During the Vietnam War, the US military and associated contractors employed hundreds of thousands of Vietnamese and third country nationals. The U.S. Office of Civilian Personnel (OCP), charged with overseeing labor relations in Vietnam, introduced grievance processes, labor-employer councils, training programs, union-friendly policies, and other reforms—with the goal of serving U.S. war aims and modernizing the Vietnamese workforce. The results were mixed. Work stoppages, in particular, presented serious challenges, as did the U.S. demobilization completed in 1973. Still, U.S. labor policies in Vietnam hardly resembled the oppressive, racialized imperialism depicted by some scholars. The OCP’s story adds yet another level to our understanding of the complex American mission in Southeast Asia and the equally involved debates among South Vietnamese about democracy and modernization.

Globalization forces multinational companies (MNCs) to manage human resources amidst a diversity of contrasting cultures, laws and policies in each operational country. Rigid and centralized HR planning often creates communication barriers and non-compliance with local regulations, which ultimately reduces organizational performance. This research aims to analyze adaptive HR planning strategies in mitigating cultural and legal challenges in order to increase the effectiveness of company operations in the global market. This research uses a qualitative approach with a library research method. Data was collected through documentation techniques on scientific journal articles, HR management textbooks, and national seminar proceedings for the 2017-2025 period which were then analyzed thematically. The study results show that successful HR planning involves accurate data collection processes, forecasting talent needs, and flexible policy implementation. Adaptive strategies, including cross-cultural training and adjusting compensation systems according to local labor laws, have been proven to minimize communication conflicts and legal risks. Adaptive HR planning is a key element for multinational companies to achieve competitive advantage. The synergy between global quality standards and local wisdom allows the company to maintain stable industrial relations while increasing employee engagement in various operational areas.

Female domestic workers are those who provide services related to daily chores to the house of the employer, their job includes washing, cleaning, elderly care, baby sitting and cooking etc. statistics of Domestic work in Pakistan's informal employment sector, is around 74%. Many women turn toward this sector of employment for survival, but unfortunately there are no proper labor laws implemented that provide security to such jobs. However, while carrying out their responsibilities, these women encounter significant economic and societal hardships. The aim of this research is to analyze the socio-economic challenges faced by female domestic workers in District Abbottabad and to identify the coping strategies adopted by the women. The study universe is District Abbottabad and female domestic workers were chosen as the target population. District Abbottabad is a district of the Pakistani province of Khyber Pakhtunkhwa. This research used a combination of qualitative and quantitative techniques to collect primary data. Participants were chosen using a simple random sampling method. Total of 90 individuals were selected. The research findings reveal that a majority (98%) of women employed in domestic work having a monthly income below 10,000, Just 1% of respondents reported earning more than this amount. Furthermore, the study highlights the prevalence of a significant 82% of respondents who are open to various forms of social mistreatment in various aspects of their lives.

The digitalization of the economy has given rise to fundamentally new forms of labor and employment organization, among that are platform employment and self-employment. The lack of legislative definitions and full-fledged regulation of these phenomena actualize distinguishing of labor and civil law relations. Also the consideration of the legal status of platform employees and self-employed individuals, determination of the need to provide them with social and labor rights and guarantees. Especially considering the existence of different types of platforms and special regulation in certain areas of activity. The article examines these issues on the example of regulating passenger and baggage transportation by passenger taxi. The authors analyze the directions of regulation of non-standard forms of employment and models of regulation of platform employment and self-employment that have developed in world practice. Also, the regulation of non-standard forms of employment proposed by the Russian legislator and the existing regulation of the platform economy and passenger and baggage transportation by passenger taxi. The authors come to several conclusions. First, the legislator’s choice of a model for the existing regulation based on the entrepreneurial nature of the activities of self-employed carriers and other platform employees. Secondly, the legislator’s awareness of the need to provide these and other individuals with non-standard employment with certain social and labor rights and guarantees. Thirdly, about the possibility of future differentiation of regulation by introducing the category of «dependent self-employed».

