You can still register for the highly anticipated HR Tech Fest Connect 2023, which is taking place on Wednesday, September 2023!
Organisations who may be or considering monitoring remote employees are inciting debate about the ethics and legality of doing so.
Regardless of gender, employees who are parents are offered 20 weeks of paid leave to encourage a balanced approach to parenting.
Foreign employee expansion and flexible regulations have reduced job vacancies in South Korea, with younger generations most impacted.
Through the National Training Index (NTI), Malaysia's workforce development will be better evaluated, and policies will be shaped accordingly.
In the coming fiscal year, organisations will receive financial support to offer allowances to employees covering colleagues on parental leave.
Legislation to criminalise “wage theft” while promoting labour rights in Australia has not been met by universal approval.
Many organisations operating in Tokyo have not drawn up continuity plans that will help them manage the spillover effects of natural disasters.
Malaysia is targeting 60% female labour participation through policy enhancements, ecosystem support, and training.
The country’s gig economy faces a seismic shift as new legislation could reshape conditions and rights for “employee-like workers”.
Private employers are encouraged to focus on fair compensation for skilled employees to raise the productivity of the country’s workforce.
Skill enhancement support unveiled by Singapore’s government aids retrenched employees, fostering long-term career preparedness.
The financial and insurance sectors led in paternity leave uptake at 37.28%, while the hospitality and retailing showed modest 9.06% participation.
Nearly 900 organisations, each with over 250 employees, are set to disclose their gender pay gaps under new regulations.
Maximising productive and sustainable job opportunities, and raising salaries, form part of a blueprint for inclusive labour development.
Prior to the passage of the Workplace Fairness Legislation in 2024, Singapore has outlined key areas that will be protected in the workplace.
Small organisations’ employees now have the access to the same rights as employees working for large or medium organisations.
Employees working for larger firms are more likely to be provided with the opportunity to work remotely, compared to those who work in smaller ones.
The hike is seen as crucial for overall wage growth despite organisations struggling to secure employees amid a labour shortage.
86% of salary claims were resolved via the Tripartite Alliance for Dispute Management’s mediation, with 93% fully recovered for employees.
The Philippines’ Senate continues to consider nationwide wage hikes in response to public demand for fair compensation.
Taiwan’s federal government is looking to amend sexual harassment laws that will place heavier punishments on offenders in positions of power.
Employers are urged to review workplace policies and consider accommodation and alternative arrangements to ensure compliance.
As part of the proposed model, mandatory salary increments will be introduced annually to address wage inequality.
Changes to casual work risk exclude individuals with regular work patterns, reducing flexibility and pay for university students, retirees, and others.
To maintain a harmonious and non-litigious workplace culture, upcoming legislation will favour mediation for dispute resolution in Singapore.
A four-day workweek has been rejected by Taiwan's Ministry of Labour due to concerns over its impact on sectors and business competitiveness.
With more employees embracing whistleblowing to improve working conditions, organisations can do more to address the evolving role of whistleblowing.
Employers in Singapore have been urged to offer flexible work arrangements that help to create an engaged and diverse workforce.
Despite being one of the biggest advocates of AI, Google has cautioned employees regarding the use of chatbots, including its own Bard programme.