Labour law

Source: Wikipedia, the free encyclopedia.

Labour laws (also spelled as labor laws), labour code or employment laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.

Individual labour law concerns employees' rights at work also through the contract for work. Employment standards are social norms (in some cases also technical standards) for the minimum socially acceptable conditions under which employees or contractors are allowed to work.

Government agencies
(such as the former US Employment Standards Administration) enforce labour law (legislature, regulatory, or judicial).

History

Following the unification of the

vessel constructed in an employment contract between a shipbuilder and a ship-owner.[2][3][4]

Law 275 stipulated a ferry rate of 3-gerah per day on a charterparty between a ship charterer and a shipmaster. Law 276 stipulated a 212-gerah per day freight rate on a contract of affreightment between a charterer and shipmaster, while Law 277 stipulated a 16-shekel per day freight rate for a 60-gur vessel.[5][6][4]

In 1816, an archeological excavation in

Eyalet of the Ottoman Empire) produced a Nerva–Antonine dynasty-era tablet from the ruins of the Temple of Antinous in Antinoöpolis, Aegyptus that prescribed the rules and membership dues of a burial society collegium established in Lanuvium, Italia in approximately 133 AD during the reign of Hadrian (117–138) of the Roman Empire.[7]

A collegium was any association in ancient Rome that acted as a legal entity. Following the passage of the Lex Julia during the reign of Julius Caesar as Consul and Dictator of the Roman Republic (49–44 BC), and their reaffirmation during the reign of Caesar Augustus as Princeps senatus and Imperator of the Roman Army (27 BC–14 AD), collegia required the approval of the Roman Senate or the Emperor in order to be authorized as legal bodies.[8] Ruins at Lambaesis date the formation of burial societies among Roman Army soldiers and Roman Navy mariners to the reign of Septimius Severus (193–211) in 198 AD.[9]

In September 2011, archeological investigations done at the site of the

religious cults.[12]

Labour law arose in parallel with the

labour union
, while employers sought a more predictable, flexible and less costly workforce. The state of labour law at any one time is therefore both the product of and a component of struggles between various social forces.

As England was the first country to industrialize, it was also the first to face the often appalling consequences of the industrial revolution in a less regulated economic framework. Over the course of the late 18th and early to the mid-19th century the foundation for modern labour law was slowly laid, as some of the more egregious aspects of working conditions were steadily ameliorated through legislation. This was largely achieved through the concerted pressure from

, and others.

Child labour

A serious outbreak of fever in 1784 in

cotton mills near Manchester drew widespread public opinion against the use of children in dangerous conditions. A local inquiry presided over by Dr Thomas Percival, was instituted by the justices of the peace for Lancashire, and the resulting report recommended the limitation of children's working hours.[13] In 1802, the first major piece of labour legislation was passed − the Health and Morals of Apprentices Act
. This was the first, albeit modest, step towards the protection of labour. The act limited working hours to twelve a day and abolished night work. It required the provision of a basic level of education for all apprentices, as well as adequate sleeping accommodation and clothing.

The rapid industrialisation of manufacturing at the turn of the 19th century led to a rapid increase in child employment, and public opinion was steadily made aware of the terrible conditions these children were forced to endure. The

Factories Act 1833, which limited the employment of children under eighteen years of age, prohibited all night work, and, crucially, provided for inspectors to enforce the law. Pivotal in the campaigning for and the securing of this legislation were Michael Sadler and the Earl of Shaftesbury
. This act was an important step forward, in that it mandated skilled inspection of workplaces and rigorous enforcement of the law by an independent governmental body.

A lengthy campaign to limit the working day to ten hours was led by Shaftesbury and included support from the

Factory Act 1847, which restricted the working hours of women and children in British factories to effectively 10 hours per day.[16]

Working conditions

These early efforts were principally aimed at limiting child labour. From the mid-19th century, attention was first paid to the plight of

working conditions
for the workforce in general. In 1850, systematic reporting of fatal accidents was made compulsory, and basic safeguards for health, life and limb in the mines were put in place from 1855. Further regulations, relating to ventilation, fencing of disused shafts, signalling standards, and proper gauges and valves for steam-boilers and related machinery were also set down.

A series of further Acts, in 1860 and 1872 extended the legal provisions and strengthened safety provisions. The steady development of the coal industry, an increasing association among miners, and increased scientific knowledge paved the way for the Coal Mines Act of 1872, which extended the legislation to similar industries. The same Act included the first comprehensive code of regulation to govern legal safeguards for health, life and limb. The presence of more certified and competent management and increased levels of inspection were also provided for.

