The Ministry of Human Resources and Social Development unified workplace regulations set out various controls pertaining to the work environment and facility requirements within the private sector.
Minister of Human Resources and Social Development Decision No. 686 of 1442 H issues saudisation requirements within the engineering profession.
Law No. 16 of 2020 amending some provisions of Law No. 21 of 2015 on the regulations of expatriates’ entry, exit and residence removes the requirement to obtain permission from existing employers to move jobs.
Law No. 18 of 2020 provides for the following: Article 39 provides for the following: Parties may agree to a maximum of one six months probationary period. Termination rights during the probationary period: the employer may terminate the contract if the employee is unfit to carry his/her duties subject to serving one month of prior […]
Minister of Administrative Development, Labour and Social Affairs Decision No. 25 of 2020 determining the minimum wage for workers and domestic workers was issued following the publication of Law No. 17 of 2020. The Decision provides for a minimum wage of QAR 1000, being a 25% increase to the previous temporary minimum wage (QAR 750). […]
Law No. 17 of 2020 on determining the minimum wage for labourers and domestic workers was announced by the Emir of Qatar in October 2019 and signed into law on 30 August 2020.
The following amendments have been introduced to the UAE Labour Law (Law No. 8 of 1980, as amended): Article 32 has been extended to provide that the female worker is entitled to a wage equal to that of a male worker where she is performing the same work, or other remuneration of equal value. Article […]
In Rutledge v Canaan Construction Inc., the Ontario Superior Court of Justice determined that even if an employee is exempt from certain minimum standards under the Employment Standards Act, 2000 (“ESA”) a termination clause may be deemed void if there is even the possibility that it may violate the ESA in the future. This recent decision joins a growing body of case law from the Ontario courts which makes clear that even hypothetical deviations from the required statutory minimums are likely to be fatal to a contractual termination provision’s enforceability and will expose an employer to liability for common law reasonable notice.
In order to facilitate and boost ease of doing business, the State Governments of Punjab, Madhya Pradesh and Himachal Pradesh by way of ordinances have amended certain provisions of the Industrial Disputes Act, 1947 (“IDA”), the Contract Labour (Regulation and Abolition) Act, 1970 (“CLRA”) and the Factories Act, 1948 (“FA”). a) State of Punjab • […]
More than five years and a pandemic later, the National Labor Relations Board (NLRB) has clarified a successor employer’s union bargaining obligations regarding layoffs under the National Labor Relations Act. Tramont Manufacturing, LLC, 369 NLRB No. 136 (July 27, 2020). The NLRB held that a successor employer may lawfully take any action “reasonably encompassed” by the […]