1. Brief overview of Japanese labour laws
– Key regulations employers should know.
– Strict regulations governing dismissal of an employee in Japan – what should employers be aware of when they decide to dismiss their employee?
– How to manage temporary staff and contract workers.
2. Updates concerning the recent amendments: “Work-Style Reform” in Japan (2019)
– What are the key amendments and how do they impact employers?
– What should employers do to comply with these changes
3. Handling labour disputes in Japan
– Characteristics of employment disputes in Japan.
– How should employers prepare for and manage disputes?
Anderson Mori & Tomotsune
South Korea is known for its long, arduous working hours. In the latest effort to improve the quality of work-life balance for its workforce, the local government has introduced various measures. This session will outline these key changes, and how employers can effectively navigate the complexities, and avoid costly disputes.
KIM Sung Jin
DR & AJU
RHTLaw Taylor Wessing
With the new government onboard, Malaysia Human Resources Ministry is planning several significant revisions of labour laws, to make them more relevant to the current economy. It’s time for foreign employers to stay prepared for the major upcoming updates to successfully boost the overall productivity.
Melinda Marie D’ Angelus
Azmi & Associates
Corporate Diversity and Inclusion has recently been of high priority for leading employers. Beyond just a good-to-have workplace policy, diversity does drive company financial performance, enhance the company’s ability to attract top talent, improve customer satisfaction, achieve the desired business outcomes.
However, before reaching a true diversified workplace, unconscious bias and workplace discrimination are the key hindrances that are worth fighting.
Starting from May 2019, Hong Kong’s statutory minimum wage will increase by 8.7%. This session will outline the pivotal changes in Hong Kong labour legislation in 2019 that should be on an employer’s radar.
Tanner De Witt Solicitors
When handling any corporate disciplinary matters, be it in managing misconduct cases or doing due diligence prior to termination, HR professionals need to follow a thoroughly compliant internal investigation process.
Though many misconduct cases are not constituted as a crime, their complexity, and legal boundaries can confuse non-legal HR professionals. Thus, by understanding the rights and obligations properly will help HR be more proficient and confident in managing tough cases, and achieve both fairness and effectiveness.
RHT Forensics & Dispute Advisory
Partner, Co-Head of Employment Practice,
RHTLaw Taylor Wessing