Each question below includes its SLCP/FSLM key and the related recommendation. In some cases, the same guidance applies to multiple IDs.
Table of Contents
- Are personnel files maintained in line with legal requirements?
- Are contracts for all workers who perform work for the facility, both on the premises and offsite, in line with legal requirements?
- Is the facility's practice around limits on the use of fixed-term contracts in line with legal requirements?
- Does the facility (or recruiting agency) provide foreign migrants with a signed written employment contract prior to leaving their home country?
- Are probationary (time) periods in line with legal requirements?
- Has the facility acted against legal requirements by hiring temporary/probationary/trainee/fixed-term contract workers to avoid legal obligations?
- Vietnam: Does the facility comply with legal requirements concerning dispatched workers at the workplace?
- Indonesia: Does the facility comply with legal requirements concerning outsourced workers at the workplace?
- Cambodia: Does the facility include the entire period of continuous employment, as legally required, when determining workers' entitlements to maternity leave, attendance bonus, seniority bonus, and/or annual leave?
- Signed copies of contracts between the facility and each worker are not maintained on file
- Contracts do not clearly and accurately state the terms and conditions of employment
- Copies of contracts are not provided to workers, in line with applicable legal requirements
- Does the facility have a mechanism in place to protect workers' privacy?
- Do workplace rules comply with legal requirements?
- Are the facility's employment contracts for foreign migrants in line with legal requirements?
- Is the facility failing to comply with any legal requirements not covered elsewhere regarding Contracts and Hiring Practices?
- Is the facility failing to comply with any legal requirements for Contracts and Hiring Practices pertaining to non-production workers and/or onsite sub-contracted workers?
- Bangladesh: Do all workers (other than apprentices, substitute/badli or casual workers) have a service book as legally required?
- Indonesia: Does the facility comply with legal requirements concerning premium compensation for non-permanent workers?
Are personnel files maintained in line with legal requirements?
ep-2--2
Recommendations
The facility should ensure that all personnel files are maintained in accordance with legal requirements. Regular audits should be conducted to verify that all documentation is complete, accurate, and up‑to‑date, in line with labor and data protection laws.
Are contracts for all workers who perform work for the facility, both on the premises and offsite, in line with legal requirements?
ep-3--1
Recommendations
Review and update all employment contracts to ensure they fully comply with national legal standards and ILO guidelines. Provide training to HR personnel regarding legal requirements in employment contracts, and institute regular audits to confirm ongoing compliance.
Is the facility's practice around limits on the use of fixed-term contracts in line with legal requirements?
ep-3--9
Recommendations
The facility should ensure that its management of dispatched workers adheres strictly to Vietnam’s legal requirements. This includes monitoring the duration of dispatch arrangements and verifying that dispatched workers receive the legal benefits and protections afforded to them. Regular audits and compliance training are recommended.
Does the facility (or recruiting agency) provide foreign migrants with a signed written employment contract prior to leaving their home country?
ep-4
Recommendations
The facility (or recruiting agency) should ensure that all foreign migrant workers receive a signed, written employment contract in a language they understand prior to leaving their home country. Implementing robust pre-departure processes and periodic compliance checks will help maintain transparency and protect workers' rights.
Are probationary (time) periods in line with legal requirements?
ep-5--1
Recommendations
The facility should review its probationary policies to ensure they meet all legal requirements. Clearly defined probationary periods should be communicated to workers, and any deviations should be corrected immediately. Regular reviews and HR training on legal probation practices are recommended.
Has the facility acted against legal requirements by hiring temporary/probationary/trainee/fixed-term contract workers to avoid legal obligations?
ep-7
Recommendations
The facility should review its hiring practices to ensure that temporary arrangements are not used to sidestep legal obligations. Policies should be updated to ensure that workers on probation or fixed-term contracts receive all legally mandated benefits and that there is a clear pathway to permanent employment. HR training and regular audits are advised.
Vietnam: Does the facility comply with legal requirements concerning dispatched workers at the workplace?
rh-emp-10
Recommendations
The facility should verify that all dispatched workers are employed under contracts that meet Vietnamese legal requirements. Ensure the labor-dispatch company is fully licensed and monitor that the working conditions and benefits for dispatched workers align with national labor laws. Regular audits and HR training on these legal requirements are strongly recommended.
