Yumiko Ohta, partner in the Orrick's Tokyo office, is a member of the Employment Law Group. Yumiko focuses mainly on employment law advice as well as various corporate transactions including compliance, corporate governance, mergers and acquisitions, joint ventures, litigation and general corporate transactions.
Yumiko also has international trade expertise in areas such as customs rules and export controls.Before joining Orrick, Yumiko was an associate at Tanabe & Partners and advised clients in corporate transactions and employment law as well as represented clients in civil and family cases. Also, she has experience serving as an outside auditor for Japanese corporations. Prior to practicing law, she worked at Mitsubishi Corporation for seven years. While there, she was involved in LNG projects and other global business.
This updated overview provides multinational employers practical advice to develop their coronavirus response strategy on an international level and to ensure a safe working environment for their employees under local employment and labor laws of UK, France, Germany, Italy, and Japan. Stay tuned for updates as new developments occur.
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As the coronavirus, now officially named the “COVID-19 virus,” continues to spread across the world, employers are also looking to ensure a safe working environment for their employees. In addition to our previous perspectives for U.S. employers and EU employers, this updated overview provides employers in the rest of the Asia-Pacific (“APAC”) region with practical advice to develop their COVID-19 virus response strategy. Specifically, this overview covers the countries of: The People’s Republic of China, Hong Kong, Japan, Malaysia, Singapore, South Korea, Taiwan, Thailand, and Vietnam. READ MORE
This updated overview provides multinational employers practical advice to develop their coronavirus response strategy on an international level and to ensure a safe working environment for their employees under local employment and labor laws of UK, France, Germany, Italy, and Japan. Stay tuned for updates as new developments occur.
READ MORE
This updated overview provides multinational employers practical advice to develop their coronavirus response strategy on an international level and to ensure a safe working environment for their employees under local employment and labor laws of UK, France, Germany, Italy, and Japan. Stay tuned for updates as new developments occur.
This overview provides multinational employers practical advice to develop their coronavirus response strategy on an international level and to ensure a safe working environment for their employees under local employment and labor laws of Germany, France, Italy, UK and Japan. READ MORE
In Japan, reforms over the years of its labor laws, which have been largely premised on a system of lifetime employment and time based wages, have remained minor and labor related issues such as low productivity, depressed wages, karoshi (death by overwork) from long working hours and power harassment, employers that coerce its employees to perform, but do not pay them properly for, overtime work, and increased prevalence of using contingent employees (employees paid on an hourly basis, contract employees and dispatched workers) as adjustable and disposable work forces, became entrenched. READ MORE
On September 6, 2017, Orrick announced the launch of its innovative online automated GDPR Readiness Assessment Tool. The tool helps organizations assess their state of readiness with the EU’s new General Data Protection Regulation (GDPR) that comes into effect on 25 May 2018. The tool segments the GDPR into 14 workable themes and takes users through a series of questions relating to each theme. READ MORE
Asia Employment Law Update
Proposed Regulations May Complicate Reductions in Force in China
On December 31st, 2014, Ministry of Human Resources and Social Security (“MOHRSS”) issued a notice to solicit public opinions on the draft Regulations on Personnel Cutbacks by Enterprises (“Draft Regulations”). The Draft Regulations set out detailed implementing rules for “mass layoffs” (defined under the Labor Contract Law as being a layoff of more than 10% of the workforce or more than 20 employees) and, if adopted in their current form, will further complicate the process for conducting reductions in force in China.
