Editing Labour law (section)

== National labour laws ==
=== Angola ===
{{excerpt|Human rights in Angola|Employees' rights}}

=== Australia ===
{{Main|Australian Labour Law}}The [[Fair Work Act 2009|Fair Work Act of 2009]] provides the regulations governing Australian workplaces and employers. Australia has a minimum wage and workplace conditions overseen by the [[Fair Work Commission]].<ref>{{Cite web|url=https://www.fwc.gov.au/|title=Fair Work Commission|website=Fair Work Commission|access-date=2016-07-28|archive-date=2023-05-24|archive-url=https://web.archive.org/web/20230524025925/https://www.fwc.gov.au/|url-status=live}}</ref>

=== Benin ===
{{excerpt|Human rights in Benin|Employees' rights}}

=== Belgium ===
{{excerpt|Human rights in Belgium|Employees' rights}}

=== Canada ===
[[File:Eatons_Factory_Interior.jpg|thumb|The interior of one of the Eaton's factories in Toronto, Canada]]
{{Main|Canadian labour and employment law}}
{{Expand section|date=October 2013}}
In Canadian law, "labour law" refers to matters connected with unionized workplaces, while "employment law" deals with non-unionized employees.

In 2017, Premier [[Brad Wall]] announced that Saskatchewan's government is to cut 3.5 per cent from its workers and officers' wages in 2018. This salary cut includes [[Legislative Assembly of Saskatchewan|MLA]] ministers and the Premier's office staff along with all people employed by the government. Unpaid days off will also be implemented as well as limiting overtime to assist the wage cut.<ref>{{Cite news|url=http://www.cbc.ca/news/canada/saskatchewan/sask-mlas-pay-cut-1.4013359|title=Sask. premier wants to cut overall public sector worker compensation by 3.5%|work=CBC News|access-date=2017-06-28|language=en|archive-date=2017-05-22|archive-url=https://web.archive.org/web/20170522033922/http://www.cbc.ca/news/canada/saskatchewan/sask-mlas-pay-cut-1.4013359|url-status=live}}</ref><ref>{{Cite news|url=http://globalnews.ca/news/3306834/labour-law-prof-says-layoffs-likely-as-sask-govt-rolls-back-wages-3-5-per-cent/|title=Labour law prof says layoffs likely as Sask. gov't rolls back wages 3.5 per cent|work=Global News|access-date=2017-06-28|language=en|archive-date=2021-05-01|archive-url=https://web.archive.org/web/20210501213908/https://globalnews.ca/news/3306834/labour-law-prof-says-layoffs-likely-as-sask-govt-rolls-back-wages-3-5-per-cent/|url-status=live}}</ref>

=== China ===
{{Further|Labour Law of the People's Republic of China|Labour Contract Law of the People's Republic of China}}

In [[China]] the basic labour laws are the ''[[Labour Law of People's Republic of China]]'' (1994) and the ''[[Labour Contract Law of the People's Republic of China]]'' (adopted at the 10th [[National People's Congress]], effective 2008). The administrative regulations enacted by the State Council, the ministerial rules and the judicial explanations of the [[Supreme People's Court]] stipulate detailed rules concerning various aspects of employment. The government-controlled [[All China Federation of Trade Unions]] is the sole legal labour union. Strikes are formally legal, but in practice are discouraged.<ref>{{Cite web |last=Wrest |first=Samuel |date=21 April 2017 |title=Trade Union Law and Collective Bargaining in China |url=https://www.chinabusinessreview.com/trade-union-law-and-collective-bargaining-in-china/ |work=[[China Business Review]] |access-date=8 May 2023 |archive-date=12 July 2019 |archive-url=https://web.archive.org/web/20190712200738/https://www.chinabusinessreview.com/trade-union-law-and-collective-bargaining-in-china/ |url-status=live }}</ref>