By the end of the century, a comprehensive set of regulations was in place in England that affected all industries. A similar system (with certain national differences) was implemented in other industrializing countries in the latter part of the 19th century and the early 20th century..

Individual labour law

Employment terms

The basic feature of labour law in almost every country is that the rights and obligations of the worker and the employer are mediated through a

contract of employment between the two. This has been the case since the collapse of feudalism. Many contract terms and conditions are covered by legislation or common law. In the US for example, the majority of state laws allow for employment to be "at-will", meaning the employer can terminate an employee from a position for any reason so long as the reason is not explicitly prohibited,[a]
and, conversely, an employee may quit at any time, for any reason (or for no reason), and is not required to give notice.

A major issue for any business is to understand the relationship between the worker and the master. There are two types of workers, independent contractors and employees.[17] They are differentiated based on the level of control the master has on them. Workers provided tools and resources, closely supervised, paid regularly, etc., are considered employees of the company. Employees must act in the best interest of the employer.

One example of employment terms in many countries[18] is the duty to provide written particulars of employment with the essentialia negotii (Latin for "essential terms") to an employee. This aims to allow the employee to know concretely what to expect and what is expected. It covers items including compensation, holiday and illness rights, notice in the event of dismissal and job description.

The contract is subject to various legal provisions. An employer may not legally offer a contract that pays the worker less than a minimum wage. An employee may not agree to a contract that allows an employer to dismiss them for illegal reasons.[b]

Intellectual property is the vital asset[19] of the business, employees add value to the company[20] by creating Intellectual Property. As per Trade Related Aspects of Intellectual Property Rights (TRIPS), Intellectual Property is personal property.[21] Intellectual property is used as competitive advantage[22] by big companies to protect themselves from rivalry. Given the conditions,[23] if the worker is in the agent-principal relationship, he is the employee of the company, and if the employee's invention is in the scope of employment i.e. if the employee creates a new product or process to increase the productivity and create organizations' wealth by utilizing the resources of the company, then the Intellectual property solely belongs to the company. New business products or processes are protected under Patents.[24]

There are differing opinions on what constitutes a patentable invention. One area of disagreement is with respect to software inventions, but there have been court cases that have established some precedents. For example, in the case

US Supreme Court
decided that Diehr is patent- eligible because they improved the existing technological process, not because they were implemented on a computer.

Minimum wage

Many jurisdictions define the minimum amount that a worker can be paid per hour. Algeria, Australia, Belgium, Brazil, Canada, China, France, Greece, Hungary, India, Ireland, Japan, South Korea, Luxembourg, the Netherlands, New Zealand, Paraguay, Portugal, Poland, Romania, Spain, Taiwan, the UK, the US, Vietnam, Germany (in 2015[25]) and others have laws of this kind.[26] The minimum wage is set usually higher than the lowest wage as determined by the forces of supply and demand in a free market and therefore acts as a price floor. Each country sets its own minimum wage laws and regulations, and while a majority of industrialized countries has a minimum wage, many developing countries do not.

Minimum wages are regulated and stipulated in some countries that lack explicit laws. The US is regulated by the Fair Labor Standards Act

collective agreements that also cover non-union workers at workplaces with collective agreements.[28][29]

At workplaces without collective agreements there exist no minimum wages. Non-organized employers can sign substitute agreements directly with trade unions but far from all do. The Swedish case illustrates that in countries without statutory regulation part of the labour market may not have regulated minimum wages, as self-regulation only applies to workplaces and employees covered by collective agreements (in Sweden about 90 per cent of employees).[28][30]

National minimum wage laws were first introduced in the

United States in 1938,[31] Brazil in 1940[32] India in 1948,[33] France in 1950[34] and in the UK in 1998.[35] In the European Union, 18 out of 28 member states have national minimum wages as of 2011.[36]

Living wage

The living wage is higher than the minimum wage and is designed so that a full-time worker should be able to support themselves and a small family at that wage.[37]

Hours

The maximum number of hours worked per day or other time intervals are set by law in many countries. Such laws also control whether workers who work longer hours must be paid additional compensation.

Before the Industrial Revolution, the workday varied between 11 and 14 hours. With the growth of

Factory Act
was the first labour law in the UK.

Germany was the next European country to pass labour laws. Chancellor

social security
.

