In practice, there are many cases where Employers and Employees only agree on the positions or titles which are specified in LCs, and do not include a description of the tasks that Employees must fulfil. From the legal perspective, labour law does not require Employers to attach a job description to LCs, but requires Employers…

The current labour law does not prescribe a specific procedure for unilaterally terminating LCs with Employees who regularly fail to fulfil their tasks. However, based on the general regulations of labour law and the regulation on unilateral termination of LCs with Employees who regularly fail to fulfil their tasks, Employers should fully conduct the following…

As prescribed by labour law, Employees under indefinite LCs may unilaterally terminate LCs in any event provided that they must notify Employers at least 45 days in advance[1]. Therefore, regardless of whether Employers agree with the Employees’ request or not, indefinite LCs will terminate upon expiry of the prior notification period of 45 days. However,…

Employers’ responsibilities upon termination of LCs Labour law prescribes the Employers’ and Employees’ responsibilities upon termination of LCs as follows[1]: Within 7 working days from the LC termination date, the two parties must fully pay all the amounts related to the rights and interests of each party. The time limit for payment may be extended…

Upon agreeing to terminate LCs before the term expiry, how shall Employers fulfil their financial obligations to Employees? Under the labour law, Employers and Employees may agree on the termination of LCs[1]. Actually, when LCs are terminated, Employers and Employees will sign an agreement on terminating LC, which specifies the financial obligations Employers fulfil to…