Asia: Employment and HR

On 30 April 2026, the Minister of Manpower (“MoM”) issued MoM Regulation No. 7 of 2026 on Outsourced Work (Pekerjaan Alih Daya) ("MoM Reg. 7/2026"). The regulation implements Article 64(2) of Law No. 13 of 2003 on Manpower (“Manpower Law”), as amended by Law No. 6 of 2023, and follows up on Constitutional Court Decision No. 168/PUU-XXI/2023.

Indonesian employment law is principally governed by Law No. 13 of 2003 on Manpower, as amended from time to time, including by the manpower-related provisions under Government Regulation in Lieu of Law No. 2 of 2022 on Job Creation, stipulated into law under Law No. 6 of 2023 (the “Manpower Law”). The Manpower Law is supported by implementing regulations, including government regulations and regulations issued by the Minister of Manpower.

India has emerged as the global hub for capability centres, but establishing one requires navigating complex employment laws, intellectual property protections, and data governance frameworks. Foreign businesses must understand how workforce structuring, restrictive covenants, IP ownership, and compliance obligations intersect to protect their investments and mitigate legal risks in this rapidly evolving landscape.

Ken Chamuva Shawa, Senior Economist at the ILO, and Desmond Wee, partner in Ius Laboris Singapore, explore the current impact of artificial intelligence on workplace dynamics and discuss the transformative wave of changes anticipated in the coming years. Their conversation examines how organizations and workers are navigating this technological shift and what the future holds for employment relationships.

The Hong Kong Government has announced a 2.35% increase in the minimum allowable wage for foreign domestic workers, raising it from HK$5,100 to HK$5,220 per month effective October 2026. This adjustment follows the government's annual review considering economic performance, labour market conditions, and stakeholder input, with specific implementation timelines for new and existing employment contracts.

Recent Australian workplace reforms have fundamentally altered enterprise bargaining dynamics, introducing new mechanisms like intractable bargaining determinations and expanded Commission powers to amend agreements. How should employers navigate these changes to develop effective bargaining strategies while managing risks associated with mandatory terms, genuine agreement principles, and the better off overall test?

Workplace investigations require careful selection of investigators based on expertise, independence, and the nature of allegations. Understanding the distinction between fact-finding and legal advice, while balancing investigative rigour with trauma-informed practices, determines whether findings will withstand scrutiny and serve organisational needs effectively.

The Industrial Relations Commission of NSW now serves as a critical gatekeeper for psychological injury claims under reformed workers compensation legislation. This jurisdictional shift requires workers to establish that workplace conduct falls within specific categories—bullying, sexual harassment, racial harassment, or excessive work demands—before compensation claims can proceed. The reforms fundamentally alter the relationship between industrial relations and workers compensation systems, cr

An employee stops coming to work, without notice and without explanation, and days turn into weeks. The employer treats the relationship as over. The employee, when he resurfaces, says he was dismissed unfairly. The question before Courts in that moment is stark: did the employee walk away, or was this a dismissal in disguise? This is one of the most heavily litigated issues in Indian employment law, because the answer decides whether the employer must comply with retrenchment safeguards or whether the separation falls outside the statutory framework altogether.

Ken Chamuva Shawa, Senior Economist at the ILO, and Desmond Wee, partner in Ius Laboris Singapore, explore the current impact of artificial intelligence on workplace dynamics and discuss the transformative wave of changes anticipated in the coming years. Their conversation examines how organizations and workers are navigating this technological shift and what the future holds for employment relationships.

The Industrial Relations Commission of NSW now serves as a critical gatekeeper for psychological injury claims under reformed workers compensation legislation. This jurisdictional shift requires workers to establish that workplace conduct falls within specific categories—bullying, sexual harassment, racial harassment, or excessive work demands—before compensation claims can proceed. The reforms fundamentally alter the relationship between industrial relations and workers compensation systems, cr

In this episode of Podcast Bites powered by IndiaLaw LLP, host Pranjal Maheshwari discusses the Bombay High Court’s judgment in Siddhesh Pradeep Satpute v. State Bank of India and Others, pronounced on 16 June 2026.