This study examines the effectiveness of labor law enforcement in Indonesia, focusing on the implementation of final and binding decisions of the industrial relations court (pengadilan hubungan industrial—PHI). Although such decisions are legally obligatory, empirical conditions demonstrate frequent employer non-compliance, resulting in the continued denial of workers’ normative rights. Using a normative-empirical legal approach, this study examines industrial relations dispute settlement (PPHI law) regulations, assesses employers’ legal obligations, and identifies institutional and socio-legal barriers to law enforcement. Empirical evidence from the Manado District Court in 2023–2024 indicates that several favorable worker decisions remained unenforced despite formal enforcement notices issued by national courts. The findings indicate systemic weaknesses across three interrelated dimensions: legal substance, reflected in limitations of procedural and executive norms; legal structure, characterized by weak supervision, limited enforcement authority, and inadequate institutional coordination; and legal culture, marked by low compliance and the absence of effective deterrent sanctions. These conditions illustrate a clear disparity between normative legal expectations (das Sollen) and practical implementation (das Sein). Therefore, this study recommends regulatory reform, institutional strengthening, and harmonization of enforcement mechanisms to enhance legal certainty, reinforce judicial authority, and ensure effective protection of workers’ rights nationally.

The Omnibus Law on Job Creation is a significant piece of regulatory reform introduced by the Indonesian government to boost investment competitiveness and stimulate economic growth by streamlining cross-sector regulations, including labour law. However, the reform has sparked debate about whether workers, particularly contract workers who are vulnerable in the labour market, are adequately protected by the law. This research aims to analyse the complexities surrounding the implementation of the Omnibus Law on Job Creation and its implications for the welfare and legal protection of contract workers in Indonesia. This research employs a qualitative legal approach, using document analysis and network content analysis of industrial relations dispute decisions issued by the Supreme Court of the Republic of Indonesia between 2020 and 2024. NVivo 12 Plus was used to support systematic coding and visualisation. The results indicate that, while regulatory changes under the Omnibus Law increase labour market flexibility, they also create legal uncertainty for contract workers, affecting income stability, employment security and access to labour rights. It is concluded that the policy creates an imbalance between investment-oriented objectives and the constitutional mandate to protect workers' welfare. Therefore, a regulatory review and a more inclusive policy formulation process are necessary to ensure fair and sustainable labour protection.

This study aims to analyze the disharmony of interpretation between the Ministry of Manpower and immigration authorities regarding the use of Visit Visa index C.18 for foreign experts or technicians in Indonesia. This issue arises due to differences in perspectives in determining the scope of permitted activities for foreign nationals, which potentially leads to legal uncertainty, opportunities for misuse of residence permits, and weak supervision of foreign nationals. This research employs a normative juridical method with statutory and conceptual approaches by analyzing applicable regulations and legal concepts related to institutional authority and policy harmonization. The results indicate that the lack of alignment between immigration and labor policies creates multiple interpretations in the implementation of Visa C.18, resulting in inconsistencies in supervisory practices. Therefore, regulatory harmonization is required through clear limitation of permitted activities and strengthened inter-agency coordination. This study contributes to the development of immigration law studies, particularly in promoting legal certainty and improving the effectiveness of foreign national supervision in Indonesia.

This article examines key labour market trends during the COVID-19 pandemic in Argentina, Brazil, Chile, Colombia, Costa Rica, Peru, and Uruguay, covering the period from its onset through 2022, and provides a comprehensive analysis of the policies implemented to mitigate its effects. It explores their influence on formal jobs, labour and household incomes, as well as institutional arrangements. By comparing pre-pandemic gaps in decent work and adequate income with the situation three years after the outbreak of the pandemic, this article assesses whether Latin American labour markets have moved closer to, or further away from, addressing persistent gaps in job quality, wage levels, and their distribution. Finally, it draws policy lessons from both the advances achieved and the challenges that remain in labour and income policies.

Purpose This study investigates Indonesia's approach to religious pluralism and constitutional guarantees of religious freedom through its system of public holidays for six officially recognised religions, evaluating whether this framework achieves equality or equity. Design/methodology/approach Using a doctrinal legal research method combined with a qualitative systematic literature review of empirical studies, the study analyses statutory provisions, ministerial decrees, labour regulations and secondary scholarship to assess both legal structures and their practical implementation. Findings The findings indicate that Indonesia has established a legal architecture supporting religious freedom through public holidays, predominantly institutionalised through the annual Joint Ministerial Decree. However, legal ambiguities and the political instrumentalisation of religion continue to hinder equitable enforcement, particularly for minority communities. Drawing on Rawls's justice theory, the study argues that targeted redistributive reforms are needed to ensure that the least advantaged religious groups benefit from holiday policies in a manner consistent with principles of fairness and equal basic liberties. Research limitations/implications The findings support policy reform towards a more flexible and inclusive holiday model, enhanced protection of minority practices and stronger institutional oversight to ensure alignment with principles of equality, substantive equity and justice as fairness. Originality/value By integrating doctrinal legal analysis and Rawlsian justice theory, this study offers a novel approach to understanding public holidays as a form of state recognition, accommodation and distribution of religious rights.

