of inspections (Andersen et al., 2019). Workplace inspections with citations and/or greater penalties are associated with fewer injuries and greater compliance with regulations and protections (Andersen et al., 2019). These findings help to counter mis/disinformation that have suggested occupational health and safety activities are ineffective or that voluntary efforts are more effective (Andersen et al., 2019).

What we know: While legislation outlawing employer discrimination against disabled and/or chronically ill staff offers a necessary, rights-based approach to prohibiting discrimination, Clayton et al., (2012) find that this strategy has not necessarily affected employment among disabled people, with UK studies evaluating the Disabilities Discrimination Act reporting no evidence of significant wider effects on employment rates of disabled people at the population level.

What we know: A review from McKane et al., (2023) reports on examples of local level litigation in the US targeting TNCs for their limited provision of employee rights for drivers, but evidence of efficacy is not discussed.

Examples of implementation: A California appeals court ruled that Uber and Lyft must reclassify their California drivers from 'autonomous' workers (gig economy) to company employees (McKane et al., 2023). Status as employees rather than gig workers could provide labour rights including minimum wage guarantees, benefits plans including retirement and health contributions and low auto-insurance deductibles, which have been shown to increasing a driver’s willingness to work for TNCs (McKane et al., 2023).