=== Czech Republic ===
In Czech Republic, the relevant regulation is called the Labour Code ({{langx|cs|Zákoník práce}}). The new labour code of the [[Czech Republic]] No.262/2006&nbsp;Sb. effective from 1 January 2007, superseded the Code of 65/1965.<ref>{{Cite journal|last = Bělina| first = Mirosla|title = Nový zákoník práce|journal = Právní rozhledy, May 9, 2006}}</ref><ref>{{cite web|title = Schválený návrh nového zákoníku na webu Ministerstva vnitra ČR|url = http://aplikace.mvcr.cz/archiv2008/sbirka/2006/sb084-06.pdf|access-date = 2023-09-11|archive-date = 2011-07-18|archive-url = https://web.archive.org/web/20110718180700/http://aplikace.mvcr.cz/archiv2008/sbirka/2006/sb084-06.pdf|url-status = live}}</ref>

=== France ===
{{Main|French labour law}}

In France, the first labour laws were [[Waldeck Rousseau]]'s laws passed in 1884. Between 1936 and 1938 the [[Popular Front (France)|Popular Front]] enacted a law mandating 12 days (2 weeks) each year of paid [[Annual leave|vacation]] for workers, and a [[Matignon Accords (1936)|law]] limited the work week to 40 hours, excluding overtime. The [[Grenelle agreements]] negotiated on May 25 and 26th in the middle of the May 1968 crisis, reduced the working week to 44 hours and created trade union sections in each enterprise.<ref>{{in lang|fr}} ''[[:fr:section syndicale d'entreprise|Section syndicale d'entreprise]]''  December 27, 1968, law</ref> The minimum wage was increased by 25%.<ref>See [[Interprofessional Guaranteed Minimum Wage]]</ref>

In 2000, [[Lionel Jospin]]'s government enacted the [[35-hour workweek]], reduced from 39 hours. Five years later, conservative prime minister [[Dominique de Villepin]] enacted the [[New Employment Contract]] (CNE). Addressing the demands of employers asking for more [[Labour market flexibility|flexibility]] in French labour laws, the CNE sparked criticism from trade unions and opponents claiming it favoured [[contingent work]]. In 2006, he then attempted to pass the [[First Employment Contract]] (CPE) through a vote by emergency procedure, but that was met by [[2006 labour protests in France|students and unions' protests]]. President [[Jacques Chirac]] finally had no choice but to repeal it.

=== Poland ===
In Poland, the main act on the Labour Law is the Polish Labour Code from 1974.<ref>{{cite web|title=Polish Labour Code|url=https://isap.sejm.gov.pl/isap.nsf/download.xsp/WDU19740240141/U/D19740141Lj.pdf/|access-date=16 December 2022|archive-date=16 December 2022|archive-url=https://web.archive.org/web/20221216093611/https://isap.sejm.gov.pl/isap.nsf/download.xsp/WDU19740240141/U/D19740141Lj.pdf/|url-status=live}}</ref> Since its introduction into the legal system the act is constantly being adapted and updated to the current reality of the labour market in Poland. The basic form of employment in Poland is an employment contract, which can be concluded for a probation period, a definite period of time or an indefinite period of time. The Polish Labour Code provides regulations on employee benefits, annual leave, termination of the employment contract, discrimination in the workplace, disciplinary liability and many other employment-related issues.<ref name=getsix>{{cite web |date=19 August 2022 |title=Social security contributions |url=https://getsix.eu/resources/doing-business-in-poland/social-security-contributions/ |access-date=25 February 2025}}</ref> Polish employment contracts can be terminated in many ways, e.g. in a disciplinary mode, by a termination with a notice period or by a mutual agreement of both parts.

Labor law in Poland is closely related to the social insurance system, which is crucial for both employees and employers. According to Polish regulations, employers are obligated to register employees with ZUS (Social Insurance Institution) and to pay contributions for pension, disability, accident, sickness, and health insurance. These insurances provide workers with protection in case of illness, work-related accidents, and guarantee benefits for old age or in case of incapacity to work. Thanks to these regulations, employees can enjoy a wide range of social and economic rights, which are an important aspect of social and financial stability in the country.<ref name=getsix/>

=== India ===
{{Main|Indian labour law}}

<!-- Copy-pasted main article's lead: -->
Over fifty national and many more state-level laws govern work in India. So for instance, a permanent worker can be terminated only for proven misconduct or habitual absence.<ref name="sharma">{{cite web|url=http://www.southasiaexperts.se/pdf/Indian%20Labour%20Law%20PDF.pdf|title=Split Legal Regime in India's Labour Laws|author=Parul Sharma|date=February 2007}}{{dead link|date=October 2013}}</ref> In the [[Uttam Nakate]] case, the [[Bombay High Court]] held that dismissing an employee for repeated sleeping on the factory floor was illegal – the decision was overturned by the [[Supreme Court of India]] two decades later. In 2008, the [[World Bank]] criticized the complexity, lack of modernization and flexibility in Indian regulations.