ABSTRACT Artificial Intelligence (AI) and HR Analytics have become essential tools in modern Human Resource Management, especially in the context of implementing new labour codes in India. This study aims to analyse the role of AI and HR analytics in improving HR compliance and employee outcomes. The research examines factors such as awareness of AI, adoption of HR analytics, compliance efficiency, employee satisfaction, and organizational performance. Data was collected from over 100 respondents using a structured questionnaire. Statistical tools such as percentage analysis, Chi-square test, and ANOVA were used for analysis. The findings indicate that AI and HR analytics significantly improve HR compliance, reduce manual work, and enhance decision-making. However, challenges such as high cost, lack of skills, and resistance to change affect adoption. The study concludes that AI and HR analytics play a crucial role in improving HR efficiency and ensuring compliance with labour laws. Key Words: Artificial Intelligence, HR Analytics, Labour Codes, HR Compliance, Employee Outcomes

Purpose This study examines how ISO 14001:2015 implementation shapes environmental, economic, and social performance in Jordan's industrial sector. It maps these hierarchical impacts to the sustainable development goals (SDGs) and extends theoretical frameworks, namely the natural resource-based view and institutional theory, in a resource-constrained, developing-economy context. Design/methodology/approach A stratified random sample of 50 ISO 14001:2015-certified organizations across manufacturing, services, and construction sectors completed a 29-indicator questionnaire. Data were subjected to exploratory factor analysis to identify the latent dimensions of sustainability performance. Findings Exploratory factor analysis revealed three latent dimensions. Environmental performance emerged as the dominant dimension, driven primarily by circular economy practices including increased reuse and recycling and waste reduction, followed by energy efficiency improvements. Economic performance constituted the second dimension, anchored in direct and indirect cost efficiencies with modest revenue-enhancement effects. Social and organizational benefits formed the third dimension, centered on occupational health and safety and employee engagement. This hierarchy demonstrates a context-specific prioritization reflecting Jordan's resource constraints and energy import dependence. Practical implications Industrial practitioners should prioritize waste management and energy efficiency initiatives, supplemented by targeted employee engagement programs to generate salient environmental benefits and measurable economic savings. Policymakers can amplify ISO 1401's impact through performance-based incentives aligned with national SDG targets, particularly SDG 12.5 (waste reduction), SDG 7.3 (energy efficiency), and SDG 8.8 (labor protections). Originality/value This is the first empirically validated hierarchy of ISO 14001:2015 impacts in Jordan, extending the natural resource-based view and institutional theory in a developing economy context. The findings demonstrate that pollution prevention capabilities dominate in resource-scarce settings, product stewardship remains underdeveloped due to weak regulatory enforcement, and sustainable development capacities emphasize internal workforce welfare. The study provides context-specific insights for researchers and decision-makers in developing economies seeking to leverage environmental management systems for sustainable development.

On October 7th, 2023, Israel launched a brutal war on the Gaza Strip. It affected people, structures, animals, and most aspects of life were disrupted, which lead to paralysis of the labor force and make it unable to work. As a result, universities, societies, and institutions were closed, agriculture, transportation, and contracting were disrupted, production stopped in factories, labor become unemployed, and labor contracts became threatened in a way that not less dangerous from their workplace. These are inevitable consequences of the war as an exceptional incident that occurred in the labor contracts, and have various legal effects cast a shadow on employment contracts. In the light of the legal theories constructed by legal thought and regulated by civil law, and the legal effects resulting from it, and directing the war to its legal destination, and acknowledging the extent to which it is considered force majeure or an exceptional incident, and explaining the impact resulting from the inability to implement the obligations generated about the employment contract because of the war, the adequacy of the Palestinian labor law which is compared by legislative regulation to address exceptional emergency incidents that occur in employment contracts, and how the law deals with employer exploiting of this war to terminate some employment contracts.

