No statutory language requirements; however, in practice, employment contracts are drafted in Spanish.
No statutory requirements.
No statutory requirements as long as the employee understands the agreement.
Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a contract has been drafted in a foreign language, an Arabic translated version can be attached to fulfil this requirement. If a document is registered in a dual language format and a dispute arises, then the Arabic version of the document will prevail.
Either Dutch, French or German is mandatory, depending on the employee's place of work or the location of the registered office of the business for which the employee is working. The place of work or location of the registered office of the employer is determined on a case by case basis, depending on the factual circumstances.
Although not required by statute, all employment documents should be in Portuguese.
Canada has two official languages, English and French. Individuals are entitled to receive certain government services in either official language. In Quebec, language laws require that all written communications to employees (including offers of employment and promotion) must be prepared in French. In some instances, this can be avoided by having the employee consent to receiving English documentation. In some jurisdictions, posting of basic workplace rights must be done in English and the majority language of the workplace.
In Quebec, employers are prohibited from requiring a candidate to be proficient in a language other than French in order to be qualified for a role, unless the nature of the duties requires such knowledge.
In addition to an employer's statutory obligations, it is recommended that essential employment documents (including, for example, health and safety materials) be translated into other languages if an employee or group of employees is unable to understand the contents of the document as published in English or French.
Documents can be drafted in any language, but pursuant to opinions of the Labor Directorate, the employee should always receive a copy translated into Spanish. It is recommended to have bilingual version of the documents.
The written employment contract must be in Chinese. There are no statutory requirements for other documents. However, if the employment contracts/policies/other documents need to be submitted to the labor arbitration commission or court in China, they must be in Chinese.
No statutory requirements, however Spanish is recommended as the Colombian authorities will require any employment document to be in Spanish or translated into Spanish.
No statutory language requirement. However, all documents must be comprehensible to the employee to whom they are addressed (ie, language to be determined on a case-by-case basis). Works council, trade unions or other similar employees' representatives usually require all communication to be Czech.
In general, there are no statutory language requirements, and employment contracts may be provided in any relevant language provided that the individual employee understands the language of the contract. However, special rules do apply with regard to stock options. In this case, legislation requires that the central terms of a stock option scheme be provided to employees in Danish.
Finland's official languages are Finnish and Swedish. However, employment contracts can be in another language understood by the employee.
All employment documents must be drafted in French to be binding.
No statutory requirements. Employees are often open to English agreements or policies. In case of litigation, the courts would request official translations.
No statutory requirements.
The employment contract is only valid if the contracting parties understand the language it is written in.
The contract must be in a language understood by both contracting parties. Contracts are generally in English, provided both parties understand it.
Written agreements must be in the Indonesian language, using the Latin alphabet. Dual-language contracts can be prepared, but the Indonesian language contract will prevail.
Not a statutory requirement, but all documents should be in English.
In a language understood by the employee. As a common best practice, it is recommended that all documents will be in English, provided that employee positions require a working knowledge and use of English.
No statutory requirements, but all documents should be in Italian.
The employment agreement and work rules should be provided in the language that is understandable to the employees. If work rules are in a foreign language, a Japanese translation must be filed with the Bureau.
No statutory requirements. The practice is to have all official documents in English. Statute, however, requires illiterate employees to have the provisions of their employment contracts explained to them in a language they understand.
Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a foreign language is used in addition to Arabic, the Arabic version shall prevail in case of a dispute.
There is no specific requirement as far as the language is concerned, but the contract must be in a language understood by all the parties. English is commonly used and generally accepted by the courts.
No statutory requirements other than the requirement for the data privacy consent/notice document pursuant to the Personal Data Protection Act to be in both English and Bahasa Malaysia. It is standard market practice for employment agreements or policies and other employee communications to be in English.
No statutory requirements, however, Spanish is always recommendable, since any Mexican authority will require any employment document to be in Spanish or translated into Spanish.
No statutory language requirement in Morocco, but the official language is Arabic. French is also acceptable as a language for an employment agreement, provided that the employee speaks French. English is rarely used but can be tolerated in certain circumstances.
Although not required by law, all employment contracts should be in Portuguese, especially because of labor inspections. It is common to use bilingual employment contracts (eg, Portuguese and English).
Although not specified, an employment contract needs to be in a language understood by both parties, so dual language is advisable (English and Burmese).