In the Constitution of India from 1950, articles 14–16, 19(1)(c), 23–24, 38, and 41-43A directly concern labour rights. Article 14 states everyone should be equal before the law, article 15 specifically says the state should not discriminate against citizens, and article 16 extends a right of "equality of opportunity" for employment or appointment under the state. Article 19(1)(c) gives everyone a specific right "to form associations or unions". Article 23 prohibits all trafficking and forced labour, while article 24 prohibits child labour under 14 years old in a factory, mine or "any other hazardous employment".

Articles 38–39, and 41-43A, like all rights listed in Part IV of the Constitution are not enforceable by courts, rather than creating an aspirational "duty of the State to apply these principles in making laws".[3] The original justification for leaving such principles unenforceable by the courts was that democratically accountable institutions ought to be left with discretion, given the demands they could create on the state for funding from general taxation, although such views have since become controversial. Article 38(1) says that in general the state should "strive to promote the welfare of the people" with a "social order in which justice, social, economic and political, shall inform all the institutions of national life.<ref name="wboverview"/>

Article 38(2) says the state should "minimise the inequalities in income" and based on all other statuses. Article 41 creates a "right to work", which the National Rural Employment Guarantee Act 2005 attempts to put into practice. Article 42 requires the state to "make provision for securing just and human conditions of work and for maternity relief". Article 43 says workers should have the right to a living wage and "conditions of work ensuring a decent standard of life". Article 43A, inserted by the Forty-second Amendment of the Constitution of India in 1976,[4] creates a constitutional right to codetermination by requiring the state to legislate to "secure the participation of workers in the management of undertakings".<ref name="wboverview">{{cite web|url=http://www.worldbank.org.in/WBSITE/EXTERNAL/COUNTRIES/SOUTHASIAEXT/INDIAEXTN/0,,contentMDK:20195738~menuPK:295591~pagePK:141137~piPK:141127~theSitePK:295584,00.html |title=India Country Overview 2008 |year=2008 |publisher=World Bank |archive-url=https://web.archive.org/web/20110522115104/http://www.worldbank.org.in/WBSITE/EXTERNAL/COUNTRIES/SOUTHASIAEXT/INDIAEXTN/0%2C%2CcontentMDK%3A20195738~menuPK%3A295591~pagePK%3A141137~piPK%3A141127~theSitePK%3A295584%2C00.html |archive-date=May 22, 2011 |url-status=dead }}</ref> The recently released New Labour Codes 2022 mentions that organizations can convert 9-hour shifts to 12-hour shifts and provide three days of leave every week. The 4-day workweek policy will be effective from 1 July 2022.<ref>{{Cite web |date=2022-06-28 |title=New Labour Codes: From working hours to take-home salary, what will change from July 1 in India? |url=https://www.jagranjosh.com/current-affairs/new-labour-codes-from-working-hours-to-take-home-salary-what-will-change-from-july-1-in-india-1656407338-1 |access-date=2022-06-28 |website=Jagranjosh.com |archive-date=2022-06-28 |archive-url=https://web.archive.org/web/20220628132028/https://www.jagranjosh.com/current-affairs/new-labour-codes-from-working-hours-to-take-home-salary-what-will-change-from-july-1-in-india-1656407338-1 |url-status=live }}</ref>

Also read: Labour Reforms by Government of India Ministry of Labour & Employment (https://labour.gov.in/labour-reforms {{Webarchive|url=https://web.archive.org/web/20210621014605/https://labour.gov.in/labour-reforms |date=2021-06-21 }})