The current study provides a comprehensive overview of the socioeconomic and sociodemographic conditions of Vietnamese fishing crews, who form the backbone of the nation’s marine capture fisheries but remain among the most vulnerable labor groups. Based on interviews with 2037 captains and crew members across six coastal provinces, the study examines demographic characteristics, education, working conditions, legal arrangements, and income determinants. Results show that the fishing labor force is entirely male, predominantly middle-aged, and characterized by limited formal education and long occupational experience. Employment relationships are largely informal and verbal, leaving crews without labor protection, social or health insurance, or contractual stability. Statistical analysis revealed significant income disparities between captains and crew members, between inshore and offshore fleets, and among fisheries and provinces. Fishing experience and professional certification were positively correlated with income, highlighting the importance of skill development. The findings underscore the urgent need for socioeconomic policies that formalize labor contracts, expand insurance coverage, promote vocational training, and modernize fishing technologies. These measures, combined with income diversification and community welfare programs, are critical to improving the well-being, safety, and resilience of Vietnam’s fishing workforce and advancing sustainable marine economic development. This study provides valuable baseline information on an underrepresented segment of the commercial fishing industry, informing fisheries managers and policymakers in designing future development programs that account for the socioeconomic and demographic conditions of fishing crews.

Employment Law and the European Convention on Human Rights: The Research of the Recent Jurisprudence of the ECtHR Related to Employment Law (2017–2021), written by Elena Sychenko and Adalberto Perulli

Market transition in Bulgaria experienced several periods during which a variety of political, social, and economic conditions have facilitated the processes for market reforms and social transformation since 1990. It was expected that EU accession processes (up to 2006) and especially the full integration of the country would substantially reduce the scope of grey economy operations. Nevertheless, the mainstream public opinion and scholarly research indicate the resilient nature of this phenomenon, which still keeps a notable share in economic activities, especially in particular business sectors. The paper presents empirical results from a questionnaire survey conducted in 2023 among business representatives in Bulgaria having expert, managerial, or ownership positions within the firm. The study provides evidence on selected issues related to the shadow economy in Bulgaria after two years of political instability with a series of temporary governments. For example, the business sectors with the greatest extent of the shadow economy spread indicated by the respondents are construction (83%); restaurants, coffee shops and similar establishments (81%); tourism, hotels and accommodation services (61%). The average share of underreported turnover is estimated at 38% for the overall economy, but when asked about their branch, respondents evaluate this share on average at 26%. Furthermore, the mean share of employees having an official labour contract but under “hidden clauses” (e.g. additional envelope wages) is evaluated at 19%, along with 7% on average for those employed without a contract. All results show that the phenomenon still has a significant impact on the economic activities in the country; however, further comprehensive exploration is necessary to reveal adequate alternatives for practical policies to be implemented towards limiting the scope of shadow economy operations.

This study evaluated the impact of the Night Public Service Passenger Transport Ban on the performance of transport businesses in Lusaka, Zambia. Specifically, the study examined the effect on operational performance, financial performance, and employment and staffing dynamics. An explanatory parallel mixed-method design was adopted, with a sample size of 341 transport operators targeted using structured questionnaires, interviews, and focus group discussions (FGDs). The questionnaire received an overwhelming return rate of 100%. The data saturation principle for KII was arrived at through 12 interviewees. Descriptive statistics, inferential statistics, and thematic analysis were employed to assess the extent of the ban’s effects across key performance indicators, while purposive and stratified sampling were used as sampling techniques. The findings indicate significant operational disruptions, with 67.5% of respondents agreeing and/or strongly agreeing that operating hours were reduced, 64.8% reporting decreased trip frequency, and 70.5% indicating reduced vehicle utilization. In addition, 62% confirmed intensified peak-hour congestion due to compressed operating windows. Financial performance was substantially affected, as 71.8% reported reduced daily revenue, 70.4% experienced declining profit margins, and 71.5% indicated increased operating costs. Furthermore, 69.8% reported difficulty meeting financial obligations, while 72.7% expressed concerns about long-term business sustainability. Employment outcomes also reflected notable strain, with 71.5% indicating reduced driver working hours and 71.8% reporting income reductions for workers. Approximately 64.2% confirmed job losses or staff reductions, and 70.9% observed declining staff morale. These statistical findings were buttressed by the qualitative findings in triangulation. The study concludes that while the ban may have pursued safety objectives, it has generated significant operational inefficiencies, financial instability, and labor market disruptions within Lusaka’s transport sector. The study recommends that the government, through RTSA, should introduce a regulated night transport permit system that allows compliant operators who meet strict safety standards. Furthermore, regulatory authorities should strengthen targeted safety enforcement measures, including the use of digital vehicle monitoring systems such as speed governors and GPS tracking, instead of relying mainly on blanket operational bans. Finally, policymakers and transport associations should develop supportive labor policies such as structured shift systems, driver capacity-building programs, financial literacy training, and social protection schemes to protect employment and improve the resilience of transport workers affected by reduced operating hours.

