Latest news with #laborlaw
Entrepreneur
22-05-2025
- Business
- Entrepreneur
Inside the Fight for Injured Workers' Rights: How Legal Advocates Are Shaping Safer Workplaces
Holding employers and businesses accountable by providing proper treatment and compensation changes the workplace dynamic and balances the scales between employees and employers. Opinions expressed by Entrepreneur contributors are their own. You're reading Entrepreneur Asia Pacific, an international franchise of Entrepreneur Media. Workplace injury law is no longer just about compensation. It is about systemic accountability and the evolving role of a work injury attorney as a personal lawyer and labor advocate. Choosing the right legal experts can be daunting, especially during injury recovery, but it is a pivotal step in providing justice for those without legal expertise or resources to take on large insurance companies. Holding companies accountable for workplace injuries sets a bar for other companies regarding compliance and brings about systemic change. Holding employers and businesses accountable by providing proper treatment and compensation changes the workplace dynamic and balances the scales between employees and employers. Commonly Mishandled Work Injuries Slips, trips, and falls are the most common mishandled work injuries that can result in permanent physical damage and lost wages. These incidents can lead to fractures, sprains, and head injuries that require medical treatment but often go unnoticed until it is too late. If the injuries are not evaluated immediately, workers lose access to workers' compensation benefits, which is unfortunately common. Overexertion is another injury that is often overlooked. These injuries can be caused by carelessness or a lack of training on how to correctly pick up and handle heavy items in the workplace, leading to pulled muscles, strained ligaments, and more serious back and neck injuries. How Legal Advocates Shape Safer Work Spaces Legal advocates are shaping safer workspaces by providing expert advice and support to workers navigating workplace safety concerns. They are experts in this field of law and know what needs to be done immediately after an injury to assist injured workers. There is generally a stack of confusing paperwork following a workplace injury, and a skilled attorney can help navigate the paperwork, file necessary forms, and seek legal remedies when a worker's safety is in question. Attorneys often do not charge fees unless the victim wins their trial, easing the financial burden of the injured and allowing them to focus on recovery so they can get back to their livelihood sooner. Legal advocates can also raise awareness about workplace safety issues from a larger platform than that of an injured worker, highlighting the need for systemic change in the workplace. How the Gig Economy and Remote Work Complicate Traditional Worker Comp Claims The gig economy and remote work complicate traditional workers' compensation claims by not establishing a clear link between the work and the injury. Gig and remote workers are often considered independent contractors, excluding them from workers' compensation. This makes it challenging to prove injuries occurred during work hours. is a team of Florida attorneys who share the goal of helping people of all walks of life with their legal matters. This includes personalized representation for workers injured on the job in any accident. The firm represents clients throughout Florida and provides free consultations to understand the situation better and provide the best care possible. Firms like these are changing the landscape of worker rights by providing the expertise and resources needed to fight big insurance claims. They are also beneficial in enabling injured workers to get back to their lives and focus on recovery while they handle the minutiae of litigation and settlements. Workers' compensation attorneys are an invaluable asset for receiving deserved benefits, but their role is about more than receiving compensation. Holding employers and companies accountable to their workers is a critical aspect of what injury attorneys do, forcing a systemic change in the workplace. By setting fair standards for both employee and employer, workers' compensation cases set the bar for fair compensation and create a safer workplace.
Khaleej Times
20-05-2025
- Business
- Khaleej Times
UAE jobs: Is it legal to assign employees tasks that differ from their contract?