=== Indonesia ===
Indonesia essentially rebuilt its labour law system in the early 2000s following regime change and with support of the ILO.<ref>{{Cite journal|last1=Rupidara|first1=Neil Semuel|last2=McGraw|first2=Peter|date=2010-11-22|title=Institutional Change, Continuity and Decoupling in the Indonesian Industrial Relations System|url=https://journals.sagepub.com/doi/10.1177/0022185610381563|journal=Journal of Industrial Relations|volume=52|issue=5|pages=613–630|language=en|doi=10.1177/0022185610381563|s2cid=154955223|access-date=2020-10-07|archive-date=2021-04-27|archive-url=https://web.archive.org/web/20210427035548/https://journals.sagepub.com/doi/10.1177/0022185610381563|url-status=live|url-access=subscription}}</ref> These three statutes constituted a new legislative framework for industrial relations:<ref>{{Cite journal|last1=Palmer, Wayne|last2=Mahy, Petra|last3=Sutherland, Carolyn Elizabeth|date=2020-09-27|title=Background Report: Labour Law and Labour Dispute Resolution in Indonesia|url=https://doi.org/10.26180/5f1f7535af85e|journal=Figshare|language=en-US|doi=10.26180/5f1f7535af85e|doi-broken-date=1 November 2024 }}</ref>

1. &nbsp; &nbsp; Law No. 21 of 2000 on Trade Unions, which allowed free unionization; and

2. &nbsp; &nbsp; Law No. 13 of 2003 on Manpower, which legislated other minimum labour rights; and

3. &nbsp; &nbsp; Law No. 2 of 2004 on Industrial Relations Disputes Settlement, established a new industrial relations dispute resolution system.

=== Iran ===
{{Main|Iranian labour law}}

{{Expand section|date=June 2008}}

<!-- Copy-pasted main article's lead: -->
Iran has not ratified the two basic Conventions of the [[International Labour Organization]] on [[freedom of association]] and [[collective bargaining]] and one abolishing child labour.<ref>{{cite web|url=http://www.ilo.org/ilolex/english/docs/declworld.htm|archive-url=https://archive.today/20120524225645/http://www.ilo.org/ilolex/english/docs/declworld.htm|url-status=dead|archive-date=2012-05-24|title=Ratification of basic Conventions}}</ref>

=== Israel ===
{{main|Israeli labor law}}{{Expand section|date=November 2022}}

=== Japan ===
{{main|Japanese labor law}}{{Expand section|date=November 2022}}

=== Lithuania ===
Lithuania began the work of rewriting the employment laws in 1996 and the Labour Code ({{langx|lt|Darbo Kodeksas}}) bill was completed in 2001.<ref name="lt-labour-code-2001">{{cite web|title=Lietuvos Respublikos darbo kodekso projekto AIŠKINAMASIS RAŠTAS|trans-title=EXPLANATORY WORD of the Labour Code of the Republic of Lithuania|url=https://e-seimas.lrs.lt/portal/legalAct/lt/TAK/TAIS.156024|language=lt|website=Parliament of Lithuania|archive-url=https://web.archive.org/web/20230914111021/https://e-seimas.lrs.lt/portal/legalAct/lt/TAK/TAIS.156024|archive-date=2023-09-14|url-status=live|access-date=14 September 2023}}</ref> It was heavily inspired by the Hungarian, Czech as well Polish laws and incorporated the vast majority of the European Union regulations.<ref name="lt-labour-code-2001"/> The new labour code was formally enacted in 2002.<ref name="lt-labour-code-2001"/> Another major reform of the labour code was implemented in 2016, bringing more [[Labour market flexibility|flexibility]], yet balancing it with [[Employment protection legislation|protection for employees]].<ref>{{cite web|title=Main Features of Lithuanian Labour Law Reform 2016|url=https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3004151|date=20 Jul 2017|access-date=14 September 2023|first=Tomas|last=Davulis|website=SSRN|ssrn=3004151|archive-date=5 December 2023|archive-url=https://web.archive.org/web/20231205001408/https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3004151|url-status=live}}</ref> The Labour Code 2016 formally entered force on 1 July 2017.

=== Mexico ===
{{Main|Mexican labor law}}
Mexican labour law reflects the historic interrelation between the state and the [[Confederation of Mexican Workers]]. The confederation is officially aligned with the [[Institutional Revolutionary Party]] (the Institutional Revolutionary Party, or PRI). While the law promises workers the right to strike and to organize, in practice it is difficult or impossible for independent unions to organize.

