Define: Job Security

In most cases, yes. Employment in many countries is considered “at-will,” meaning that either the employer or the employee can terminate the employment relationship at any time, with or without cause, as long as it is not based on discriminatory reasons.

No, it is illegal for an employer to retaliate against an employee for filing a complaint or participating in an investigation regarding workplace violations. Such actions may be considered unlawful retaliation.

Generally, employers cannot unilaterally reduce an employee’s salary or benefits without their consent, unless there is a valid contractual provision or a legitimate business reason for doing so. However, it is advisable to consult your employment contract and local labor laws for specific regulations.

Employers generally have the right to change an employee’s job responsibilities, as long as the changes are reasonable and within the scope of the employment contract. However, significant changes may require the employee’s consent or may be subject to negotiation.

It depends on the applicable labor laws and your employment contract. In many jurisdictions, employers are required to provide additional compensation, such as overtime pay or time off in lieu, for hours worked beyond the standard workweek. However, exemptions may exist for certain job positions or industries.

No, it is illegal for an employer to terminate an employee solely based on their disability. In many countries, employers are required to provide reasonable accommodations to employees with disabilities, unless it would cause undue hardship to the employer.

Employers generally have the right to monitor work-related communications and internet usage on company-owned devices or networks. However, they must inform employees about such monitoring practices and should respect privacy rights to some extent.

The entitlement to payment for unused vacation days upon termination varies by jurisdiction. In some countries, employers are required to compensate employees for accrued but unused vacation days, while in others, it may depend on the employment contract or company policy.

Employers generally have the right to demote employees, as long as it is not based on discriminatory reasons or in violation of any employment contract or collective bargaining agreement. However, proper notice and a valid reason for the demotion are usually expected.

In many jurisdictions, employers have the right to not renew a fixed-term contract without providing a specific reason, as long as it is not done in a discriminatory manner or in violation of any contractual obligations. However, local labor laws may provide certain protections for employees on fixed-term contracts.