Question: I was hired as an accountant in Dubai and granted a visa for that position, but later, the company assigned me to a different role, such as HR or administrative work. Is this legal in the UAE and how can I convince my employer that it is illegal? Answer: In the UAE, an employer may not assign another work to an employee which is substantially different from the work agreed in an employment contract. However, an employer may call upon an employee to do another work only in cases of emergency or to rectify the work assigned to an employee. This is in accordance with Article 12 (1) & (2) of Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relations, which states, '1. An employee may not be assigned to another work which is substantially different from the work agreed upon in the employment contract, unless such an assignment is necessary or aims to avoid an accident or rectify the consequences thereof, provided that the assignment is temporary as specified by the Executive Regulations of this Decree-Law. 2. An employer may, in cases other than those stated in paragraph (1) above, entrust the employee with a work that is not agreed upon in the employment contract, with the written consent of the employee.' Furthermore, an employee may be temporarily assigned to work that is fundamentally different from their original job — only in exceptional cases such as necessity, accident prevention, or damage repair caused by the employee — under Article 12 of the Employment Law. This assignment cannot exceed 90 days per year. The term 'fundamental difference' refers to work that is entirely unrelated to the employee's profession or academic qualifications. This is under Article 13 of Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree Law No. 33 of 2021 Regarding the Regulation of Employment Relations, states that, '1. Subject to the provisions of Article (12) of the Decree-Law, an employee may be assigned to alternative work that is fundamentally different in nature from the contractually agreed work, as an exception that is considered necessary, or to prevent an accident, or to repair damage caused by the worker. The maximum limit for assigning the employee to such work shall be (90) ninety days per year. 2. In application of Clause (1) of this Article, 'fundamental difference' shall mean that the work to which the employee is assigned is completely different from the nature of his profession or his academic qualification.' If an employer assigns an employee with work that is fundamentally different from what has been mentioned in an employment contract, and an employee does not agree to it in writing, then an employee shall have the right to resign immediately without serving a notice to an employee. This is in accordance with Article 45(4) of the Employment Law, which states, 'An employee may quit the work without notice and reserve all his entitlements at the end of service if the employer entrusts the employee with a work that is substantially different from the work agreed upon in the employment contract, without the written consent of the employee, except in cases stated in Article 12 hereof." Furthermore, an employer may not force an employee to work against his or her will. This is in accordance with Article 14(1) of the Employment Law. Based on the aforementioned provisions of law, you may review your employment contract and visa designation to ensure that the tasks currently assigned are in line with your designation mentioned in the employment contract. If there is a mismatch, you may communicate this to your employer. If an employer continues to assign work that does not align with an employee's qualifications or professional designation, an employee may file a complaint with the Ministry of Human Resources and Emiratisation (MoHRE). Unless an employee has agreed in writing, an employer may not assign a role significantly different from the one originally agreed upon, and the employee may legally refuse to perform such tasks and seek support through MoHRE if necessary.
Zawya
12-05-2025
- Business
- Zawya
Saudi Arabia starts 6-month grace period to correct status of runaway domestic workers
RIYADH — The Saudi Ministry of Human Resources and Social Development announced a six-month grace period for correcting the status of domestic workers, who are reported absent from work (huroob), effective from Sunday, May 11. This grace period will apply only to workers who were reported absent before the date of this announcement. The ministry said that the initiative is part of its efforts to regulate the labor market. It allows domestic workers, who have previously been reported as absentees and are still illegally present in the Kingdom, to correct their status by transferring their services to other employers after completing the necessary procedures. This grace period aims to give domestic workers, who are still staying in the Kingdom after running away from their workplace, as well as their employers a chance to correct legal status through automated procedures on the Musaned platform. If a domestic worker was reported absent before May 11, but did not leave the country, they can now transfer to a new employer. The new employer must complete the required steps through Musaned to make the transfer official. New employers can log into the Musaned and complete the procedures automatically, contributing to improving the work environment and safeguarding the rights of both domestic workers and their employers. It is noteworthy that Musaned is the official platform of the Ministry of Human Resources and Social Development for household services and home employment program, which came into being in 2016. It is one of the initiatives of the ministry to develop the recruitment sector in the Kingdom. © Copyright 2022 The Saudi Gazette. All Rights Reserved. Provided by SyndiGate Media Inc. (
The Independent
06-05-2025
- Business
- The Independent
South African party launches legal challenge against new diversity and equity labor law