===Singapore===
Singapore has a "minimum legal obligation" rule which applies to employment contracts and in other fields of contracting, and limits damages payments for breach of contract. The rule applies in wrongful dismissal cases: generally, its effect would be to limit an employee's damages to the minimum [[notice period]] under which the employer could properly have dismissed the employee.<ref>[[Government of Singapore]], [https://www.elitigation.sg/gd/gd/2010_SGHC_119/pdf Aldabe Fermin v Standard Chartered Bank (2010) SGHC 119] {{Webarchive|url=https://web.archive.org/web/20221202164951/https://www.elitigation.sg/gd/gd/2010_SGHC_119/pdf |date=2022-12-02 }}, decided 22 April 2010, accessed 2 December 2022</ref> Various "general principles" have been identified which apply to the summary dismissal of employees on grounds of misconduct.<ref>Wong, R. J. J., [https://v1.lawgazette.com.sg/2013-12/918.htm Employment Contracts – Termination and Dismissal] {{Webarchive|url=https://web.archive.org/web/20230306052733/https://v1.lawgazette.com.sg/2013-12/918.htm |date=2023-03-06 }}, section on "Misconduct", accessed 6 March 2023</ref>

=== South Africa ===
{{Main|South African labour law}}
South African labour law is regulated by the [[Department of Employment and Labour]] and is based on the Labour Relations Act (LRA) 66 of 1995, which regulates the relationship between and rights of employers, employees and trade unions. The LRA also gives effect to Section 23 of the [[Constitution of South Africa|Constitution]]. The LRA lays out the procedures for dispute resolution via the Commission for Conciliation, Mediation and Arbitration (CCMA) and establishes the [[Labour Court of South Africa|Labour Court]] and [[Labour Appeal Court of South Africa|Labour Appeal Court]] as superior courts with exclusive jurisdiction to decide matters arising from the Act.<ref>{{Cite web |title=Labour Relations Act 66 of 1995 {{!}} South African Government |url=https://www.gov.za/documents/labour-relations-act |access-date=2022-11-16 |website=www.gov.za |archive-date=2022-11-16 |archive-url=https://web.archive.org/web/20221116122012/https://www.gov.za/documents/labour-relations-act |url-status=live }}</ref>

The Labour Relations Act also regulates the issue of fairness, not only in termination but during employment. In 1998, most of the laws on unfair labour practices were removed from the Labour Relations Act and placed into the newly formed Employment Equity Act (EEA). The EEA also deals with issues such as fairness regarding a worker's human immunodeficiency virus (HIV) status or disability, as well as the issue of affirmative action.

Prior to 1995, an employee could be dismissed in terms of the contract of employment, which could permit any reason for dismissal. Since 1995, an employee may be dismissed only for misconduct, operational reasons and incapacity, given that procedural fairness is maintained. The Labour Relations Act 1995 is a pivotal piece of legislation, as it recognises the need for fast and easy access to justice in labour disputes. The Industrial Court had the status of a High Court, and therefore was not accessible to all labourers.

The Basic Conditions of Employment Act (BCEA), the Health and Safety Act and the [[Skills Development Act, 1998|Skills Development Act]], must be read with the EEA. The Skills Development Act provides that a small percentage of a labourer's salary must be contributed to the Department of Labour, enabling certain workshops to be run which are designed to develop skills.<ref>{{Cite web |title=Basic Conditions of Employment Act 75 of 1997 {{!}} South African Government |url=https://www.gov.za/documents/basic-conditions-employment-act |access-date=2022-11-16 |website=www.gov.za |archive-date=2022-11-16 |archive-url=https://web.archive.org/web/20221116122023/https://www.gov.za/documents/basic-conditions-employment-act |url-status=live }}</ref><ref>{{Cite web |title=Occupational Health and Safety Act 85 of 1993 {{!}} South African Government |url=https://www.gov.za/documents/occupational-health-and-safety-act |access-date=2022-11-16 |website=www.gov.za |archive-date=2023-03-12 |archive-url=https://web.archive.org/web/20230312013717/https://www.gov.za/documents/occupational-health-and-safety-act |url-status=live }}</ref><ref>{{Cite web |title=Skills Development Act 97 of 1998 {{!}} South African Government |url=https://www.gov.za/documents/skills-development-act |access-date=2022-11-16 |website=www.gov.za |archive-date=2022-11-16 |archive-url=https://web.archive.org/web/20221116122024/https://www.gov.za/documents/skills-development-act |url-status=live }}</ref>

