Retail News CRM

Tag: employment

  • Vietnam’s PNJ Shuts 30 Stores and Sheds 1,041 Jobs as Losses Mount

    Vietnam’s PNJ Shuts 30 Stores and Sheds 1,041 Jobs as Losses Mount

    Phu Nhuan Jewelry incurred a net loss of nearly VND258 billion (US$10 million) during the third quarter of fiscal 2026 as consumer demand softened.

    The financial strain forced the Vietnamese jewellery retailer to scale down operations, trimming its store network to 424 locations by September 30.

    That closure of 30 doors since June accompanied significant staff cuts, with payroll shrinking from 8,164 workers in December to 7,123 employees by the end of the quarter.

    Headcount drops past thousand mark

    PNJ’s payroll contracted alongside the store closures. The company had 7,123 employees on its books at the end of September, compared to 8,164 workers at the close of December, according to its latest financial disclosures. That represents a reduction of 1,041 jobs over nine months.

    Trading conditions across Vietnam’s discretionary retail sector deteriorated through the middle of the year as consumer sentiment flagged. For branded jewellery chains, fixed lease obligations and floor-staff costs turn cash-negative quickly when ticket sizes drop and shopper traffic thins.

    Pruning prime retail footprints

    The swift reversal at PNJ alters leasing dynamics for mall operators and high-street landlords. Retail landlords counted on domestic jewellery powerhouses to anchor regional centres and street corners through earlier retail cycles. With PNJ pruning underperforming locations rather than defending store counts, commercial property owners face lease renegotiations or vacancies in prime retail corridors.

    Competitors face identical consumer belt-tightening across Vietnam. Unbranded gold shops and local chains carry lower real estate overheads, leaving large organised networks exposed whenever discretionary spending retreats. PNJ is prioritising balance-sheet protection and working capital control over market coverage.

    Reversing post-pandemic network scale

    The retrenchment follows years of aggressive retail network expansion across second- and third-tier provincial markets. PNJ had scaled its retail presence beyond 400 branches to consolidate market share away from traditional independent gold stalls, betting on rising middle-income household consumption.

    That momentum reversed sharply during the third quarter. The abrupt shift from network additions to network consolidation indicates that the drop in discretionary spending caught the retailer with surplus floor space and excess store payroll.

    Targets and fourth-quarter demand

    Attention turns to whether fourth-quarter bridal purchases and holiday demand can stem further store closures before the Lunar New Year shopping period. PNJ’s upcoming full-year filing will show whether the network contraction stabilised at 424 branches or extended deeper into secondary cities.

  • Singapore Retrenchments Hit 4,800 in Third Quarter of 2026

    Singapore Retrenchments Hit 4,800 in Third Quarter of 2026

    Retrenchments in Singapore rose to 4,800 in the third quarter of 2026, reaching their highest level since late 2020 as business reorganizations spread across outward-oriented sectors.

    Data released by the ministry in its labor market report on Friday showed layoffs climbed from 4,620 in the second quarter. The tally between July and September 2026 represents the largest volume of job cuts since 5,640 redundancies were recorded in the fourth quarter of 2020 during the COVID pandemic.

    Total employment nevertheless grew by 27,700 during the quarter, accelerating from 11,400 additions in the second quarter and 25,100 a year earlier.

    Corporate Restructuring Drives Redundancies

    Official labor market data released on Friday shows that the rise in job cuts stemmed primarily from ongoing business reorganizations. Redundancies stayed elevated across outward-oriented segments, where firms face softer international demand and elevated operational overheads.

    Total employment still expanded by 27,700 workers between July and September. That expansion exceeded the 11,400 positions added in the second quarter and outpaced the 25,100 roles created in the third quarter of 2025, revealing a split between aggressive workforce additions in select services and sharp downsizing elsewhere.

    Unemployment Ticks Higher for Residents

    The city’s headline unemployment rate held at 2.0 per cent in September. Beneath that headline stability, local job conditions softened slightly.

    Resident unemployment climbed to 3.0 per cent from 2.9 per cent in August, while the citizen unemployment rate reached 3.1 per cent compared with 3.0 per cent in the prior month. After 2020, tighter labor supplies and foreign worker departures had constrained headcount across commercial sectors, but corporate cost controls are now eroding that buffer.

