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Subject: Labour codes, general labour and employment acts - Month updated: May 2019

  1. Armenia - Labour codes, general labour and employment acts - Law, Act

    Law No. HO-225-N of 6 December 2017 "To Amend and Supplement Law "On Employment"". - legislation on-line

    Adoption: 2017-12-06 | Date of entry into force: 2018-01-01 | ARM-2017-L-106940

    Makes a wording change in part 1 of Article 16 (Return of financial means not used as addressed for employment state projects). Supplements Article 21 (Rights of a job seeker) with a new part 4.2.

  2. Azerbaijan - Labour codes, general labour and employment acts - Law, Act

    Law No. 931-VQD of 15 December 2017 to Amend the Labour Code. - Legislation from CIS Countries

    Adoption: 2017-12-15 | Date of entry into force: 2018-02-01 | AZE-2017-L-106745

    Makes wording changes in parts 1-5 of Article 209 (General principles of labour protection), also in part 3 of Article 237 (Rights of trade unions in the sphere of control over the compliance with the rules of labour protection); also makes wording changes in Article 310 (Liability for the violation of rights, defined by this Code) and 312 (Administrative liability for the violation of labour legislation).

  3. Azerbaijan - Labour codes, general labour and employment acts - Law, Act

    Law No. 821-VQD of 31 October 2017 to Amend the Labour Code. - Legislation from CIS Countries

    Adoption: 2017-10-31 | Date of entry into force: 2017-12-13 | AZE-2017-L-106741

    Introduces wording changes in part 3 of Article 4 (Working places where this Code is applied), in part 2 of Article 50 (Regulation of labour relationships when holding positions by competetion), in part 2 of Article 65 (Attestation of employees, procedure and terms of its conduct), in parts 1, 2 of Article 118 (Duration of working vacations of employees engaged in pedagogical and scientific activity).

  4. Azerbaijan - Labour codes, general labour and employment acts - Law, Act

    Law No. 675-VQD of 31 May 2017 to Amend the Labour Code. - Legislation from CIS Countries

    Adoption: 2017-05-31 | Date of entry into force: 2018-01-01 | AZE-2017-L-106740

    Rephrases Part 1 of Article 45 (Duration of employment contract); makes wording change in part 1 of Article 73 (Procedure of termination of employment contract); rephrases parts 1, 3 and 4 of Article 77 (Guarantees for employees in case of termination of employment contract), repeals part 5 and makes wording changes in part 6 of the same article.

  5. Azerbaijan - Labour codes, general labour and employment acts - Law, Act

    Law No. 252-VQD of 17 May 2016 "To Amend and Supplement the Labour Code". - Legislation from CIS Countries (in Russian)

    Adoption: 2016-05-17 | Date of entry into force: 2016-05-22 | AZE-2016-L-105443

    Pursuant to Paragraph 16 of Part 1 of Article 94 of the Constitution of Azerbaijan Republic, supplements Part 2 of Article 91 (Reduced working time) with the following words "and parents, caring after the child under 3 years of age".

  6. Estonia - Labour codes, general labour and employment acts - Law, Act

    Law No. RT I, 28.12.2017, 9 of 6 December 2017 "To Amend the Law "On Labour Market Services and Benefits"". - legislation on-line

    Adoption: 2017-12-06 | Date of entry into force: 2018-01-01 | EST-2017-L-107083

    Rephrases paras 4), 5), 5.1) of sub-paragraph (5) of Paragraph 6 (Registration as unemployed or as job-seeker); also makes wording changes in sub-paragraph (11) of Paragraph 13 (Labour market training). Supplements Paragraph 19 (Business start-up subsidy) with para 6.1). Rephrases para 3) of sub-paragraph (3) of Paragraph 26 (Right to receive unemployment allowance).

