However, in some circumstances sex-work cannot be considered “normal” work. For instance conditions for receiving welfare benefits might include applying for available jobs but could job-seekers be required to apply for an available sex-work position? Are there situations where standard employment law should not/cannot apply to sex-work (or indeed should but does not)? Are there circumstances where existing employment law needs to be adapted to serve the specific circumstances of sex-workers? For instance, some health and safety regulations might need to be adapted to reflect the health needs of these workers or the risk for violence.
This paper investigates employment law in various jurisdictions including the Netherlands, Sweden and New Zealand, to map out standards and conditions of employment that can be transferred from “normal” work to sex-work and areas where sex-workers need different terms and conditions of employment or special protective measures.