In 1883, the Health Insurance Act was passed, which entitled workers to health insurance. The worker paid two-thirds and the employer one-third of the premiums. Accident insurance was provided in 1884, while old-age pensions and disability insurance followed in 1889. Other laws restricted the employment of women and children. These efforts, however, were not entirely successful; the working class largely remained unreconciled with Bismarck's conservative government.

In France, the first labour law was voted in 1841. It limited under-age miners' hours. In the

Matignon Accords, the Popular Front (1936–38) enacted the laws mandating 12 days each year of paid vacations
for workers and the law limiting the standard workweek to 40 hours.

Health and safety

Other labour laws involve safety concerning workers. The earliest English factory law was passed in 1802 and dealt with the safety and health of child labourers in textile mills.

Discrimination

Such laws prohibit discrimination against employees, in particular racial discrimination or gender discrimination.

Dismissal

New Employment Contract contrary to international law and therefore "illegitimate" and "without any juridical value". The court considered that the two-years period of "fire at will" (without any legal motive) was "unreasonable", and contrary to convention.[38][39]

Child labour

Two girls wearing banners in Yiddish and English with the slogan "Abolish child slavery!!" at the 1909 International Workers' Day parade in New York City

Child labour was not seen as a problem throughout most of history, only disputed with the beginning of universal

labourers' and children's rights. Use of child labour was commonplace, often in factories. In England and Scotland in 1788, about two-thirds of persons working in water-powered textile factories were children.[40] Child labour can be factory work, mining or quarrying, agriculture, helping in the parents' business, operating a small business (such as selling food), or doing odd jobs.[41]

Children work as guides for

hidden away in houses — far from the reach of official inspectors and from media scrutiny."[41]

Collective labour law

Collective labour law concerns the relationship between employer, employee and

trade unions
. Trade unions (also "labour unions" in the US) are organizations which generally aim to promote the interests of their members. This law regulates the wages, benefits, and duties of the employees, and the dispute management between the company and the trade union. Such matters are often described in a collective labour agreement (CLA).

Trade unions

Trade unions are organized groups of workers who engage in collective bargaining with employers. Some countries require unions and/or employers to follow particular procedures in pursuit of their goals. For example, some countries require that unions poll the membership to approve a strike or to approve using members' dues for political projects. Laws may govern the circumstances and procedures under which unions are formed. They may guarantee the right to join a union (banning employer discrimination), or remain silent in this respect. Some legal codes allow unions to obligate their members, such as the requirement to comply with a majority decision in a strike vote. Some restrict this, such as "right to work" legislation in parts of the United States.

In the different organization in the different countries trade union discuses with the employee on behalf of employer. At that time trade union discussed or talk with the manpower of the organization. At that time trade union perform his roles like a bridge between the employee and employer.

Workplace participation

A legally binding right for workers as a group to participate in workplace management is acknowledged in some form in most developed countries. In a majority of EU member states (for example, Germany, Sweden, and France), the workforce has a right to elect directors on the board of large corporations. This is usually called "codetermination" and currently most countries allow for the election of one-third of the board, though the workforce can have the right to elect anywhere from a single director, to just under a half in Germany. However, German company law uses a split board system, in which a "supervisory board" appoints an "executive board".

Under the Mitbestimmungsgesetz 1976, shareholders and employees elect the supervisory board in equal numbers, but the head of the supervisory board with a casting vote is a shareholder representative. The first statutes to introduce board-level codetermination were in Britain, however, most of these measures, except in universities, were removed in 1948 and 1979. The oldest surviving statute is found in the United States, in the Massachusetts Laws on manufacturing corporations, introduced in 1919, however, this was always voluntary.

In the United Kingdom, similar proposals were drawn up, and a command paper produced named the Bullock Report (Industrial Democracy) was released in 1977 by the James Callaghan Labour Party government. Unions would have directly elected half of the board. An "independent" element would also be added. However, the proposal was not enacted. The European Commission offered proposals for worker participation in the "fifth company law directive", which was also not implemented.

In Sweden, participation is regulated through the "Law on board representation". The law covers all private companies with 25 or more employees. In these companies, workers (usually through unions) have a right to appoint two board members and two substitutes. If the company has more than 1,000 employees, this rises to three members and three substitutes. It is common practice to allocate them among the major union coalitions.

Information and consultation

Workplace statutes in many countries require that employers consult their workers on various issues.

