On 1 October 2019, the Department of Immigration published Circular N°29, which provides new measures to facilitate the departure from the country of foreigners who are processing residence permits
The Department of Labour sets out the meaning and scope of the Law of Telemarketers in Ordinary Opinion No. 4.088/024 of 26 August 2019. One of the missions of this law is the protection of the remuneration of these employees, avoiding discretion in the payment of bonuses or in any variable remuneration
A huge discussion is underway in Chile, related to weekly worked hours limitations. Now the Government has issued its own bill of law, to diminish from 45 maximum workable hours per week to 41 (average), among other changes, and to implement the diminution in a gradual way
On 24 July 2019, the Labour Committee of the Deputies Chamber at the Chilean Congress approved, in general terms, a bill of law that diminishes the maximum of workable hours per week, from 45 to 40. Now the bill of law must be discussed in particular terms and is expected face stiff opposition, particularly from congressmen, arguing that it is unconstitutional
A labour contract termination in Chile must be communicated. The Department of Labour has recently issued a judgement stating that the communication means an irrevocable offer of payment and that the employer must honour the severance amount set forth in the letter. However, that judgement also recognises exceptions in which the offer cannot be enforceable
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.
Spanning 6 continents, L&E Global’s member firms are ideally situated to provide clients with pragmatic, commercial advice necessary to achieve their objectives. Our members work closely with corporate, legal, human resources departments and corporate executives across a variety of sectors and industries to address the strategic and tactical issues that arise in the workplace.
Discover the most important labour and employment rules, regulations and best practices specific to each jurisdiction, conveniently together in one place.
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