1. Do employees have the right to see the business license of the company they work for?

According to the provisions of Clause 1, Article 5 of the 2019 Labor Code, employees are privileged with a series of rights to protect and ensure their professional life. These rights and obligations set out fundamental principles, respect human rights, and shape a fair and safe working environment.

First, workers have the freedom to choose their profession, workplace, and can freely choose vocational training to improve their qualifications. They cannot be discriminated against, forced into labor, or face sexual harassment in the workplace.

The right to receive wages appropriate to qualifications and skills is another essential right of workers. This means they have labor protection and work in safe and hygienic conditions. In addition, they also enjoy annual leave and collective benefits.

Workers also have the freedom to join organizations that represent them, as well as to demand and participate in dialogue and collective bargaining with employers. They can carry out management activities according to the company's internal regulations, protecting their rights and interests.

More importantly, workers have the right to refuse to work if faced with a clear threat to their life or health. They are also allowed to unilaterally terminate labor contracts, participate in strikes and enjoy other rights according to the provisions of law.

In addition, according to Clause 2, Article 6 of the 2019 Labor Code, employers have important obligations to ensure rights and fair treatment for employees. These obligations reflect their commitment to a positive and sustainable working environment.

First, the employer must execute the labor contract and comply with collective labor agreements and other legal agreements. This includes respecting the honor and dignity of workers, placing high demands on honest and respectful working relationships.

In addition, employers must establish mechanisms and carry out dialogue and exchanges with employees and employee representative organizations. They also need to implement democratic regulations in the workplace, create conditions for a positive work environment and support active participation from workers.

The obligation to train and foster is also within the responsibility of the employer. They need to provide opportunities and resources to improve workers' qualifications and skills, helping them maintain and change careers flexibly.

Employers must also comply with legal regulations related to labor, employment, vocational education, social insurance, health insurance, unemployment insurance and occupational safety and hygiene. dynamic. This includes developing and implementing solutions to prevent and combat sexual harassment in the workplace, with an emphasis on creating a safe and comfortable working environment.

Finally, employers need to actively participate in the development of national skills standards, assessment and recognition of workers' skills. This contributes to creating an effective training and career development system that responds quickly to the changing labor market.

Based on current regulations, it can be seen that employers are not obliged to provide the company's business license for employees to see. Workers' rights, under current regulations, do not address this.

In view of this, the law does not impose a mandatory obligation on employers to share business registration information with their employees.

However, in case workers want to check information about the company's business license, they can do so by visiting the official websites of the management agency that provides the service. Business registration information lookup service. This helps employees check the accuracy and reliability of business information they are interested in without needing direct input from the employer.

In short, according to current regulations, the fact that employers do not have to share business licenses with employees does not violate legal regulations, and employees can check this information themselves through Online channels provided by regulatory agencies.

2. Do employees have the right to know the company's production and business situation?

Based on the provisions of Clause 1, Article 43 of Decree 145/2020/ND-CP, employers are obliged to disclose a number of important information to employees, in order to create a good working environment. transparent and fair. Specifically, the contents that need to be disclosed include:

- Production and business situation: Employers need to share information about the situation of their production and business activities, helping employees better understand their working context.

- Labor regulations, salary scale, salary table: Provide information about labor regulations, salary scale, salary table so that employees know the regulations and regimes related to the rights, obligations and responsibilities of employees. Surname.

- Collective labor agreements: Information about collective labor agreements that employers participate in, helping employees clearly understand the terms and conditions discussed and agreed upon.

- The setting up and use of bonus funds, welfare funds and other funds: Information on the use of funds, especially those that employees can contribute to, helps increase information about benefits. benefits and praise within the organization.

- Deduction and payment of union dues, social insurance, health insurance, unemployment insurance: Provides information on employee contributions related to insurance and union dues .

- Status of emulation, reward, and discipline implementation: Information on the situation of performance evaluation, reward, and discipline, helping employees clearly understand the evaluation and treatment process.

- Other content as prescribed by law: All other information needs to be disclosed according to the provisions of law.

Employers can choose the form of disclosure according to the characteristics of the business and the content of information needed. Forms may include posting at the workplace, announcements at meetings, written notices to employee representative organizations, announcements on internal information systems, and other forms. not prohibited by law. This helps create transparency and positive interaction between employers and employees during the work process.

3. What content do employees have the right to know about the company?

Employees have the privilege to decide on a number of important issues related to personal rights and freedoms, as stipulated in Clause 1, Article 45 of Decree 145/2020/ND-CP. Specifically, the contents that employees have the authority to decide include:

Concluding, amending, supplementing, and terminating labor contracts:

   - Employees have the right to participate in the process of concluding, amending, supplementing, or terminating labor contracts according to the provisions of law, ensuring transparency and fairness in the labor relationship.

To join or not to join the employee representative organization at the facility:

   - The freedom to choose to join or not join the employee representative organization at the grassroots is a personal right, helping workers express their views and interests.

To participate or not to participate in a strike:

   - Workers have the right to decide whether they will participate in strikes, a measure to demonstrate the solidarity and common struggle of the labor group.

Voting on collective bargaining content:

   - The right to participate in voting on collective bargaining content helps employees have significant influence on their working conditions and labor regime.

Other contents as prescribed by law or as agreed by the parties:

   - Other rights and freedoms that employees can decide according to the provisions of law or through agreement between the parties.

The employee's decision will be made in accordance with the law, ensuring legality and fairness in the decision-making process. This affirms the freedom and rights of workers, creating a democratic working environment and respecting individual freedom.