The Impact of COVID-19 on the Australian Market can be felt by most industries in Australia in the form of reduced employee working hours, wage cuts, and staff reductions. Estimates show that 41% of jobs are at high risk of being terminated. This is why the Federal Government has introduced the JobKeeper wage subsidy scheme. Numerous industries in Australia have been shut down. Jobs have been terminated, and employees are being asked to take paid, or unpaid leaves as employees cut working hours or impose pay cuts. This will affect consumer spending, home price growth, and wage expectations, especially if the situation continues to worsen.

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Known for its beautiful Northern Lights, Iceland is a small Nordic island nation known for its laws on freedom and equality for all citizens. In 2008, after having suffered a massive financial crisis, it became successful in increasing its GDP to $23 billion by 2017. Iceland is a country primarily supported by fisheries and manufacturing industries which allow for the harvesting and export of marine products and goods. Iceland also has a relatively complicated tax system where a large share of individual income goes to the government, including municipal authorities, in order to provide welfare and benefits to its citizens. Learn more about the Labor Code in Iceland throughout this article!

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Armenia Employment and Labor Laws can be strict and extensive. Local, as well as foreign entrepreneurs who wish to avail the business opportunities in the country, must ensure that they fully understand and adhere to the labor law in Armenia.

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The Finnish labor market is known for its high level of organization. The Finnish employment legislation aims to protect all employees. Below are some useful Employment Regulations in Finland.

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Each year you make a plan, budget, and create new initiatives. Payroll is often overlooked as an operational expense, not as an area for improvement. But when it comes to strategies to simplify global payroll, there are always enhancements that can be made.

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There have been many important changes to Indonesia Employment Regulations in 2020. Law Number 13 of 2003 elaborates on the labor law of Indonesia, describing conditions for three types of workers, including fixed-term employees, permanent employees, and foreign employees. In Indonesia, employees are distinguished by their length of employment, the nature of their job, and the type of job.

Conditions that Employers Have to Observe
While contracts can be written or oral for permanent employees, contracts must be in writing for fixed-term and foreign employees. Employees must observe the minimum terms of a contract, as stated by the employment law of Indonesia. The terms include:

  • Name, address, and type of business
  • Name, sex, age, and residential address of the employee
  • Occupation or job description
  • Location of where the job is done
  • Total wages and the source of wages to be paid
  • Demands of the job along with the rights of both the entrepreneur and the employee
  • Start date of work and when the contract is valid till
  • Place and date of where the contract is signed
  • Signatures of all parties involved in the agreement.

Trade Unions
Law Number 21 of 2001 states that labor unions will not be officially recognized unless they are registered with the local office of the Ministry of Manpower and Transmigration. A labor union must submit a written registration contract to the local office of the ministry and notify the employer that the ministry has been sent an application. Employers do not have the right to object to this.

The rights of trade unions include:

  • Negotiation of a collective labor agreement with the management
  • Right to represent employees in industrial disputes
  • Right to establish an institution or improve the welfare of fellow employees

Discrimination
The 1945 Indonesian Constitution, Law Number 21 of 1999, and the Labor Law protect employees from discrimination. This includes: Discriminating against employees applying for a job or procuring a standard of living, based on gender, ethnicity, race, religion, skin color, or political preference. Disabled employees must not be treated any differently. Those who are allegedly infected with HIV/AIDS should not face any harsh treatment or bias.
There must also be no discrimination during the training and skill development of employees. Government Regulation Number 8 of 1981 does not allow discrimination between the salaries of male and female employees with the same job.

Maternity Leave
The Labor Law states that an employee is eligible to 1.5 months of maternal leave before giving birth and 1.5 months after giving birth. If an obstetrician recommends further leave from work, an employer must comply. During this time, an employee must receive her full salary and allowance, along with medical reimbursement during her leave. She may also receive additional benefits based on her contract with the employer. The employee maintains the right to breastfeed her baby at any given time, including office hours. To ease the burden, fathers are given a paternal leave of two days, along with the option to avail their annual leave. These holidays can also be availed under exceptional circumstances.

The Indonesian Government has made changes to ensure employees are protected in the workplace and to protect basic rights.

To learn more about global compliance labor laws visit our website

The South Korean labor market features a highly-segments labor profile. Almost 20% of the labor force is self-employed, and another 21% consists of temporary workers. Thus the labor laws in South Korea are quite complex and include significant variables. Here we discuss the latest changes to South Korean Labor Laws in 2020.

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The Brazilian Labor Code has undergone more than hundred changes since it was first enacted in 1943. The most recent changes strive to simplify labor procedures and protect the employees, especially amid the coronavirus crisis. The article covers the most important aspects of Brazil’s Employment Law in 2020.

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The Hungarian Government introduced some significant changes to labor law effective as of January 1, 2020. The changes addressed key issues regarding employee welfare and job security. In this article, we address some of the major changes in the 2020 Hungary Labor Code.

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