Collective bargaining

Collective action

Tyldesley, Greater Manchester in the 1926 United Kingdom general strike

Strike action is the worker tactic most associated with industrial disputes. In most countries, strikes are legal under a circumscribed set of conditions. Among them may be that:

  • The strike is decided on by a prescribed democratic process (
    wildcat strikes
    are illegal).
  • Sympathy strikes
    , against a company by which workers are not directly employed, may be prohibited.
  • public order
    .

A

go-slow, sabotage, work-to-rule, sit-in or en-masse not reporting to work.[42]
Some labour law explicitly bans such activity, none explicitly allows it.

Picketing is often used by workers during strikes. They may congregate near the business they are striking against to make their presence felt, increase worker participation and dissuade (or prevent) strike breakers
from entering the workplace. In many countries, this activity is restricted by law, by more general law restricting demonstrations, or by injunctions on particular pickets.

For example, labour law may restrict

flying pickets
(mobile strikers who travel to join a picket). Laws may prohibit obstructing others from conducting lawful business; outlaw obstructive pickets allow court orders to restrict picketing locations or behaving in particular ways (shouting abuse, for example).

International labour law

The labour movement has long been concerned that economic globalization would weaken worker bargaining power, as their employers could hire workers abroad to avoid domestic labour standards. Karl Marx said:

The extension of the principle of free trade, which induces between nations such a competition that the interest of the workman is liable to be lost sight of and sacrificed in the fierce international race between capitalists, demands that such organizations [unions] should be still further extended and made international.[43]

The International Labour Organization and the World Trade Organization have been a primary focus among international bodies for regulating labour markets. Conflicts arise when people work in more than one country. EU law has a growing body of workplace rules.

International Labour Organization

Following

Working Time Directive adopts its principles, subject to individual opt-out.[c] ILO's constitution comes from the 1944 Declaration of Philadelphia and under the 1998 Declaration on Fundamental Principles and Rights at Work classified eight conventions[d]
as core.

These require freedom to join a union, bargain collectively and take action (Conventions No.

98), abolition of forced labour (29 and 105), abolition of labour by children before the end of compulsory school (138 and 182), and no discrimination at work (No. 100 and 111
). Member compliance with the core Conventions is obligatory, even if the country has not ratified the Convention in question. To ensure compliance, the ILO is limited to gathering evidence and reporting on member states' progress, relying on publicity to create pressure to reform. Global reports on core standards are produced yearly, while individual reports on countries who have ratified other Conventions are compiled on a bi-annual or less frequent basis.

WTO has been the target for calls by labour lawyers to incorporate global standards of the International Labour Organization
.

Because the ILO's enforcement mechanisms are weak, incorporating

trade sanctions
. This could include reinstatement of targeted tariffs against the offender.

Proponents have called for a "social clause" to be inserted into the GATT agreements, for example, by amending Article XX, which provides an exception that allows imposition of sanctions for breaches of human rights. An explicit reference to core labour standards could allow comparable action where a WTO member state breaches ILO standards. Opponents argue that such an approach could undermine labour rights, because industries, and therefore workforces could be harmed with no guarantee of reform. Furthermore, it was argued in the 1996 Singapore Ministerial Declaration 1996 that "the comparative advantage of countries, particularly low-age developing countries, must in no way be put into question."[45]

Some countries want to take advantage of low wages and fewer rules as a comparative advantage to boost their economies. Another contested point is whether business moves production from high wage to low wage countries, given potential differences in worker productivity.[46] Since GATT, most trade agreements have been bilateral. Some of these protect core labour standards.[citation needed][e] Moreover, in domestic tariff regulations, some countries give preference to countries that respect core labour rights, for example under the EC Tariff Preference Regulation, articles 7 and 8.[47]

Work in multiple countries

UK labour law case, Ravat v Halliburton Manufacturing and Services Ltd[48] Ravat was from the UK but was employed in Libya by a German company that was part of Halliburton. He was dismissed by a supervisor based in Egypt. He was told he would be hired under UK law terms and conditions, and this was arranged by a staffing department in Aberdeen. Under the UK Employment Rights Act 1996 he would have a right to claim unfair dismissal, but the Act left open the question of the statute's territorial scope. The UK Supreme Court held that the principle would be that an expatriate worker, would be subject to UK rules if the worker could show a "close connection" to the UK, which was found in Rabat's case.[f]

This fits within the general framework in the EU. Under EU Rome I Regulation article 8,[49] workers have employment rights of the country where they habitually work. They may have a claim in another country if they can establish a close connection to it. The Regulation emphasises that the rules should be applied with the purpose of protecting the worker.[50]

It is also necessary that a court has jurisdiction to hear a claim. Under the

Brussels I Regulation article 19,[51]
this requires the worker habitually works in the place where the claim is brought or is engaged there.

