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The article presents updates on China's legislation from 2008 to 2009. It explains employment-related issues in the New Labor Contract Law adopted by the Standing Committee of the National People's Congress (NPC) of the People's Republic of China (PRC) and its Implementing Regulations adopted by the State Council. The Ministry of Commerce (Mofcom), the National Development and Reform Commission (NDRC), and the State Administration for Industrial and Commerce (SAIC) are agencies that review and enforce acts under the Anti-monopoly Law (AML).

The article discusses ways to restructure employment arrangements in China in the light of the recession and the reinforced labor law regime. According to the article, firms must handle employment arrangements delicately and cautiously and be mindful that poorly structured actions and decisions may result in additional costs and risks for the company. The article also reviews the Chinese Labor Contract Law in relation to part-time employment, wage reductions, reduced work hours, compulsory leave, redundancy and bankruptcy.

The article offers information on the Labour Contract Law (LCL) in China. According to the implementing regulations of the LCL, open-ended contracts are not immune to termination, contrary to the fear of some. Under the LCL, workers employed for 10 consecutive years or on two fixed-term contracts can be employed under an open-ended contract. Under such contracts, employment cannot be terminated without showing cause.

The article discusses human resources (HR) issues facing multinational companies in the People's Republic of China (PRC) following the passage of restrictive employment laws. An employer must consider local regulations when conducting HR due diligence. Understanding the target company's workforce in view of the proposed transaction is the second step in HR due diligence. Full-time employees are required to have a written employment contract under the Labour Law and the Employment Contract Law. Rules on wages, layoff and severance are also explained.

This article focuses on the revised Foreign Workers Employment Law in South Korea. According to the Ministry of Labour, there is no need for foreign nationals to make the obligatory one-month trip outside Korea to extend their labor contracts. Under the revised law, foreign nationals allowed to work for up to three years will be able to extend their contracts for another two years. Ministry official Kim Yeon-shik says the new law will enable employers to secure overseas manpower and workers can easily adjust to Korean society.