ABSTRACT While civil society advocacy through legal mobilisation has garnered increasing attention, the strategic use of law in EU foreign policy remains comparatively unexplored, especially when compared to fields such as migration, the environment or labour law. Legal mobilisation here is defined in a court-centred, advocacy-oriented sense, closely aligned with the notion of strategic litigation. A methodological framework is proposed to systematically identify instances in which civil society actors invoke EU foreign policy law before the Court of Justice of the EU (CJEU) to advance broader objectives. Two options are suggested to analyse legal mobilisation: analysing casebooks and exploring databases of CJEU case law. Preliminary findings highlight the central role of interest groups – representing both civil society and economic actors – as drivers of legal mobilisation, the concentration of mobilisation within specific policy areas and the wide-ranging objectives pursued by litigants when leveraging EU foreign policy law.

The garment industry in India is one of the largest employers of women, greatly contributing to national economic growth and international supply chains. Yet, persistent, gendered wage inequalities characterise the sector. This Research-Based Learning project investigates the extent, causes and implications of wage gaps between male and female workers in the Indian garment industry. Specific objectives are to understand how socio-cultural norms, occupational segregation, informal contractual structures, and systemic biases perpetuate unequal pay for equal work. The study combines both primary and secondary data. Primary information was obtained through a structured questionnaire that targeted garment workers and people who are informed about how the industry works. Secondary sources of information include academic papers, reports on industries, labour policy documents, and global studies conducted by organizations such as ILO and Asia Floor Wage Alliance. The project also draws on related literature regarding wage discrimination, gender roles, supply-chain dynamics, and labour market segmentation.

ABSTRACT The rapid expansion of platform-based gig work in ASEAN member states has exposed persistent regulatory gaps, including worker misclassification and fragmented labour protection. While the EU Platform Work Directive introduces a presumption of employment and enhanced algorithmic transparency, most ASEAN platform workers continue to be classified as independent contractors with limited social and labour safeguards. Drawing on regulatory governance theory, this study proposes a non-binding soft law framework, the ‘ASEAN Platform Gig Work Directive,’ based on doctrinal and comparative analysis of the EU approach. Rather than treating the EU Directive as a ready-made benchmark, the study conceptualises it as a contested regulatory experiment and adapts its lessons to ASEAN’s institutional diversity. It argues that soft law can function as an intermediate regulatory instrument to reduce fragmentation, enhance policy coordination, and support minimum labour protections in ASEAN’s evolving digital labour environment.

The article provides a comprehensive scholarly analysis of the foundations of labor and business law in the United States as integral components of a federal legal system. It examines the sources of legal regulation, the interaction between federal and state legislation, and the role of case law in shaping legal practice. Particular attention is given to the “employment at will” doctrine as a defining feature of the American labor model, as well as to the mechanisms for protecting employees’ rights within the framework of federal statutes and supervisory agencies. The study also explores the principles of corporate regulation, legal forms of business organization, and the specific features of U.S. antitrust legislation. Special emphasis is placed on contemporary challenges related to economic digitalization, the expansion of the gig economy, the transformation of employment relations, and increasing regulatory scrutiny of large corporations. The article concludes that the American regulatory model combines a high degree of economic freedom with relatively limited social guarantees, ensuring labor market flexibility and a favorable investment climate, while significantly influencing the development of international legal standards in labor and business law.