The Chilean Government is preparing a bill of law providing for more flexibility as regards working-time schedules and shifts
Historically in Chile the labor statute has allowed employees to be hired to perform a specific job. The labor contract ends when the job is terminated. This has typically been used in the construction industry. Termination of this kind of labor contract does not trigger severance, as indefinite term contracts do. However, Law N°21.122 entered into force as from January 2019, providing several key changes to protect employees hired under this type of contract
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
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In November 2018, certain changes were introduced to employment agreements executed for a special job or task. Under such agreements, the employee undertakes to execute a specific and determined job or work (either material or intellectual). Therefore, its validity is limited to the work itself
In 2018, Law No. 21,015 came into effect. Under it, any company that has 100 or more employees has to hire or keep hired, within the total of its employees, at least 1% of employees (i) with disabilities, or; (ii) assignees of an invalidity pension, regardless of the pension system (hereinafter “people with disabilities”). This quota is determined on a yearly basis and informed annually to the Department of Labor
Under Chilean Labor Code, 85% of employees in a company must be Chilean nationals. This rule is not applicable to companies employing no more than 25 employees
Chilean government has issued a bill of law on pensions funds reform that has to be discussed at the Congress. This project looks for increasing the amount of the statutory retirement benefit.