=== Sweden ===
{{See also|Swedish labour movement}}

In Sweden many workplace issues such as working hours, minimum wage and right to overtime compensation are regulated through collective bargaining agreements in accordance with the Swedish model of ''self-regulation'', i.e. regulation by the labour market parties themselves in contrast to ''state regulation'' (labour laws).<ref>Kjellberg, Anders (2009) "The Swedish Model of Industrial Relations: Self-Regulation and Combined Centralisation-Decentralisation", in Craig Phelan (ed.) ''Trade Unionism since 1945: Towards a Global History''. Oxford: Peter Lang, pp. 155–198. Volume 1 (Western Europe, Eastern Europe, Africa and the Middle East). {{ISBN|978-3-03911-410-8}}</ref><ref name="portal.research.lu.se"/> A notable exception is the [[Employment Protection Act (of Sweden)|Employment Protection act]] which regulates employment contracts and extensive employees' rights to employment under certain conditions.<ref>{{cite web|title=Lagen om Anställningsskydd SFS 1982:80|url=https://www.riksdagen.se/sv/dokument-lagar/dokument/svensk-forfattningssamling/lag-198280-om-anstallningsskydd_sfs-1982-80|access-date=10 April 2017|archive-date=18 April 2021|archive-url=https://web.archive.org/web/20210418101904/https://www.riksdagen.se/sv/dokument-lagar/dokument/svensk-forfattningssamling/lag-198280-om-anstallningsskydd_sfs-1982-80|url-status=live}}</ref>

=== Switzerland ===
{{main|Swiss labour law}}

The labour law of [[Switzerland]] covers all standards governing the [[employment]] of some kind. The regulation of the employment by private employers is largely harmonized at the [[Federal government|federal]] level, while public-sector employment still prevails a variety of [[cantonal]] laws. In particular, the civil standardization is distributed to a variety of laws. Of greater importance, particularly the new [[Swiss Federal Constitution|Federal Constitution]] of 1999, the [[Code of Obligations]], the [[Labour Code]] as well as in the public sector, the Federal Personnel Act.<ref>J. Brühwiler: Arbeitsrecht in der Schweiz</ref>

=== United Kingdom ===
{{Main|UK labour law}}

The [[Factory Act]]s (first one in 1802, then 1833) and the 1823 [[Master and Servant Act]] were the first laws regulating labour relations in the United Kingdom. Most employment law before 1960 was based upon contract law. Since then there has been a significant expansion primarily due to movements for equality<ref>{{cite web |url=http://www.sarahedmundslegal.co.uk/faqs/equality-british-employment-law |title=Equality In British Employment Law |publisher=Sarah Edmunds Legal |date=2013-03-28 |url-status=dead |archive-url=https://web.archive.org/web/20130313181121/http://www.sarahedmundslegal.co.uk/faqs/equality-british-employment-law |archive-date=2013-03-13 }}</ref> and the legal requirements imposed by the UK's former membership of the European Union.<ref name="Lockton">{{Cite book |last=Lockton |first=Deborah |url=https://www.worldcat.org/oclc/45639297 |title=Employment law |date=1999 |publisher=Macmillan |isbn=0-333-75358-5 |edition=3 |location=Houndsmills, Basingstoke, Hampshire |oclc=45639297 |page=12 }}</ref> UK employment law comes from Acts of Parliament, secondary legislation (made by a Secretary of State under an Act of Parliament), case law (developed by various courts), and retained Community law following the UK's departure from the EU.

