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Universality
. The principle of universality is grounded in the assumption that all 
workers are equally entitled to working time protections. It can therefore be tied to the 
human rights perspective that has recently enriched labour law scholarship (e.g. Alston, 
2005; Fenwick and Novitz, forthcoming). As part of this evolving literature, the human 
rights tradition has been called on to evaluate legal measures on domestic work 
(Mantouvalu, 2006). In the field of working time, it has been recalled that working time 
measures embody rights that feature in the foundational human rights texts and should 
therefore be universal in reach (ILO, 2005; McCann, forthcoming; Murray, forthcoming). 
The principle
 
of universality most obviously precludes the exclusionary model that 
presently dominates national-level labour law regimes in their treatment of domestic work. 
It also has implications for other of the ―non-standard‖ working arrangements, in that it 
implies that dependent workers should be entitled to protection irrespective of their 
contractual arrangements. This observation is of particular importance in its application to 
workers supplied to private households by third parties, who constitute a substantial 
segment of the sector in many countries (Cancedda, 2001), and can be advanced through 
the recognition of temporary agency staff as protected workers in measures specifically 
tailored to the tripartite nature of their working relationships.
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Casual workers and those in 
semi-dependent working relationships would also require specific recognition. Further, 
since domestic work is fuelled by the mobility of workers in temporary and permanent 
migration, both internal and international, the universality principle also urges focused 
attention to the needs of migrant workers
.
To this end, again recourse to regulatory models 
from related occupations can suggest techniques of legal reform.