Employment & Labour Law 2020 A practical cross-border insight into employment and labour law 10th Edition Featuring contributions from: ACG International Eric Silwamba, Jalasi & Linyama Legal Practitioners MJM Limited AnJie Law Firm ESENYEL & PARTNERS LAWYERS AND Monereo Meyer Abogados CONSULTANTS ANZ Partners Mori Hamada & Matsumoto GERLACH | Littler Arias ONV LAW Hamdan AlShamsi Lawyers and ASLABOR VALDÉS People + Culture Strategies Legal Consultants BAS – Sociedade de Advogados, SP, RL Porzio Ríos García Hassan Radhi & Associates Breakthrough Attorneys R&T Asia (Thailand) Limited Hogan Lovells Brulc Gaberščik & Partners, Law Firm, Ltd. Rátkai Law Firm Homburger Buterin & Posavec Law Firm Rato, Ling, Lei & Cortés – Advogados Hughes Hubbard & Reed LLP Carnelutti Law Firm SANDIVA Legal Network Khaitan & Co CDZ Legal Advisors SOW & Partners Latournerie Wolfrom Avocats CMS Holborn Asia SyCip Salazar Hernandez & Gatmaitan LEGALIS De Law Udo Udoma & Belo-Osagie LEGALITÉ advokátní kancelář s.r.o. Debarliev, Dameski & Kelesoska, Waselius & Wist Legalline Attorneys at Law Winkler Partners Lopes Muniz Advogados Associados Deloitte Kosova Sh.p.k. Wintertons Legal Practitioners McCann FitzGerald Deloitte Legal Sh.p.k. Y. Karamanolis & Associates LLC michels.pmks Rechtsanwälte Partnerschaft mbB EmpLaw Advokater AB Mijares, Angoitia, Cortés y Fuentes, S.C. Table of Contents Q&A Chapters Albania Italy 1 Deloitte Legal Sh.p.k.: Sabina Lalaj & Edita Poro 158 Carnelutti Law Firm: Giuseppe Bulgarini d’Elci & Marco Sartori Australia 12 People + Culture Strategies: Joydeep Hor Japan 167 Mori Hamada & Matsumoto: Shiho Ono & Yuko Austria Kanamaru 20 GERLACH | Littler: Roland Gerlach & Markus Loescher Kosovo 178 Deloitte Kosova Sh.p.k.: Ardian Rexha & Vegim Bahrain Kraja 26 Hassan Radhi & Associates: Ahmed Abbas & Sayed Jaffer Mohamed Luxembourg 185 LEGALIS: Jackye Elombo Belgium 33 De Law: Christophe Delmarcelle Macau 193 Rato, Ling, Lei & Cortés – Advogados: Pedro Bermuda Cortés & Helena Nazaré Valente 40 MJM Limited: Fozeia Rana-Fahy Mexico Brazil 200 Mijares, Angoitia, Cortés y Fuentes, S.C.: Claudio 48 Lopes Muniz Advogados Associados: Zilma Jiménez de León, Karla Almeyra Díaz & Aparecida S. Ribeiro & Fábia de Almeida Bertanha Damián Alejandro Gómez Corona Chile Mozambique 55 Porzio Ríos García: Ignacio García & Fernando 207 BAS – Sociedade de Advogados, SP, RL / Legalline: Villalobos Pedro Madeira de Brito & Lara Tarciana Sousa dos Mucudos Macamo China 62 AnJie Law Firm: Zhenghe Liu & Samuel Yang Netherlands 214 ACG International: Edith N. Nordmann Colombia 70 ASLABOR VALDÉS: Germán Gonzalo Valdés Nigeria Sánchez, María Ximena Valdés Luna & Juan Diego 223 Udo Udoma & Belo-Osagie: Jumoke Lambo & Valdés Rocha Mary Ekemezie Croatia North Macedonia 76 Buterin & Posavec Law Firm: Snježana Posavec 231 Debarliev, Dameski & Kelesoska, Attorneys at Law: Mitrov Martina Angelkovic & Ljupco Cvetkovski Cyprus Pakistan 84 Y. Karamanolis & Associates LLC: Yiannis 239 ANZ Partners: Nabeel Rehman Karamanolis & Andreas Karamanolis Panama Czech Republic 247 Arias: Siaska SSS Lorenzo 92 LEGALITÉ advokátní kancelář s.r.o.: Marie Janšová Philippines Finland 253 SyCip Salazar Hernandez & Gatmaitan: Dante T. 100 Waselius & Wist: Jouni Kautto Pamintuan & Leslie C. Dy France Poland 107 Latournerie Wolfrom Avocats: Sarah-Jane Mirou 260 CDZ Legal Advisors: Piotr Kryczek Germany Portugal 117 michels.pmks Rechtsanwälte Partnerschaft mbB: 269 BAS – Sociedade de Advogados, SP, RL: Dália Dr. Gunther Mävers & Dr. Jannis Kamann Cardadeiro & Alexandra Almeida Mota Hungary 127 Romania Rátkai Law Firm: Dr. Ildikó Rátkai 278 ONV LAW: Lorena Ciobanu & Ana Petrescu India 135 Senegal Khaitan & Co: Anshul Prakash & Kruthi N. Murthy 287 SOW & Partners: Papa Massal SOW & Codou SOW SECK Indonesia 142 SANDIVA Legal Network: Arthur Wailan Sanger & Singapore Allova Herling Mengko 294 CMS Holborn Asia: Wei Ming Tan & Lakshanthi Fernando Ireland 149 McCann FitzGerald: Mary Brassil & Stephen Holst Table of Contents Slovenia Turkey 302 Brulc Gaberščik & Partners, Law Firm, Ltd.: Luka 355 ESENYEL & PARTNERS LAWYERS AND Gaberščik & Marjetka Kenda CONSULTANTS: Selcuk Esenyel United Arab Emirates Spain 362 310 Monereo Meyer Abogados: Monika Bertram & Hamdan AlShamsi Lawyers and Legal Consultants: Patricia Rivera Almagro Hamdan Al Shamsi United Kingdom Sweden 368 318 EmpLaw Advokater AB: Annika Elmér Hogan Lovells: Stefan Martin & Jo Broadbent USA Switzerland 375 325 Homburger: Balz Gross & Nina Rabaeus Hughes Hubbard & Reed LLP: Ned Bassen & Sophie Moskop Taiwan 333 Winkler Partners: Christine Chen Zambia 382 Eric Silwamba, Jalasi & Linyama Legal Practitioners: Tanzania Lubinda Linyama & Joseph Alexander Jalasi 339 Breakthrough Attorneys: Vintan Willgis Mbiro & Kheri Rajabu Mbiro