Indonesia: Does the facility comply with legal requirements concerning outsourced workers at the workplace?
rh-emp-11
Recommendations
The facility should review all outsourcing arrangements to ensure that they fully comply with Indonesian legal requirements. This includes verifying that outsourced workers receive fair wages, benefits, and safe working conditions equivalent to direct employees. Implement regular audits of outsourcing contracts and provide HR training on managing outsourced labor in line with legal standards.
Cambodia: Does the facility include the entire period of continuous employment, as legally required, when determining workers' entitlements to maternity leave, attendance bonus, seniority bonus, and/or annual leave?
rh-emp-12
Recommendations
The facility must ensure that all calculations for worker benefits—such as maternity leave, bonuses, and annual leave—include the full period of continuous employment as legally required. Payroll systems and HR policies should be reviewed and updated, and staff should be trained on the proper methods for benefit calculation to ensure compliance
Signed copies of contracts between the facility and each worker are not maintained on file
rh-emp-14
Recommendations
The facility should ensure that all employment contracts are signed by both the employer and the worker, and that these signed copies are securely maintained on‑site. Establish a standardized contract retention policy and conduct regular reviews to confirm that all contractual documents are properly filed and accessible in case of disputes.
Contracts do not clearly and accurately state the terms and conditions of employment
rh-emp-15
Recommendations
The facility should review and update all employment contracts to ensure they clearly and accurately state all terms and conditions in a language and manner that workers can easily understand. Regular audits and HR training on proper contract drafting are recommended to maintain compliance.
Copies of contracts are not provided to workers, in line with applicable legal requirements
rh-emp-16
Recommendations
The facility should ensure that every worker is provided with a signed copy of their employment contract at the time of hiring. Implementing a robust document distribution system and conducting regular audits will help maintain compliance with legal requirements and protect worker rights.
Does the facility have a mechanism in place to protect workers' privacy?
rh-emp-18
Recommendations
Implement robust data protection measures, such as secure storage systems and restricted access protocols. Regularly train staff on privacy best practices and conduct periodic security audits to ensure full compliance with legal and ethical standards.
Do workplace rules comply with legal requirements?
rh-emp-2
Recommendations
The facility should review its workplace rules to ensure full compliance with legal standards. Any provisions that are less favorable than the law must be revised. Employee consultation and regular updates should be part of the process to maintain transparency and fairness.
Are the facility's employment contracts for foreign migrants in line with legal requirements?
rh-emp-6
Recommendations
The facility should review and update employment contracts for foreign migrants to ensure full compliance with applicable legal requirements. Special attention should be given to provisions that protect migrant workers, such as the right to return home. Regular audits and HR training on these legal requirements are recommended.
Is the facility failing to comply with any legal requirements not covered elsewhere regarding Contracts and Hiring Practices?
rh-emp-7
Recommendations
The facility should ensure that all policies and practices concerning homeworkers strictly comply with applicable legal requirements. This includes providing clear, written employment terms, fair remuneration, and adequate safety and support measures. Regular reviews and updates of homeworker policies should be conducted, and management should be trained to monitor and enforce these standards to protect the rights and well‑being of all homeworkers.
Is the facility failing to comply with any legal requirements for Contracts and Hiring Practices pertaining to non-production workers and/or onsite sub-contracted workers?
rh-emp-8
Recommendations
The facility should conduct a comprehensive review of its contracts and hiring practices for non-production and onsite sub-contracted workers to ensure full legal compliance. All employment documentation must clearly outline workers’ rights and conditions, and HR should be trained on these legal requirements. Regular audits and updates of policies are recommended to safeguard against exploitation.
Bangladesh: Do all workers (other than apprentices, substitute/badli or casual workers) have a service book as legally required?
rh-emp-9
Recommendations
Ensure that all applicable workers are issued a service book in accordance with national law. Conduct regular audits of employment records and provide training for HR personnel to maintain complete and accurate documentation.
Indonesia: Does the facility comply with legal requirements concerning premium compensation for non-permanent workers?
wb-wag-101
Recommendations
The facility must ensure that all outsourcing arrangements fully comply with Indonesian legal standards. This involves verifying that outsourced workers receive equivalent wages, benefits, and working conditions as direct employees. Regular audits and oversight of outsourcing contracts should be implemented to maintain compliance.