The first significant expansion was the [[Equal Pay Act 1970]], brought in to try to ensure pay equality for women in the workplace. Since 1997, changes in UK employment law include enhanced maternity and paternity rights,<ref>{{cite web|url=http://www.citation.co.uk/employment-law/maternity-paternity |title=Employers Maternity Leave Policy, Maternity & Paternity Allowance Policy |publisher=Citation.co.uk |access-date=2013-08-18 |url-status=dead |archive-url=https://web.archive.org/web/20131016092520/http://www.citation.co.uk/employment-law/maternity-paternity |archive-date=2013-10-16 }}</ref> the introduction of a National Minimum Wage<ref>{{cite web|url=http://www.accesssolicitor.com/glossary/employment-law/ |title=Statutory Regulations In British Employment Law |publisher=Access Solicitor |date=2013-10-01 |url-status=dead |archive-url=https://web.archive.org/web/20130218114024/http://www.accesssolicitor.com/glossary/employment-law/ |archive-date=2013-02-18 }}</ref> and the Working Time Regulations,<ref>{{cite web |url=http://www.citation.co.uk/employment-law/working-time-regulations |title=Employers Working Time Regulations 1998 2009, Working Time Directive |publisher=Citation.co.uk |access-date=2013-08-18 |archive-date=2016-01-01 |archive-url=https://web.archive.org/web/20160101062317/http://www.citation.co.uk/employment-law/working-time-regulations |url-status=live }}</ref> which covers working time, rest breaks and the right to paid annual leave. Discrimination law has been tightened, with protection from discrimination now available on the grounds of age, religion or belief and sexual orientation as well as gender, race and disability.

=== United States ===
{{Main|United States labor law}}

[[File:PalmercarpenterA.jpg|thumb|right|An American builder]]

The [[Fair Labor Standards Act]] of 1938 set the maximum standard work week to 44 hours. In 1950 this was reduced to 40 hours. A [[United States Permanent Resident Card|green card]] entitles immigrants to work, without requirement a separate [[work permit]]. Despite the 40-hour standard maximum work week,<ref>{{cite web |url=http://deskinlawfirm.com/working_more_than_72_hours_in_a_week_cannot_be_required |title=Working More than 72 Hours in a Week Cannot be Required |publisher=Deskin Law Firm |access-date=2006-12-05 |archive-date=2007-01-29 |archive-url=https://web.archive.org/web/20070129191042/http://deskinlawfirm.com/working_more_than_72_hours_in_a_week_cannot_be_required |url-status=live }}</ref> some lines of work require more than 40 hours. For example, farm workers may work over 72 hours a week, followed by at least 24 hours off.<ref>Marc Linder, "Farm Workers and the Fair Labor Standards Act: Racial Discrimination in the New Deal" ''Texas Law Review'' 16 (1987): 1335–87. Online at http://nationalaglawcenter.org/wp-content/uploads/assets/bibarticles/linder_racial.pdf {{Webarchive|url=https://web.archive.org/web/20191126202131/http://nationalaglawcenter.org/wp-content/uploads/assets/bibarticles/linder_racial.pdf |date=2019-11-26 }}</ref> Exceptions to the break period exist for certain harvesting employees, such as those involved in harvesting grapes, tree fruits and cotton.

Professionals, clerical (administrative assistants), technical, and mechanical employees cannot be terminated for refusing to work more than 72 hours in a work week.<ref>Aguilar, Victoria. [http://theargroup.com/remember-exemptions-flsa/ "Remember Exemptions to the FLSA"] {{Webarchive|url=https://web.archive.org/web/20210501170126/https://theargroup.com/remember-exemptions-flsa/|date=2021-05-01}}, ''[[The AR Group, LLP]]'', Colorado, 13 January 2015. Retrieved on 15 January 2015.</ref>
These ceilings, combined with a competitive job market, often motivate American workers to work more hours. American workers on average take the fewest days off of any developed country.<ref>{{cite web |url=http://www.infoplease.com/ipa/A0922052.html |title=Paid Vacation Around the World |work=infoplease |publisher=Pearson Education |access-date=2010-07-27 |archive-date=2016-12-20 |archive-url=https://web.archive.org/web/20161220040453/http://www.infoplease.com/ipa/A0922052.html |url-status=live }}</ref>

The Fifth and Fourteenth Amendments of the [[United States Constitution]] limit the power of the [[Federal government of the United States|federal]] and [[U.S. state|state]] governments to [[discriminate]]. The private sector is not directly constrained by the Constitution, but several laws, particularly the [[Civil Rights Act of 1964]], limit the private sector discrimination against certain groups. The [[Fifth Amendment to the United States Constitution|Fifth Amendment]]<ref name=us-amendments>{{cite web |url=http://finduslaw.com/us_constitution_5th_and_14th_amendments#1 |title=US Constitution&nbsp;– 5th and 14th Amendments |publisher=findUSlaw |access-date=2006-11-15 |archive-url=https://web.archive.org/web/20070524202013/http://finduslaw.com/us_constitution_5th_and_14th_amendments#1 |archive-date=2007-05-24 |url-status=dead }}</ref> has an explicit requirement that the Federal Government not deprive individuals of "life, liberty, or property", without due process of law and an implicit guarantee that each person receive equal protection of the law.

