Fear of contracting or transmitting COVID-19 had a profound impact on workers’ mental health. Although workplaces implemented COVID-19 protective measures, their effectiveness has been underexplored, particularly regarding the involvement of worker representatives. This research examines whether the presence and active participation of worker representatives in negotiating and implementing COVID-19 protective measures relates to reduced concerns about contracting or transmitting the disease. A cross-sectional study using logistic regression models was conducted on microdata from a Spanish survey conducted in April–May 2021 (n = 19,452). Concerns about contracting or transmitting COVID-19 were studied as dependent variables, whereas the independent variables were integrated into an indicator of participatory implementation of thirteen COVID-19 protective measures. Results show that active involvement of worker representatives in negotiating protective measures is significantly associated with reduced concerns about COVID-19 infection and, to a lesser extent, transmission. Moreover, the presence of worker representatives in workplaces is linked to a greater use of protective measures. Even unnegotiated measures have a positive, albeit smaller, effect. Organisational measures, such as shortening working hours, proved more effective in alleviating infection concerns than personal hygiene measures. In conclusion, active worker participation may serve as a protective factor for workers’ mental health during pandemics.

I argue for an egalitarian conception of market exchange that places the idea of equal power at the center of a procedural evaluation of markets. I explain the fundamental concept of equal power in markets and show that the egalitarian conception gives us a remedial basis for society shaping markets so that they allow a significant place for worker participation in firms. I use the phrase “worker participation” to mean that workers participate in the authoritative direction of the firm. This can include collective bargaining and worker management to introduce the kind of flexibility that is desirable in regulating market economies. Worker participation is a remedy to the presence of rigidities in markets that strongly favor authoritarian firms and that follow from and maintain unequal power in markets. The argument differs from the traditional argument that draws a parallel between state and firm, and so does not entail a general requirement of worker participation. It allows for some degree of participation of owners of capital also in the governance of firms.

Globalization has brought increased attention to the notion that labor rights such as freedom of association—the right of workers to organize a union—are fundamental human rights. However, the vigorous opposition to freedom of association by US firms is largely ignored in the business ethics literature and exacerbated by compensatory corporate citizenship rating mechanisms that tend to mask labor rights deficiencies. I argue that because freedom of association is a hypernorm, instrumental to fully realizing basic human rights, labor rights and human rights are largely inseparable. Thus, respect for labor rights is a non-substitutable requisite of corporate citizenship. I conclude by providing examples of corporate labor relations strategies that respect freedom of association and business firms that are leading the way.