According to the Labour Code, all contracts and employment records must be in Arabic. If a contract is written in a foreign language, a translated Arabic version can be attached to meet this requirement. If a document is saved in a bilingual format and a dispute arises, the Arabic version of the document prevails. Although not required by law, all working documents must be in Portuguese. No legal requirements. It is common for agreements to be in English. If the employee does not understand the language in which the agreement is written, the agreement must be certified. A judge or employment officer will prepare a written document stating that the employee voluntarily accepted the contract and that his or her consent was not obtained through coercion, undue influence, misrepresentation or error. that the contract complies with the Labour Code; and that the union representative is satisfied that the employee has understood the terms of the contract before giving his final consent. The employment contract and employment rules must be provided in the language understandable to the employees.
If the work rules are written in a foreign language, a Japanese translation must be submitted to the office. I`ve written before about the importance of distributing employee manuals, labor arbitration agreements, confidentiality agreements, and other new required hiring documents to your staff. However, if you have employees who have little knowledge of English, it is important that you also provide your non-English speaking employees with translations of these key documents. Legal obligation to draw up employment documents in Polish so that they are authentic. Possibility to prepare these documents in a bilingual version (e.B. Polish-English); However, in the event of any discrepancy, the Polish version shall prevail. Employee manuals should always have a confirmation form at the end that employees must sign and return to confirm receipt of the manual and acknowledge receipt of their employment status at will, and that they must read and comply with the manual`s guidelines. This is of little use if the employee cannot read the manual and does not understand the confirmation form they are supposed to sign. The same applies to confidentiality and termination agreements.
If you receive a signed termination agreement that includes a discharge of claims in English and the employee cannot read it, that employee can later ask a court to invalidate the agreement so that they can sue you for work claims. And on top of that, they don`t have to reimburse you for severance pay! Legal obligation to execute individual employment contracts in Romanian (a bilingual format, including a Romanian language version, is also possible). It is not a legal requirement that internal regulations or guidelines be in Romanian, but it is highly recommended. The official language is Spanish. All documents related to employment (employment contract or contract, etc.) must be in Spanish to be valid. If the work document is written in a foreign language, it must be translated by an officially accredited translator in the event of a dispute. Written legal documents relating to employment relations must be drawn up in Slovak. Text in another language with identical content can be provided in addition to the text in Slovak.
The employment contract is only valid if the contracting parties understand the language in which it is drawn up. All working documents and internal regulations must be in Ukrainian or bilingual if necessary. The employee handbook should include important guidelines such as those on meal and rest breaks, reasonable accommodation for disabilities, and reporting harassment and discrimination. If you ever get a job lawsuit, you should be able to refer to the employee`s manual and ask the employee why he or she did not follow your written instructions. It will not help if the employee cannot read English. No legal requirement as long as the employee understands the agreement. There are no legal requirements for this. However, if the employment/policy/other documents contracts are to be submitted to the Labor Arbitration Commission or court in China, they must be in Chinese. The official languages of Finland are Finnish and Swedish. However, employment contracts may be drawn up in another language understood by the employee. In addition to the employer`s legal obligations, it is recommended that essential working documents (including, for example.B.
Health and safety materials) in other languages if an employee or group of workers cannot understand the content of the document as published in English or French. No legal requirements. Employees are often open to agreements or policies in English. In the event of a dispute, the courts would require official translations. No legal language requirements (with the exception of posted workers, for whom there is an obligation to keep a copy of an employment contract translated into Czech or Slovak, both for the posting employer and for the employer to whom the worker has been posted). However, all documents must be understandable to the employee to whom they are addressed (i.e. language must be determined on a case-by-case basis). Works councils, trade unions or similar workers` representatives generally require that all communications be Czech. Although not specified, an employment contract must be in a language understood by both parties, so a bilingual language (English and Burmese) is advised. No legal language requirements in Morocco, but the official language is Arabic. French is also acceptable as a language for an employment contract, provided the employee speaks French. English is rarely used, but may be tolerated under certain circumstances.
Arabic is the predominant language in Saudi Arabia, although a contract can be concluded with another language. It is customary in Saudi Arabia to establish a bilingual contract in which the Arabic and English texts are written in a single document. In the event of industrial action, all proceedings are conducted in Arabic and all documents, including the employment contract, must be submitted in Arabic. Even if the parties declare the opposite, the Arabic text still takes precedence. According to the Labour Code, all contracts and employment records must be in Arabic. In practice, however, English documentation is used in many companies on earth. The MOHRE standard contract is now published in English and Arabic and duplicates with other popular languages, mainly South Asian. If a foreign language is used in addition to Arabic, the Arabic version takes precedence. The basic copy of the employment contract (copia basica) must be in Spanish. The official model of the employment contract is provided by the employment office only in Spanish.
When companies issue additional employment contracts, they can be technically in any language, but a Spanish version is highly recommended, because in case of conflict, the judge will make a decision based on the Spanish translation. Canada has two official languages, English and French. Individuals are entitled to certain government services in both official languages. In Quebec, language laws require that all written notices to employees (including job and promotion offers) be in French. In some cases, this may not be necessary if the employee agrees to receive the documentation in English. In some jurisdictions, the publication of fundamental rights in the workplace must be made in English and in the majority language of the workplace. According to the Labor Code, all contracts and employment records must be in Arabic. .