Labour Law and Employment Relations
Employment Framework
The Labour Law governs private-sector employment. Know the employment contract (limited and unlimited terms), probation period limits, working hours, leave entitlements, and end-of-service benefits. Understand the rules on termination: lawful termination for cause, termination on notice, and arbitrary dismissal with compensation.
Employee Protections
Study wage payment rules, the Wage Protection System, non-compete clauses (enforceable only within limits of time, place, and scope), and the prohibition on retaining passports. Know the rules on labour disputes: the Ministry of Human Resources conciliation stage before referral to court.
Traps
Candidates often confuse gratuity calculation rules, assume unlimited-term contracts still exist as a distinct category after reforms, or overlook that termination must follow statutory procedure. Another trap: assuming non-compete clauses are always enforceable - they are void if unreasonable.
Worked example
An employee with five years' service is dismissed without cause. The correct analysis: dismissal may be arbitrary, entitling the employee to compensation in addition to accrued end-of-service benefits, subject to the statutory cap and the conciliation requirement.
Rule of thumb
For any termination question, ask: was there a lawful cause, was proper notice given, and was the statutory procedure followed? If any answer is no, consider arbitrary dismissal.