From January 01, 01, the Labor Code 2021 officially takes effect. At this point, enterprises need to amend the Labor Code to accommodate the changes of this Code.
1. Adding 03 new contents in the Labor Code
In addition to some previously regulated contents such as: Working time, rest time; Order at work; Occupational safety and sanitation ... In Clause 2, Article 118 of the Labor Code 2019, the Labor Code is also required to have the following additional contents:
“- Preventing and combating sexual harassment at the workplace; the order and procedures for handling sexual harassment at the workplace;
- In case of temporarily transferring the employee to work other than the labor contract;
- The person with competence to handle labor discipline.
2. Adding a National Day holiday
In the content of the rest time of the Labor Code, namely public holidays and New Year holidays, the enterprise must amend the number of days off of 2/9 National Khanh holidays from 01 day to 02 days as prescribed at point dd Clause 1 Article 112 of the Labor Code 2019
3. Modify the content about overtime
In the content of working hours of the Labor Code, enterprises need to amend the regulations on overtime hours not exceeding 40 hours per month (previously it was not more than 01 hours in 30 month) as prescribed in point b clause 01 Article 2 of the Labor Code 107
4. Edit the content on separate leave to enjoy full salary
Also in the content of the rest time of the labor regulations, 01 additional case of the employee is entitled to 03 days off, full salary under Clause 1, Article 115: adoptive father, adoptive mother of the employee or of the employee's spouse died
5. Additional cases of layoffs
Besides the cases that have been prescribed in the past, such as: theft, embezzlement, gambling, voluntarily resign from 05 days or more ..., in the content of the labor discipline of the Labor Code It is necessary to add 01 additional case of dismissed employee: having acts of sexual harassment at the workplace
The Labor Code 2019 stipulates: The employer must issue the labor regulations, if 10 or more employees are employed, the labor regulations must be in writing.
The labor regulations must be notified to the employee and the main contents must be posted in necessary places at the workplace.