In this issue, we explore gender as a crucial feature in the organization and valuation of work, and which question the efficacy of traditional models of labor law to meet the needs of women workers. This includes confronting the implications for labor law of acknowledging the interdependence of work and family life and the constituting significance of gender in relation to the social (and legal) organization of work. Of course, gender can only be understood in relation to, and in combination with, other axes of subordination such as race and ethnicity, sexual orientation and gender identity, class, caste, ability, religion, and other bases.