No statutory requirements, although the employer must make sure that the employee understands the relevant provisions.
No statutory requirements, but all documents should be in English.
No statutory language requirement in Nigeria, but the official language is English.
No statutory requirements. Documents may be in English, provided that the employees have sufficient understanding of English.
Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a foreign language is used in addition to Arabic, the Arabic version will prevail.
No statutory requirements. English is fine.
Statutory requirement to draft employment-related documents in Polish in order for them to be binding. Possibility to prepare these documents in a bilingual (eg, Polish-English) version; however, in the case of any discrepancies, the Polish version will prevail.
No statutory requirements, and employees are often open to English agreements or policies. However, it is advisable to draft the employment contract in Portuguese (or adopt a bilingual template), since, in case of litigation, the courts will require a Portuguese version or official translation.
Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a foreign language is used in addition to Arabic, the Arabic version shall prevail.
Statutory requirement to execute individual employment agreements in Romanian (a bilingual format, including a Romanian language version, is also possible). It is not a statutory requirement for internal regulations or policies to be in Romanian, but this is strongly recommended.
No statutory requirements, but all documents should be in Russian (or bilingual) so that they can be presented to the Russian authorities without translation if necessary.
Arabic is the prevailing language in the KSA, though a contract can be established using another language. It is common practice in the KSA to produce a bilingual contract, with the Arabic and English texts written in one document. In case of a labor dispute, all proceedings will be conducted in Arabic and all documents, including the employment contract, must be submitted in Arabic. Even if the parties specify otherwise, the Arabic text will always prevail.
No specific requirements to be complied with, though contracts are generally in English.
Written legal documents relevant to employment relations must be in the Slovak language. Text in another language with identical content may be provided alongside the text in the Slovak language.
When rights of employees are affected, employers are required to ensure that the employees understand the action taken, or information imparted. This may require that information be supplied in a language that the employees can understand. Disciplinary proceedings may be considered unfair if conducted in a language with which the employee is insufficiently familiar to enable effective participation in the proceedings. Translators must then be supplied.
No language requirements.
The basic copy of the employment agreement (copia basica) must be in Spanish. The official template employment contract is provided by the Employment Office only in Spanish. If companies issue additional employment agreements, they could technically be in any language, but a Spanish version is highly recommended, as, in case of conflict, the judge will make a decision based on the Spanish translation.
No statutory requirements, but it would be advisable to ensure that all employees understand the language of the documents provided.
No statutory requirements.
No statutory requirements, but any supporting documents must be presented to the courts in Chinese, in the case of any disputes.
No statutory requirement except for work rules which must be in Thai and in compliance with the LPA.
Employment contracts must be executed in Turkish where such contracts are executed by and between employees who are Turkish citizens and businesses incorporated under Turkish law. However, employment contracts can be drafted in dual column format in Turkish and any other language where the Turkish version will be the prevailing language.
No statutory requirements. It is common for agreements to be in English. Where the employee does not understand the language in which the agreement is drafted, the agreement must be attested to. A magistrate or Labor Officer draws up a written document ascertaining that the employee has freely consented to the contract and that his/her consent has not been obtained by coercion, undue influence, misrepresentation or mistake; that the contract complies with the Employment Act; and that the Labor Officer is satisfied that the employee has duly understood the terms of the contract before giving his or her final agreement to it.
All employment documents and internal regulations must be in Ukrainian or bilingual, if needed.
United Arab Emirates
Pursuant to the Labor Law, all employment contracts and records must be in Arabic. In practice, however, English documentation is used in many businesses onshore. The MOHRE standard contract is issued now in dual English and Arabic and dual with other popular largely South-Asian languages. Where a foreign language is used in addition to Arabic, the Arabic version will prevail.
In the free zones, the Arabic language requirement is not always enforced, although employment documentation must be in a language that the employee can understand.
In the event of a dispute, any document used in the courts must be translated into Arabic and again the official translation in Arabic will prevail.
No statutory requirements, but all documents should be in English.
Certain documents and notices are required to be posted or provided in the language known to be the primary language of a certain percentage of the workforce or of specific employees, if other than English. "English-only" policies in the workplace may be subject to legal challenge as discriminatory, unless there is legitimate business purpose for the rule.
All documents addressed to employees must be in Spanish or one of the Venezuelan native languages (if applicable, where the employee speaks that language), or can be bilingual.
No statutory language requirements exist.