South Africa's second biggest political party launched a legal challenge Tuesday against a new labor law aimed at boosting the hiring of Black people and other groups in some industries, arguing it is unconstitutional, discriminatory and could dampen foreign investment. The challenge by the Democratic Alliance, or DA, takes aim at amendments to the Employment Equity Amendment Act that went into effect in January. Intended to force companies to diversify their staff, the new laws have divided the country's unity government, which includes the DA. The measures have drawn fire from the U.S. government under President Donald Trump, who has cited 'racist laws' as part of his reasons to cut financial aid to South Africa and offer to support the relocation of some of its white minority Afrikaner community to the U.S. The recent amendments give the labor minister the power to set numerical targets for the hiring of Black people, women and people with disabilities in sectors identified by the government as not reaching certain targets. Companies face fines for not reaching the targets. Helen Zille, the federal chairperson of the Democratic Alliance, has described the new law as 'totalitarian' and says it discriminates against other groups of South Africans while potentially discouraging foreign investment. 'Jobs are created by companies that invest in South Africa. The draconian labor regime created by the Employment Equity Amendment Act will continue to drive away investment and predictably increase unemployment,' Zille said. She said the new law is aimed at using racial quotas to address the injustices of the past under the apartheid system of white minority rule, and that it would contribute to the country's unemployment rate, which now stands at over 32%. She said such discrimination in the past has failed to lift up marginalized groups. 'It is completely senseless to knowingly intensify a discriminatory regime that has already failed so spectacularly to empower economically marginalized people,' Zille said. Though South Africa's constitution allows some discrimination to make amends for the oppression Black people experienced during apartheid's enforced racial segregation, it must meet a fairness threshold that the DA argues is not met under the new measures, which it describes as 'draconian.' Official government statistics show that racial and gender disparities in the country's economy remain widespread more than 30 years after the end of apartheid. The African National Congress party, which is the biggest party in the unity government after losing its parliamentary majority in the 2024 national elections, criticized the Democratic Alliance for its court challenge. 'The Employment Equity Act is not about quotas. It is about justice," ANC spokesperson Mahlengi Bhengu-Motsiri said. 'It is about correcting structural imbalances in the economy and ensuring that all South Africans have a fair shot at opportunity.' South African President Cyril Ramaphosa, the leader of the ANC, defended the employment law in his weekly message to the nation on Monday, writing it was 'part of our effort to overcome the structural inequality of apartheid.' The clash over the law is the latest public spat between the two biggest parties in the unity government who remain ideologically opposed on many issues. The parties also are divided on education and land reform policies aimed at addressing inequalities created under apartheid. Two weeks ago, the government withdrew plans to increase a value-added tax paid on consumer goods after the DA and most opposition parties opposed it and refused to vote for the budget which contained the tax increase. ___
Washington Post
06-05-2025
- Business
- Washington Post
South African party challenges new law that could force companies to hire more Blacks
JOHANNESBURG — South Africa's second biggest political party launched a legal challenge Tuesday against a new labor law aimed at boosting the hiring of majority Blacks and other groups in some industries, arguing it is unconstitutional, discriminatory and dampens foreign investment. The challenge by the Democratic Alliance, or DA, takes aim at amendments to the Employment Equity Amendment Act that went into effect in January. Intended to force companies to diversify their staff, the new laws have divided the country's unity government, which includes the DA. The measures have drawn fire from the U.S. government under President Donald Trump, who has cited 'racist laws' as part of his reasons to cut financial aid to the country and offer to support the relocation of its minority Afrikaner community to he U.S. The recent amendments give the labor minister the power to set numerical targets for the hiring of Black people, women and people with disabilities in sectors identified by the government as not reaching certain targets. Companies face fines for not reaching the targets. Helen Zille, the federal chairperson of the Democratic Alliance, has described the new law as 'totalitarian' and says it discriminates against other groups of South Africans while potentially discouraging foreign direct investment. 🌎 Follow World news Follow 'Jobs are created by companies that invest in South Africa. The draconian labor regime created by the Employment Equity Amendment Act will continue to drive away investment and predictably increase unemployment,' Zille said. Advertisement She said the new law is aimed at using racial quotas to address the injustices of the past, and that it would contribute to the country's unemployment rate, which now stands at over 32%. She said such discrimination in the past has failed to lift up marginalized groups. Advertisement 'It is completely senseless to knowingly intensify a discriminatory regime that has already failed so spectacularly to empower economically marginalized people,' Zille said. Though South Africa's constitution allows some discrimination to make amends for past injustice, it must meet a fairness threshold that the DA argues is not met under the new measures, which it describes as 'draconian.' Advertisement Official government statistics show that racial and gender disparities in the country's economy remain widespread more than 30 years after the end of the country's white minority rule when Black people faced racial discrimination. The African National Congress party, which is the biggest party in the unity government after losing its parliamentary majority in the 2024 national elections, criticized the Democratic Alliance for its court challenge. Advertisement 'The Employment Equity Act is not about quotas. It is about justice,' ANC spokesperson Mahlengi Bhengu-Motsiri said. 'It is about correcting structural imbalances in the economy and ensuring that all South Africans have a fair shot at opportunity.' Advertisement It is the latest public spat between the two biggest parties in the unity government who remain ideologically opposed on many issues. The parties also are divided on education and land reform policies dealing with addressing inequalities created under apartheid, the system of segregation under white minority rule which ended in 1994.