EU law

The European Union has extensive labour laws that officially exclude, according to the

Collective Redundancies Directive
requires that proper notice is given and consultation takes place on decisions about economic dismissals.

The

a group of Latvian workers were sent to a construction site in Sweden. The local union took industrial action to make Laval Ltd sign up to the local collective bargaining agreement.

Under the

Posted Workers Directive
, article 3 lays down minimum standards for foreign workers so that workers receive at least the minimum rights that they would have in their home country in case their place of work has lower minimum rights. Article 3(7) says that this "shall not prevent application of terms and conditions of employment which are more favourable to workers". Most people thought this meant that more favourable conditions could be given than the minimum (e.g., in Latvian law) by the host state's legislation or a collective agreement.

The

TFEU article 56. This decision was implicitly reversed by the European Union legislature in the Rome I Regulation
, which makes clear in recital 34 that the host state may allow more favourable standards.

In

TFEU
article 49. The ECJ said that it recognized the workers' "right to strike" in accordance with ILO Convention 87, but said that its use must be proportionately to the right of the business' establishment.

National labour laws

Angola

Workers may join unions. All non-government workers may strike, though there are strict rules governing this. The ruling party is traditionally tied to labor, and some unions are government-run. Collective bargaining is technically permitted but is subject in practice to restrictions. Forced labor is illegal, but occurs, with many men and boys being trafficked into Angola for forced labor in construction and other sectors. Children under 14 are not allowed to work, but many children work on family farms, as street vendors, and in homes. Some children are forced to work as prostitutes, in the drug transport or sales, and as international couriers. There are many street children who beg, perform such jobs as shoeshining and carwashing, commit small crimes, or are sexually exploited. There is a low minimum wage, with most people relying on multiple jobs to earn a living. Most workers are employed in agricultural jobs or other sectors in which there is little or no government control of working conditions. There are laws that regulate working conditions but they are not well enforced even in the formal sector. Workers' rights are routinely violated with impunity. The occupational health and safety standards are poorly enforced, as are rulings on labor violations.[53]

Australia

Benin

Workers are allowed to unionize and to strike, although they are required to provide three days' notice of strikes and the government can prohibit them for a variety of reasons. Workers, except for those in merchant shipping, are also entitled to bargain collectively. There is a National Consultation and Collective Bargaining Commission that takes part in such negotiations. Forced labor is illegal, although it exists in a number of sectors, with children often involved. Children under 12 may not work at any job; those between 12 and 14 may do light work or hold domestic jobs. But these restrictions are not fully enforced, and in reality children as young as seven work in farms, businesses, construction, markets, and other settings, with some being indentured to "agents" and put to work in other countries.

Owing to a shortage of inspectors, the labor code is enforced poorly and only in the so-called formal sector. There is a minimum wage but it is very low, and there are various restrictions on working hours and the like but these are generally only enforced in the "formal sector". Health and safety standards are not enforced effectively either.[55]

Belgium

Belgian law guarantees workers the right to unionize and bargain collectively, and all workers except those in the military have the right to strike. Although compulsory labor is illegal, individuals from Eastern Europe, sub-Saharan Africa, and Asia are trafficked to Belgium for prostitution and other kinds of forced labor.[56] A United Nations human-rights report that was issued in 2010 proposed that Belgium provide more assistance to victims of human trafficking and that it change its laws to ensure that residency permits are issued to such persons whether or not they choose to cooperate with court authorities.[57]

Children under 15 are not permitted to work in Belgium; those between 15 and 18 are allowed to do part-time work and to work full-time during school vacations; waivers can be granted for children working in, for example, entertainment. In larger cities some children are exploited by organized gangs of beggars.

There is a minimum wage; the work day is eight hours, and the work week is 38 hours. These and other rules regulating work hours, safety, and other issues are enforced by the Employment and Labor Relations Federal Public Service.[56]

Canada

The interior of one of the Eaton's factories in Toronto, Canada

In Canadian law, "labour law" refers to matters connected with unionized workplaces, while "employment law" deals with non-unionized employees.