Zimbabwe 392 Wintertons Legal Practitioners: Ruvimbo T.L. Thailand Matsika & Tatenda Nyamayaro 347 R&T Asia (Thailand) Limited: Supawat Srirungruang & Saroj Jongsaritwang Chapter 22 167 Japan Japan Shiho Ono Mori Hamada & Matsumoto Yuko Kanamaru 1 Terms and Conditions of Employment the form or name of the contract) by taking into account various factors such as whether: (i) he/she has any discretion to refuse assignments; (ii) he/she is under someone’s control and should 1.1 What are the main sources of employment law? follow specific instructions regarding his/her work; (iii) the place and time for work are fixed; (iv) other persons are allowed The two principal sources of employment law are the Labour to do the work; and (v) he/she is receiving wages in exchange for Standards Act (the “LSA”) and its Enforcement Ordinance, providing the work. both of which provide minimum standards for the terms and Workers who are protected by employment law can be classi- conditions of employment contracts. In addition, the Labour fied into the following categories: Union Act (the “LUA”) governs collective labour relation- i) non-fixed-term workers (the so-called “regular workers”); ships, while the Labour Contract Law (the “LCL”) governs indi- ii) fixed-term workers, whose term of employment must not vidual labour relationships by providing for the principles under exceed three years (or five years in certain cases stipulated which a labour contract is to be entered into or changed through in the LSA); voluntary negotiations between a worker and an employer. iii) part-time workers, whose prescribed working hours are The LCL also governs other basic matters concerning labour shorter than those for regular workers; and contracts. Other important sources of employment law include iv) temporary workers or dispatched workers, who are employed the Industrial Safety and Health Act, the Employment Security by temporary staffing agencies and dispatched to other Act, the Act on Improvement, etc. of Employment Management companies under the Temporary Staffing Services Law. for Part-Time Workers, and the Act for Securing the Proper Operation of Worker Dispatching Undertakings and Improved 1.3 Do contracts of employment have to be in writing? Working Conditions for Dispatched Workers (the “Temporary If not, do employees have to be provided with specific Staffing Services Law”). information in writing? In June 2018, the Japanese Diet passed laws to amend employ- ment regulations (including the LSA and the LCL) and improve An employment contract does not have to be in writing; an oral the working environment, focusing mainly on the problems of agreement for employment is effective. However, an employer long working hours and wage gaps between regular workers and is required to expressly provide certain key employment terms non-regular workers (the so-called “Work-Style Reform Laws”). and conditions in writing to their workers. These key terms and The main parts of these new laws came into force on April 1, 2019. conditions include matters concerning: Some important court decisions also function as a source of i) the period of the employment contract; law. The decisions of the higher courts, especially the Supreme ii) the place of work and job description; Court, are seen as a source of law for lower courts, which usually iii) the start time and the end time for working hours, possible hesitate to render judgments that contradict higher court rulings overtime work, break-time, rest period, rest days, and as such judgments would likely be overruled at the higher courts. change in shifts (if the worker will work two or more shifts); 1.2 What types of worker are protected by employment iv) the determination, calculation and payment of wages law? How are different types of worker distinguished? (except retirement allowance and extraordinary wages (such as bonuses)), and the dates for the calculation of The LSA defines a “worker” as someone who is employed at and wages, payment of wages and wage increases; and receives wages from a business or office, regardless of the type v) the termination of employment (including regarding of occupation, and a worker is protected by Japan’s employment resignation, retirement, dismissal or any other cause for law. Independent contractors or self-employed people who termination). enter into an outsourcing contract with a company and certain company executives, such as board members and corporate 1.4 Are any terms implied into contracts of officers, who can work at their own discretion, are not protected employment? under employment law as they are not considered “workers”. The distinction between an independent contractor and a The minimum standards set out in the LSA are implied into company executive on the one