The [[Fourteenth Amendment to the United States Constitution|Fourteenth Amendment]]<ref name=us-amendments /> explicitly prohibits states from violating an individual's rights of [[due process]] and [[equal protection]]. Equal protection limits the State and Federal governments' power to [[discriminate]] in their employment practices by treating employees, former employees, or job applicants unequally because of membership in a group, like a race, religion or sex. [[Due process]] protection requires that employees have a fair procedural process before they are terminated if the termination is related to a "liberty", like the right to [[free speech]], or a property interest.

The [[National Labor Relations Act]], enacted in 1935 as part of the [[New Deal]] legislation, guarantees workers the right to form unions and engage in collective bargaining.

The [[Age Discrimination in Employment Act of 1967]] prohibits employment discrimination based on age with respect to employees 40 years of age or older.

Title VII of the Civil Rights Act is the principal federal statute with regard to [[employment discrimination]], prohibiting unlawful employment discrimination by public and private employers, [[trade union|labour organizations]], training programmes and employment agencies based on race or colour, religion, sex and national origin. Retaliation is also prohibited by Title VII against any person for opposing any practice forbidden by statute, or for making a charge, testifying, assisting, or participating in a proceeding under the statute. The [[Civil Rights Act of 1991]] expanded the damages available to Title VII cases and granted Title VII plaintiffs the right to jury trial.<ref name="Finduslaw.com">{{cite web|url=http://finduslaw.com/civil_rights_act_of_1964_cra_title_vii_equal_employment_opportunities_42_us_code_chapter_21|title=Civil Rights Act of 1964|publisher=findUSlaw|access-date=2006-11-15|archive-url=https://web.archive.org/web/20111229033506/http://finduslaw.com/civil_rights_act_of_1964_cra_title_vii_equal_employment_opportunities_42_us_code_chapter_21|archive-date=2011-12-29|url-status=dead}}</ref>

=== USSR ===
The Soviet Union codified labour codes with the {{ill|KZoT|ru|Трудовой кодекс}} ({{langx | ru | КЗОТ}}).

=== Halakhah (Jewish religious law) ===
The beginnings of [[Halakha|halakhic]] labour law are in the Bible, in which two commandments refer to this subject: the law against delayed wages (Lev. 19:13; Deut. 24:14–15) and the worker's right to eat the employer's crops (Deut. 23:25–26). The Talmudic law—in which labour law is called "laws of worker hiring"—elaborates on many more aspects of employment relations, mainly in Tractate Baba Metzi'a. In some issues the Talamud, following the Tosefta, refers the parties to the customary law: "All is as the custom of the region [postulates]".

Modern halakhic labour law developed very slowly. Rabbi Israel Meir Hacohen (the Hafetz Hayim) interprets the worker's right for timely payment in a tendency that clearly favours the employee over the employer, but does not refer to new questions of employment relations. Only in the 1920s we find the first halakhic authority to tackle the questions of trade unions (that could easily be anchored in Talmudic law) and the right of strike (which is quite problematic in terms of Talmudic law).

Rabbis [[Abraham Isaac Kook|A.I Kook]] and [[Ben-Zion Meir Hai Uziel|B.M.H. Uziel]] tend to [[corporatism|corporatist]] settling of labour [[conflict (process)|conflict]]s, while Rabbi [[Moshe Feinstein]] adopts the liberal democratic [[collective bargaining]] model. Since the 1940s the halakhic literature on labour law was enriched by books and articles that referred to growing range of questions and basically adopted the liberal democratic approach.{{Citation needed|date=June 2023|reason='This section does not cite any sources; where is the information about the rabbis from?'}}