The following Employment practice note provides comprehensive and up to date legal information covering:
The international employment law guide for Afghanistan is presented in a Q&A format. The questions are set out below. Please note that this guide is from the 2017 edition. The 2019 edition does not include an updated guide for this country. The guide can be accessed by clicking on the hyperlink immediately below:
What are the main statutes and regulations relating to employment?
Is there any law prohibiting discrimination or harassment in employment? If so, what categories are regulated under the law?
What are the primary government agencies or other entities responsible for the enforcement of employment statutes and regulations?
Is there any legislation mandating or allowing the establishment of employees’ representatives in the workplace?
What are their powers?
Are there any restrictions or prohibitions against background checks on applicants? Does it make a difference if an employer conducts its own checks or hires a third party?
Are there any restrictions or prohibitions against requiring a medical examination as a condition of employment?
Are there any restrictions or prohibitions against drug and alcohol testing of applicants?
Are there any legal requirements to give preference in hiring t
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This Practice Note considers the nature and scope of arbitration agreements with a particular focus on arbitration agreements pursuant to the law of England and Wales, although it also discusses the concept from an international perspective and includes some comparative examples from other
This Practice Note examines the doctrine of consideration and the key role it plays in English law in determining whether a contract is enforceable.A promise will only be capable of being contractually enforced if it is either made in a deed or made in exchange for something of value, known as
This Practice Note discusses the common law doctrine of privity of contract; the equitable and statutory exceptions to it; how the doctrine affects enforcing a contract against a third party and what happens when, notwithstanding the lack of privity, a contract has an indirect effect on a third
The right to notice means a right for the employee to remain in employment for the period of notice, not simply to be paid for it. An employer will therefore often include in the contract an express right to make a payment in lieu of notice ('PILON') as an alternative to giving notice, to ensure
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