Pursuant to the LCL, any executed agreement that suppresses or reduces rights granted by the LCL, labor laws related to specific industries, collective agreements or individual employment contracts, either at the time of their agreement or execution, or the exercise of the rights arising from its termination, shall be null and void.
Enforceable to waive contractual rights. Statutory entitlements cannot be waived or contracted out of.
Not enforceable for the future with respect to statutory rights. With respect to rights already accrued, Austrian courts usually are of the opinion that employees may not waive them.
Waiver agreements are commonly used but there is no clear data to illustrate their positive effect.
Enforceable, but employees can only sign a settlement agreement with regard to acquired rights, and not with regard to future rights.
Not enforceable unless in a settlement ratified at court.
Generally, employees may not waive or contract out of statutory rights or benefits unless they are doing so in exchange for a "greater right or benefit" with respect to the same subject matter of the right being waived.
While the employment agreement is in force, the employees cannot waive any legal right. After the termination of the employment agreements, rights can be waived by the employee, usually signing a final settlement agreement, known as "finiquito."
Enforceable to waive contractual rights. While an employee can be asked to waive statutory rights, there is some uncertainty as to whether such a waiver would be effective to prevent an employee from subsequently bringing a claim for statutory rights.
Enforceable and advisable through a labor settlement before a Labor Judge or the Ministry of Labor. However, employees cannot waive their vested mandatory benefits or rights.
Waivers of rights stemming from employment law provisions are legally ineffective.
In general, waivers of rights and settlement agreements are enforceable, provided that the terms and conditions are fair and balanced; however, the employee does not have to accept to be bound by terms and conditions deviating from mandatory employment law legislation, in which case a waiver by the employee will not be enforceable.
A waiver of rights is possible only in exit or settlement agreements and only to a certain extent. According to the Employment Contracts Act, an employee cannot waive mandatory minimum rights provided by the Act.
An employee may waive his or her rights in a settlement agreement concluded with his or her employer, after termination of his or her employment contract. Criminal claims are not covered. A settlement indemnity is always paid on top of mandatory severance. A settlement agreement cannot effect a termination (as opposed to a resignation, dismissal, retirement leave, etc.) and is simply a way to obtain a waiver of claims/disputes.
A mutual termination (rupture conventionnelle) does not result in a settlement agreement/waiver.
Enforceable; subject to legal review if, for instance, employees were not given time to consider.
Enforceable to waive contractual rights. While an employee can be asked to waive statutory rights, there is some uncertainty as to whether such a waiver would be effective to prevent an employee from subsequently bringing a claim to exercise his or her statutory rights.
Enforceable, if expressed in a written agreement. Waivers cannot be broadly interpreted.
The doctrine of waiver is recognized in Indian contract law. A waiver must amount to an unambiguous representation arising as the result of a positive and intentional act done by the party granting the concession with knowledge of all the material circumstances. Though any waiver against statutory entitlements given by an employee is unlikely to be enforceable, a generic waiver of contractual rights may be enforced.
The general freedom of contract provisions of the Indonesian Civil Code will allow parties to waive rights, however the operation of such waiver would not be permitted if it resulted in a violation of public policy or order, or was not being applied in good faith.
Enforceable, but employees must have had the benefit of independent legal advice prior to signing a settlement agreement waiving employment rights.
Generally enforceable, if the employee receives additional benefits in consideration for signing the waiver commensurate with the rights waived. Employees may not waive certain statutory rights and benefits.
Immediately unchallengeable if signed before a "protected venue" (administrative, union or judicial office), or challengeable within 6 months after termination.
To be valid, the waiver must be given voluntarily and knowingly by the employee. In order to avoid any claim from an employee that the waiver is not valid because it was given under duress, or as a result of a mistake due to fraudulent representation by the employer, meetings with the employee should be fairly short and attended by only one or two managers. The employee should be given a reasonable amount of time to consider the document containing the waiver, and should not be told that they will be terminated if they do not sign.
While a waiver/discharge is legally enforceable provided it is not achieved through intimidation, coercion, inducement or other factor that would vitiate an ordinary contract, it is important to note that it cannot be used by an employer to avoid the liability of paying the employee's statutory and contractual dues. The court would not hesitate to void such waiver/discharge upon evidence that it was intended to deprive the employee of his lawful dues.
Waiver agreements are commonly used, but their enforceability has not been tested by the Kuwait courts and there is no system of precedence in Kuwait.
Waivers are enforceable if they refer to rights which had arisen at the time of the waivers.
Generally enforceable, but subject to legal review based on the scope and circumstances in which the waiver was given. A waiver by an employee of the employee's right to bring legal action or a claim for unfair dismissal/termination is not enforceable.