  7. Estonia - Labour codes, general labour and employment acts - Law, Act

    Law No. RT I, 28.12.2017, 1 of 6 December 2017 "To Amend the "Law on Salaries of Higher State Servants" and other related Acts". - legislation on-line

    Adoption: 2017-12-01 | Date of entry into force: 2018-01-01 | EST-2017-L-107075

    In the Law No. RT I 2010, 1, 2 of 16 December 2009 "On Salaries of Higher State Servants", rephrases Paragraph 1 (Salary of higher state servants), sub-paragraph (2) of Paragraph 2 (Highest salary rate of higher state servants). Supplements the law with Paragraph 2.1 (Indexation of highest salary rate of higher state servants); also supplements Paragraph 3 (Coefficients applicable to salaries of higher state servants) with new sub-paragraph (8.1). Rephrases Paragraph 4 (Change in salary rate of higher state servants). Repeals Paragraph 17. Introduces new Paragraph 17.1 (Specification of application of highest salary rate resulting from indexation).
    Also amends the Law "On Income Tax": in particular, supplements sub-paragraph 3) of Paragraph 13 (Income from employment) with new parts 4.3-4.6.
    Also amends the Law "On Labour Dispute Resolution": in particular, makes wording changes in sub-paragraph (4) of Paragraph 10 (Participation of lay assessors in the work of Labour Dispute Committee).

  8. Honduras - Labour codes, general labour and employment acts - Regulation, Decree, Ordinance

    Decreto núm. 101-2015, de 7 de diciembre, que sanciona la Ley del Trabajo para Personas Privadas de Libertad y de Permanencia para Reos de Alta Peligrosidad y Agresividad - La Gaceta

    Adoption: 2015-12-07 | Date of entry into force: 2016-01-14 | HND-2015-R-108341

    El decreto en cuestión sanciona la Ley del Trabajo para Personas Privadas de Libertad y de Permanencia para Reos de Alta Peligrosidad y Agresividad, que regula la organización y ejecución del trabajo que deben realizar las personas privadas de libertad como parte de los procesos de rehabilitación, readaptación social y terapia ocupacional, sin hacer diferencias de trato fundadas en prejuicios y estigmas principalmente por razones de raza, color, orientación sexual, identidad de género, lengua, religión, nacionalidad, opinión política o cualquier otra opinión, de origen nacional o social, fortuna, nacimiento u otra situación cualquiera. La ley se estructura de la siguiente manera:
    CAPÍTULO I: Disposiciones generales
    CAPÍTULO II: Del sistema de trabajo para privados(as) de libertad
    CAPÍTULO III: Régimen especial de permanencia para privados de libertad de alta peligrosidad y agresividad
    CAPÍTULO IV: Disposiciones finales.

  9. Kuwait - Labour codes, general labour and employment acts - Law, Act

    Law No. 17 of 2018 amending Law No. 6 of 2010 concerning Labour in the Private Sector. (قانون رقم 17 لسنة 2018 بتعديل بعض احكام القانون رقم 6 لسنة 2010 بشأن العمل في القطاع الاهلي) - Legislation online in Arabic

    Adoption: 2018-05-06 | Date of entry into force: 2018-05-06 | KWT-2018-L-108307

    This Law amends Section 51 of Law No. 6 of 2010 concerning Labour in the Private Sector, which states that Kuwaiti nationals are entitled to full indemnities at the end of their service without employers deducting sums from their salaries to pay for the Public Authority for Social Security subscription. Indemnities will be paid in full by the current employer at the end of their service retrospectively actively from the date of Kuwait Law No. 6/2010 being implemented.

  10. Kuwait - Labour codes, general labour and employment acts - Law, Act

    Law No. 85 of 2017 on amending some provisions of Law No. 6 of 2010 regarding Labour in the Private Sector. (قانون رقم 85 لسنة 2017 بتعديل بعض احكام القانون رقم 6 لسنة 2010 في شأن العمل بالقطاع الاهلي) - Legislation Online in Arabic

    Adoption: 2017-07-09 | Date of entry into force: 2017-07-09 | KWT-2017-L-107350

    This Law amends and replaces Articles 51 and 70 of Law No. 6 of 2010 regarding Labour in the Private Sector.

    Article 51, deals with end of service gratuity payments and their relationship with pension contributions. The Amending Law states that upon ending his/her service, an employee is entitled to a full/complete end of service gratuity payment without deducting pension contributions made by the employer towards the Public Institution for Social Security.

    Article 70, deals with annual leave entitlements for employees. The Amending Law stipulates that “an employee has the right to 30-days’ paid annual leave in the first year of service provided that he has completed at least six months with the employer. Weekend holidays, public holidays and sick leave days shall not be counted as part of annual holidays.”

