“…Translating the principles of sustainable HRM into policy at a national or local level presents challenges that are, perhaps, difficult to implement within the dominant neoliberal ideology of many governments. At a macro level, employment policies that embrace sustainable principles may be reflected in the legal and moral framework that provides the architecture for 'decent work' -relating, inter alia, to dignity and respect at work, working conditions, employment rights and protections, rights with respect to collective representation, opportunities for personal growth and access to fair remuneration for the work undertaken, often framed as a minimum or living wage (Gregg et al, 2016;Zeng and Honig, 2016). Sustainable HRM, by definition, also acknowledges the possibility of unsustainable HRM (Kramar, 2014) through practices that cannot be sustained at an organisational level and may lead to, for example, burnout through individual stress, other forms of illness or high levels of attrition.…”