Enforceable; however, employees cannot waive their right to receive mandatory benefits or rights.
Not admitted for all the mandatory statutory provisions contained in the Labor Code and related decrees. When terminating an employee's employment, is it not common to enter into a settlement agreement/waiver. That being said, when the employment contract is terminated by mutual agreement between the employer and the employee, such termination is usually finalized in front of a labor inspector who drafts an agreement between the parties. Once this agreement is signed, the employee automatically waives his rights to claim compensation.
No precedents, but waivers and releases are common, particularly in cases of termination by agreement.
The waiver of statutory rights is not regulated in the labor laws of Myanmar. The enforceability of a waiver of claims by an employee is not addressed by law. Where a waiver is desirable, it is recommended that employers allow an employee a reasonable amount of time to seek legal advice before requiring them to sign the waiver.
Not applicable for this jurisdiction.
Statutory rights cannot be waived; however, contractual or common law rights can be waived by the employee.
Settlement contracts agreed upon and executed by the employer and employee are legally enforceable in the courts. Such agreements are common for senior/executive-level positions, but less common with regard to junior or mid-level employees.
The Working Environment Act is, to a large extent, mandatory. The employer and the employee may not agree on terms and conditions that are less favorable to the employee than those of the Act, if not expressly stated in the Act that the provision may be departed from.
However, employees may waive their rights in relation to termination of the employment relationship in a settlement agreement upon termination of the employment.
Waiver agreements are commonly used, but their enforceability has not been tested by the courts.
Waivers, release and quitclaims are valid and binding on the parties when the agreement is voluntarily entered into and represents a reasonable settlement.
Waiver of the statutory rights is ineffective and is not enforceable in Poland.
In principle, statutory rights cannot be waived and any waiver of such rights will be null and void.
Some exceptions apply, such as in respect of vacation entitlement (the employee may waive a part of it).
Waiver agreements are commonly used, but their enforceability cannot be guaranteed.
Under the Romanian Labor Code, employees cannot waive their rights recognized by the law, and any transaction with the purpose of waiving or limiting such rights will be null and void.
Employees cannot waive rights under the Saudi Labor Law.
A waiver must be clear, but may be either oral or written. A waiver need not be express, but can be inferred from a course of conduct.
Legally possible, unless an employee waives his or her rights prior to their existence. Such waiver shall be invalid.
Employees can contract out of common law rights without any formalities. Limited right to waive statutory rights (ie only to the extent that legislation may allow such waiver). No specific requirement that the employee waiving a right must be represented, or for any formalities to be met.
Permissible. Terminations are often implemented through mutual agreements.
In principle, statutory rights cannot be waived, and any waiver of the rights will be null and void. However, some exceptions apply.
Enforceable. The employee may sign a settlement agreement waiving statutory rights.
Waivers of mandatory entitlements agreed upon during the employment and the month after termination of employment are only enforceable if the waiver is made against well-balanced concessions.
Waivers of statutory claims may not be enforceable in Taiwan.
According to the Civil and Commercial Code of Thailand, waiver in relation to statutory rights under LPA and LRA will be void as those laws are related to public order and good moral. However, it is enforceable to waive contractual rights or rights under other laws, eg a right to bring a claim against the employer for unfair dismissal.
A release deed is valid provided that it is executed in written form after at least 1 month has passed since the termination of the employment contract.
Waivers of statutory rights are unenforceable.
United Arab Emirates
Waiver agreements are commonly used, but their enforceability has not been tested by the UAE courts. In theory there is a principle of estoppel issue which can apply, ie, an employee should not be able to deal with a specific issue in a legal settlement or proceeding for a second time around.
Enforceable, but employees must be represented by counsel to sign a settlement agreement waiving statutory rights. Note that a waiver of contractual and common law rights is possible without formalities.
Waivers of certain rights are generally enforceable in exchange for valuable consideration, though their enforceability and permitted scope will vary from state to state. Waivers of certain statutory rights (such as federal age discrimination claims under ADEA) are only valid if they meet specific statutory requirements (eg, for a waiver of ADEA claims, they must include certain acknowledgements and a specific consideration and revocation period).
There are certain claims that generally cannot be waived as a matter of law, including workers' compensation claims, unemployment claims, and the right to file or participate in certain administrative claims (eg, a charge of discrimination filed with the Equal Employment Opportunity Commission). Additionally, per the US Securities and Exchange Commission (SEC), an employer cannot require an employee to waive his or her right to participate in a monetary recovery in connection with a whistleblower claim brought before the SEC.
Enforceable, but employees must be represented by counsel to sign the settlement agreement, and the agreement must be approved by a Labor Judge or Inspector to be enforceable.
The waiver of statutory rights is not regulated by labor laws and may be unenforceable in practice.