Abstract | Most Latin American States have adopted regulatory legal acts that protect the labor rights of persons with disabilities and comply with international standards. The United Nations Convention on the Rightsof Persons with Disabilities, in article 27, establishes that States parties to the Convention must ensureeffective access to technical and vocational guidance programmes, as well as to employment, vocationaltraining and continuing education services. The Inter-American Convention on the Elimination of AllForms of Discrimination against Persons with Disabilities and ILO Convention No. 159 on VocationalRehabilitation and Employment of Persons with Disabilities confirm this commitment. However, the labor legislation regarding the norms relating to persons with disabilities is not only slowly developing,but also opposes the integration of persons with disabilities into the world of work. So far, the only waysto help attract employers to hire people with disabilities are quotas, tax incentives, and priority inobtaining government orders at public auctions. The purpose of the study is to identify the complianceof the national legislation of Latin American countries with the Conventions on the Protection of the Labor Rights of Persons with Disabilities that they have ratified. The objectives of the work are to studythe legislation of Latin American countries regulating the implementation of the labor rights of persons with disabilities, to identify problems that hinder their employment. The method of comparative law,statistical method, method of system analysis, formal logical method were used in the work. Accordingto the results of the study, it was found that the use of the medical definition of disability in the nationallabor legislation of most countries of the region hinders the integration of persons with disabilities,consolidating the link between disability and disability. This creates a barrier to employment for peoplewith disabilities. Many companies continue to ignore their obligation to hire a legally defined number of disabled employees. Factors such as low levels of education, insufficient qualifications, training costsand special workplace equipment are serious obstacles to the entry of persons with disabilities into the labor market. Inconsistent government policies in the field of habilitation and rehabilitation of persons with disabilities for the labor market, as well as the lack of economic incentives, hinder the growth of demand for workers with disabilities. Organizations prefer to pay fines for non-compliance, becausethey perceive the costs of training disabled people and workplace adaptation arising from the conclusionof an employment contract as financial expenses that are not compensated. A direct link has been established between poverty and disability, as well as between the economic resources of countries andtheir ability to realize social rights. The result of the study was the conclusion that despite the visiblepositive changes, discrimination against persons with disabilities continues to persist in nationallegislation. In order to solve problems with the employment of persons with disabilities, a morethorough verification of the implementation of legislation related to the quota of jobs for people with disabilities by government agencies is necessary, and a departure from the medical approach to the definition of disability. Legislative changes are also required to create administrative and financialincentives for employers to comply with the law. |