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Thursday, July 20, 2017

Comparison of Employee Benefits in Asia Pacific Region


Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others. Hong Kong Mainland China Macau Taiwan Australia Cambodia Dubai India Indonesia Japan Malaysia Myanmar (Burma) New Zealand Pakistan Philippines Russia Singapore South Korea Sri Lanka Thailand Vietnam Statutory Paid Holiday per Annum 12 days 11 days 10 days 12 days 11-22 days (varies across states) 28 days Around 10 days 10-15 days 19 days 16 days 11 days 2 weeks 11 days 2 weeks 11 days 16 days 11 days 15 days 16 days 13 days 12 days Statutory Annual Paid Leave 7-14 days, depends on years of service 5-15 days, depends on years of service 6 days 7-30 days, depends on years of service 4 weeks, depends on ordinary hours of work, for both full time and part time 18 days 2 days/month if completed 6 months and 30 days if completed 1 year of service 18 days in factories and 12-21 days (varies across states) in shops and commercial establishments 12 days 10-20 days, depends on years of service 8-16 days, depends on years of service 10 days Min. 4 weeks 2 weeks 13-16 days, depends on years of service Min. 28 days after 6 months’ service 1-2 weeks, depends on years of service 15 days, depends on years of service Max. 2 weeks, depends on years of service (no entitlement in the 1st year of service) Min. 6 days after 1 year’s service and depends on years of service 12-14 days, depends on terms of services Standard Working Hours X 44 hrs/week 48 hrs/week 40 hrs/week, no more than 8 hours per day 38 hrs/week 48 hrs/week 48 hrs/week 48 hrs/week 40 hrs/week 40 hrs/week 48 hrs/week 35-48 hrs/week, depends on job nature X 48 hrs/week 40-48 hrs/week, depends on job nature 40 hrs/week 44 hrs/week 40 hrs/week 45-48 hrs/week, depends on job nature 42-48 hrs/week, depends on job nature 48 hrs/week Statutory Paid Sick Leave Max. 120 days with 80% pay Work-related sickness or injury – up to 12 months with full pay. Non-work-related sickness or injury – ranges from 3-24 months, depends on the employees’ period of employment 6 days First 30 days: half pay, after 30 days: no pay 10 days Up to 6 months, 1st month with full pay, 2nd & 3rd month with 60% pay, no pay for 4th-6th month After 3 months’ probation. 1st 15 days with full pay, next 30 days with 50% pay, no pay for any following period Max. 15 days (varies across states) 1st 4 months with full pay, 2nd 4 months with 75% pay, 3rd 4 months with 50% pay, subsequent months with 25% pay until termination of employment X 14-60 days, depends on years of service 30 days with full pay after 6 months’ services 5 days per year after 6 months’ service, additional 5 days after each subsequent 12 months, employees can continue to accumulate 5 days of sick leave every 12 months, until they reach a maximum balance of 20 days of sick leave 16 days with 50% pay 12-15 days, depends on years of service 60-100% pay, depends on years of service Up to 2 weeks for outpatient non-hospitalisation leave and 60 days for hospitalisation leave Depends on company policy Max. 7 days 30 days with full pay 30 days Statutory Maternity Leave 10 weeks with 80% pay 98 days 56 days 56 calendar days with full pay after 6 months’ service, half pay for service less than 6 months 18 weeks paid leave at the National Minimum Wage 90 days with 50% pay 45 days with full pay Max. 12 weeks 6 weeks before delivery and 6 weeks after delivery with full pay 6 weeks before delivery and 8 weeks after delivery, up to 2/3 of pay covered by social insurance Min. 60 consecutive days 6 weeks before delivery and 6 weeks after delivery with full pay 18 weeks with full pay 12-13 weeks with full pay 60 days for normal delivery and 78 days for caesarian delivery for the first four deliveries and miscarriages 70 days before delivery and 70 days after delivery, covered by the Russian State Social Insurance Fund 16 weeks 90 days (120 days for twins) 84 days with full pay, excludes holidays 90 days with full pay by employer and the Social Welfare Fund 6 months with full pay, additional 30 days for multiple births Satutory Parental Leave (Such as Paternity Leave, Childcare Leave) Paternity leave: 3 days with 80% pay Paternity leave: in general does not exceed 14 days; varies between local rules or age of employee’s wife X Paternity leave: 3 days with full pay, Parental leave: max. 2 years of unpaid leave Parental leave: 18 weeks paid leave at the National Minimum Wage which is fully funded by the government X 3 consecutive working days during the 1st month of the child birth, in public sector only 15 days leave before or within 6 months from date of delivery, pay according to last pay before leave, for male civil servants only Personal leave: 2 days with full pay when employee’s wife gives birth Childcare leave applicable to both female and male employees with child under 1 X X Paternity leave: 1-2 weeks, depends on service period X Paternity leave: 7 working days with full pay for married employee, Solo paternity leave: 7 working days Parental leave: 3 years with 40% pay until the child is 18 months Paternity leave: 1 week, Childcare leave: 6 days Parental leave: min. 5 days, Childcare leave: 6 days per year with child under 7 X Paternity leave: 15 days with full pay for State workers only Paternity leave: 5-14 days, depends on situation Collective Bargaining Law X √ √ √, applicable to those with unions only √ √ X √ √ √ √ √ √ √ √ √, applicable to those with trade unions only √ √ √ √ √ Remedies for Unreasonable / Unlawful Dismissal ^ √ √ √ X √ √ √ √ √ √ √ X √ √ √ √ √ √ √ √ √ Statutory Minimum Wage √ √ √, applicable to cleaning and security workers only √ √ √ X √ √ √, varies across locations √ √, varies across industries and locations √ √ √ √ X √ √ √ √ Unemployment Insurance X √ √ √ √ X √ ,for those who are genuinely unable to work only √ X √ X √ √ X √ √ X √ X √ √ ^ The current labour / employment law of most countries rules the following situations where employers cannot dismiss an employee: - have work-related injury, lose work capability in total or in partial - during designated medical treatment period during sickness or injury • HKIHRM disclaims any liability for any loss or damage arising from any inaccuracy or omission in the information contained herein or from the reliance upon it. No guarantee that such data is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act upon such data without appropriate professional advice. - during pregnancy, delivery, or nursing period for female employees - other situations specified by laws and regulations A Comparative Table on Employee Benefits in the Asia Pacific Main Region (including Hong Kong, Macau and Mainland China)




Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them.

 Here are the comparison of employee benefits in each country in Asia Pacific: 
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.
Cambodia is significantly has the highest allowed paid yearly holiday compared to the rest of its neighboring countries in Asia Pacific. However, it does not give parental leave while other countries do.
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

 The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.
Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.

Different countries in Asia Pacific Region has different rules and regulations with regards to the employee benefits. Each rules can be exactly the same or slightly different from each of them. Here are the comparison of employee benefits in each country in Asia Pacific: The comparison is based on different benefits that an employee can get such as statutory paid holiday per annum, statutory annual paid leave, standard working hours, statutory paid sick leave, maternity leave, parental leave including paternity leave, minimum wage, unemployment insurance among others.




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China's plans to hire Filipino household workers to their five major cities including Beijing and Shanghai, was reported at a local newspaper Philippine Star. it could be a big break for the household workers who are trying their luck in finding greener pastures by working overseas China is offering up to P100,000 a month, or about HK$15,000. The existing minimum allowable wage for a foreign domestic helper in Hong Kong is around HK$4,310 per month. Dominador Say, undersecretary of the Department of Labor and Employment (DOLE), said that talks are underway with Chinese embassy officials on this possibility. China’s five major cities, including Beijing, Shanghai and Xiamen will soon be the haven for Filipino domestic workers who are seeking higher income. DOLE is expected to have further negotiations on the launch date with a delegation from China in September. according to Usec Say, Chinese employers favor Filipino domestic workers for their English proficiency, which allows them to teach their employers’ children. Chinese embassy officials also mentioned that improving ties with the leadership of President Rodrigo Duterte has paved the way for the new policy to materialize. There is presently a strict work visa system for foreign workers who want to enter mainland China. But according Usec. Say, China is serious about the proposal. Philippine Labor Secretary Silvestre Bello said an estimated 200,000 Filipino domestic helpers are presently working illegally in China. With a great demand for skilled domestic workers, Filipino OFWs would have an option to apply using legal processes on their desired higher salary for their sector. Source: ejinsight.com, PhilStar Read More: The effectivity of the Nationwide Smoking Ban or E.O. 26 (Providing for the Establishment of Smoke-free Environment in Public and Enclosed Places) started today, July 23, but only a few seems to be aware of it. President Rodrigo Duterte signed the Executive Order 26 with the citizens health in mind. Presidential Spokesperson Ernesto Abella said the executive order is a milestone where the government prioritize public health protection. The smoking ban includes smoking in places such as schools, universities and colleges, playgrounds, restaurants and food preparation areas, basketball courts, stairwells, health centers, clinics, public and private hospitals, hotels, malls, elevators, taxis, buses, public utility jeepneys, ships, tricycles, trains, airplanes, and gas stations which are prone to combustion. The Department of Health urges all the establishments to post "no smoking" signs in compliance with the new executive order. They also appeal to the public to report any violation against the nationwide ban on smoking in public places. Read More: ©2017 THOUGHTSKOTO www.jbsolis.com SEARCH JBSOLIS, TYPE KEYWORDS and TITLE OF ARTICLE at the box below Smoking is only allowed in designated smoking areas to be provided by the owner of the establishment. Smoking in private vehicles parked in public areas is also prohibited. What Do You Need To know About The Nationwide Smoking Ban Violators will be fined P500 to P10,000, depending on their number of offenses, while owners of establishments caught violating the EO will face a fine of P5,000 or imprisonment of not more than 30 days. The Department of Health urges all the establishments to post "no smoking" signs in compliance with the new executive order. They also appeal to the public to report any violation against the nationwide ban on smoking in public places. ©2017 THOUGHTSKOTO

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