In 2017, Premier Brad Wall announced that Saskatchewan's government is to cut 3.5 per cent from its workers and officers' wages in 2018. This salary cut includes MLA ministers and the Premier's office staff along with all people employed by the government. Unpaid days off will also be implemented as well as limiting overtime to assist the wage cut.[58][59]

China

In

All China Federation of Trade Unions
is the sole legal labour union. Strikes are formally legal, but in practice are discouraged. [60]

Czech Republic

In Czech Republic, the relevant regulation is called the Labour Code (Czech: Zákoník práce). The new labour code of the Czech Republic No.262/2006 Sb. effective from 1 January 2007, superseded the Code of 65/1965.[61][62]

France

In France, the first labour laws were

law limited the work week to 40 hours, excluding overtime. The Grenelle accords negotiated on May 25 and 26th in the middle of the May 1968 crisis, reduced the working week to 44 hours and created trade union sections in each enterprise.[63] The minimum wage was increased by 25%.[64]

In 2000,

finally had no choice but to repeal it.

Poland

In Poland, the main act on the Labour Law is the Polish Labour Code from 1974.[65] Since its introduction into the legal system the act is constantly being adapted and updated to the current reality of the labour market in Poland. The basic form of employment in Poland is an employment contract, which can be concluded for a probation period, a definite period of time or an indefinite period of time. The Polish Labour Code provides regulations on employee benefits, annual leave, termination of the employment contract, discrimination in the workplace, disciplinary liability and many other employment-related issues.[66] Polish employment contracts can be terminated in many ways, e.g. in a disciplinary mode, by a termination with a notice period or by a mutual agreement of both parts.

India

Over fifty national and many more state-level laws govern work in India. So for instance, a permanent worker can be terminated only for proven misconduct or habitual absence.

Uttam Nakate case, the Bombay High Court held that dismissing an employee for repeated sleeping on the factory floor was illegal – the decision was overturned by the Supreme Court of India two decades later. In 2008, the World Bank
criticized the complexity, lack of modernization and flexibility in Indian regulations.

In the Constitution of India from 1950, articles 14–16, 19(1)(c), 23–24, 38, and 41-43A directly concern labour rights. Article 14 states everyone should be equal before the law, article 15 specifically says the state should not discriminate against citizens, and article 16 extends a right of "equality of opportunity" for employment or appointment under the state. Article 19(1)(c) gives everyone a specific right "to form associations or unions". Article 23 prohibits all trafficking and forced labour, while article 24 prohibits child labour under 14 years old in a factory, mine or "any other hazardous employment".

Articles 38–39, and 41-43A, like all rights listed in Part IV of the Constitution are not enforceable by courts, rather than creating an aspirational "duty of the State to apply these principles in making laws".[3] The original justification for leaving such principles unenforceable by the courts was that democratically accountable institutions ought to be left with discretion, given the demands they could create on the state for funding from general taxation, although such views have since become controversial. Article 38(1) says that in general the state should "strive to promote the welfare of the people" with a "social order in which justice, social, economic and political, shall inform all the institutions of national life.[68][69]

Article 38(2) says the state should "minimise the inequalities in income" and based on all other statuses. Article 41 creates a "right to work", which the National Rural Employment Guarantee Act 2005 attempts to put into practice. Article 42 requires the state to "make provision for securing just and human conditions of work and for maternity relief". Article 43 says workers should have the right to a living wage and "conditions of work ensuring a decent standard of life". Article 43A, inserted by the Forty-second Amendment of the Constitution of India in 1976,[4] creates a constitutional right to codetermination by requiring the state to legislate to "secure the participation of workers in the management of undertakings".[68][69] The recently released New Labour Codes 2022 mentions that organizations can convert 9-hour shifts to 12-hour shifts and provide three days of leave every week. The 4-day workweek policy will be effective from 1 July 2022.[70]

Also read: Labour Reforms by Government of India Ministry of Labour & Employment (https://labour.gov.in/labour-reforms)

Indonesia

Indonesia essentially rebuilt its labour law system in the early 2000s following regime change and with support of the ILO.[71] These three statutes constituted a new legislative framework for industrial relations:[72]

1.     Law No. 21 of 2000 on Trade Unions, which allowed free unionization; and

2.     Law No. 13 of 2003 on Manpower, which legislated other minimum labour rights; and

3.     Law No. 2 of 2004 on Industrial Relations Disputes Settlement, established a new industrial relations dispute resolution system.

Iran

Iran has not ratified the two basic Conventions of the International Labour Organization on freedom of association and collective bargaining and one abolishing child labour.[73]

Israel

Japan