  11. Qatar - Labour codes, general labour and employment acts - Law, Act

    Law No. 17 of 2018 Establishing the Workers’ Support and Insurance Fund. (قانون رقم 17 لسنة 2018 بشأن إنشاء صندوق دعم وتأمين العمال) - Legislation Online in Arabic

    Adoption: 2018-11-19 | QAT-2018-L-107337

    The fund aims to support, ensure and provide care for workers, guarantee their rights and provide a healthy and safe working environment for them. In particular it is tasked with (Art. 5):
    1.Providing the needed and sustainable financial resources for the support and insurance of workers.
    2.Paying the workers' benefits, which are settled by the labor dispute settlement committees, and subsequently reclaiming those amounts from the employer.
    3.Contributing to the provision and establishment of playgrounds, entertainment venues, or workers’ accommodation, in coordination with the relevant authorities.
    The fund shall receive for its annual budget 60% of the fees collected for workers’ permits and their renewal (Art. 4).

  12. Sao Tome and Principe - Labour codes, general labour and employment acts - Law, Act

    Ley núm. 6/2019, de 16 de noviembre de 2018, que aprueba el Código del Trabajo (Lei n.º 6/2019, de 16 de Novembro de 2018, que aprova o Código do Trabalho) - Centro de Informática e Reprografia

    Adoption: 2018-11-16 | Date of entry into force: 2019-07-10 | STP-2018-L-108354

    La ley citada aprueba el Código del Trabajo. El Código aprobado se estructura de la siguiente manera:
    -CAPÍTULO I: Disposiciones generales
    -CAPÍTULO II: Derechos personales
    -CAPÍTULO III: Derechos, obligaciones y garantías de las partes y disciplina en el trabajo
    -CAPÍTULO IV: Transmisión de la empresa o el establecimiento
    -CAPÍTULO V: Tiempo de trabajo
    -CAPÍTULO VI: Retribución
    -CAPÍTULO VII: Protección de la maternidad y la paternidad
    -CAPÍTULO VIII: Trabajo de menores
    -CAPÍTULO IX: Trabajador con deficiencia o dolencia crónica
    -CAPÍTULO X: Trabajador-estudiante
    -CAPÍTULO XI: Trabajadores migrantes
    -CAPÍTULO XII: Empresas
    -CAPÍTULO XIII: Suspensión del contrato de trabajo por impedimento prolongado
    -CAPÍTULO XIV: Finalización del contrato de trabajo
    -CAPÍTULO XV: Estructuras de representación colectiva
    -CAPÍTULO XVI: Derecho de huelga
    -CAPÍTULO XVII: Seguridad, higiene y salud en el trabajo
    -CAPÍTULO XVIII: Resolución de conflictos laborales
    -CAPÍTULO XIX: Responsabilidad contravencional y penal
    -CAPÍTULO XX: Reglas generales sobre la prescripción
    -CAPÍTULO XXI: Resolución de dudas emergentes.

  13. Uruguay - Labour codes, general labour and employment acts - Law, Act

    Ley núm. 19729, de 28 de diciembre de 2018, que modifica la Ley núm. 18345, relativa a la licencia especial para trabajadores de la actividad privada con hijos o familiares a cargo con discapacidad - Dirección Nacional de Impresiones y Publicaciones Oficiales

    Adoption: 2018-12-28 | Date of entry into force: 2019-01-18 | URY-2018-L-108349

    La ley en cuestión modifica la Ley núm. 18345, relativa a la licencia especial para trabajadores de la actividad privada con hijos o familiares a cargo con discapacidad. Así, incorpora el artículo 10, por el que se otorga a los trabajadores que tuvieren un hijo con discapacidad conforme al régimen previsto en la Ley núm. 19691, de 29 de octubre de 2018 (Ley de promoción del trabajo de personas con discapacidad), el derecho a solicitar hasta un total de 10 (diez) días anuales para controles médicos de ese hijo, con goce de sueldo. Además, incorpora el artículo 11, por el que se reconoce a quienes tuvieren familiares con discapacidad o enfermedad terminal a cargo conforme a la ley citada, el derecho a una licencia especial anual de 96 (noventa y seis) horas, que podrá ser usufructuada en forma continua o discontinua y de la cual el empleador deberá abonar la correspondiente a 64 (sesenta y cuatro) horas.


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