Overview of Legal Measures for Managing Workplace COVID-19 Infection Risk in Several Asia-Pacific Countries

Preventive Measures Against COVID-19 in Small- and Mid-sized Enterprises from an Early Stage of the Epidemic in Daegu and Gyeongsangbuk-do

“…Since then, the number of patients with COVID-19 has continued to increase and decrease over time. As the COVID-19 epidemic continued, the Korean government has been conducting various quarantine and epidemiological investigations through institutions, such as the Korea Centers for Disease Control and Prevention and has made available various guidelines for the implementation of infection preventive measures in private companies and among individuals [ [3] , [4] , [5] ].…”

Not Just a ‘Breath of Death’: Indirect Consequences of Working in a COVID-19 Unit

“…Health facilities offered to employees contracting the disease were similar to those with the public and according to standard protocols of each hospital. In terms of sick leave, one study that studied legal systems for managing workplace COVID-19 infection risk in Asia-Pacific countries reported that although these countries maintain legal systems that govern the duration, administration and financing of paid sick leave, many workers may not have access to it even if legally guaranteed [17]. We should further consider if the disease is contracted due to an occupational hazard or as an occupational illness, then employees might expect further damage compensation since there is no standardized increment in salary.…”

“…We should further consider if the disease is contracted due to an occupational hazard or as an occupational illness, then employees might expect further damage compensation since there is no standardized increment in salary. The major flaw is the lack of specific clauses or articles defining mitigating virus risk in a workplace that are required by employers, making it also difficult for employers to act on such circumstances [17]. This also brings up another major legal issue on death of an employee related to occupationally acquired COVID-19; although all employers have obligations to pay under such circumstances, source of infection and an appeal for such compensation may not be an easy procedure.…”

“…The study that compared legal measures and governance established for managing COVID-19 infection in Asia-pacific countries (Indonesia, India, Japan, Malaysia, New Zealand, Republic of Philippines, Republic of Korea, Taiwan and Thailand), also made legal recommendations. These include the provision of adequate personal protective equipment for all employees; proper environmental measures (engineering control measures by type of work environment, including ventilation, partitions, booths and as recommended by individual Industrial Safety and Health Acts); administrative measures that reinforce education, social distancing and individual hygiene measures; and lastly legal and social protection for HCWs who contract COVID-19 infection [17].…”

The Impact of COVID-19 on Challenges and Protection Practices of Migrant Workers' Rights

“…However, of the many legal issues during the COVID-19 period, the enforcement of the ASEAN Consensus is the most interesting. Policies for handling cross-border workers (Derek et al, 2021), Indonesian workers in Malaysia do not get access to health care because the COVID-19 mitigation is based on a resident card number. At the same time, they are unable to return to Indonesia due to social constraints, including flight cancellations.…”