    Pressure on Retail and Discretionary Demand

    Rising layoffs in regional headquarters and outward-facing operations pose direct risks for consumer-facing businesses across the island. Retailers, food and beverage groups, and mall operators rely heavily on resident purchasing power and corporate entertainment budgets to sustain prime mall rents.

    When corporate restructuring removes higher-income corporate roles, mid-tier hospitality and discretionary retail feel the pinch first. Store networks navigating steep utility bills and high store leases will face tighter margins if local foot traffic reins in non-essential outlays.

    Hiring Intentions and Outlook

    The ministry warned that corporate caution is bleeding into early planning for the final stretch of the year. Company projections indicate that retrenchment activity will not ease immediately.

    “While the labor market continued to expand, retrenchments remained elevated and, together with higher intentions to retrench, point to emerging weaknesses in parts of the labor market that warrant close monitoring,” the ministry said.

    The share of employers expecting to lay off staff over the coming three months rose to 3.1 per cent from 2.8 per cent in the prior survey, setting an unsettled tone for fourth-quarter commerce.

  • Malaysia Faces Calls to Raise Retirement Age to 65 as Pension Deficits Grow

    Malaysia Faces Calls to Raise Retirement Age to 65 as Pension Deficits Grow

    Pension advisers and economists in Kuala Lumpur are pushing the government to raise Malaysia’s mandatory retirement age from 60 to 65 through phased adjustments. The current statutory threshold leaves millions of workers exiting the formal labor force with inadequate savings to cover longer lifespans.

    Official data from the Department of Statistics Malaysia released on September 30 shows life expectancy for a newborn in 2026 reached 75.5 years, while residents reaching age 60 are projected to live an additional 20.2 years to 80.2. A retirement age set at 60 requires workers to fund more than two decades of living expenses on savings accumulated over short careers.

    The Proposed Timeline for Phased Retirement

    William Price, chief executive of consultancy D3P Global Pension Consulting, presented a transition framework at the Employees Provident Fund International Social Wellbeing Conference 2026 in Kuala Lumpur. Under his proposal, authorities would add three months of working life for every calendar year, reaching a statutory retirement age of 65 by 2040 without forcing abrupt extensions on staff near departure.

    A worker aged 40 today would retire at 65 under the schedule, while a 50-year-old would work until 62 and a half. Employees aged 59 would take on an additional three months, retiring at 60 years and three months. Price suggested exemptions for manual laborers and low-income staff who entered the formal workforce at age 16, allowing early exit after completing 40 to 45 contribution years.

    Rajen Devadason, a licensed financial planner speaking at the same conference, proposed an accelerated track to lift the threshold by one year every two years. His plan targets a retirement age of 65 by 2035 and 70 by 2050 to keep pace with demographic shifts.

    Depleted Balances at the State Pension Fund

    The push to extend working careers coincides with severe savings shortfalls inside the Employees Provident Fund, which covers more than 18 million members. Figures submitted to parliament reveal that as of May 31, only 38.3 percent of active formal-sector members aged 18 to 60 had accumulated the basic savings benchmark of RM390,000. That baseline is designed to yield a monthly drawdown of RM1,625 over a 20-year retirement.

    Former EPF chief executive Shahril Ridza Ridzuan noted at the conference that low baseline wages prevent households from building assets even when statutory contribution rates remain elevated. Beyond the basic benchmark, the EPF defines adequate savings at RM650,000 and enhanced savings at RM1.3 million, levels out of reach for the vast majority of private sector staff.

    Retaining older staff alters payroll dynamics across retail and service chains that rely on entry-level wages. Companies facing persistent labor shortages in store operations, logistics, and customer support stand to gain experienced personnel, provided contracts offer flexible scheduling such as three-day work weeks.

    Operating Adjustments for Employers and Retailers

    Consumer spending patterns will shift as older cohorts continue earning regular paychecks into their mid-sixties rather than cutting household budgets at 60. Keeping older workers economically active protects discretionary demand across urban retail centers, dining, and healthcare services that depend on steady domestic consumption.

    The structural risk sits in commercial staffing models and medical insurance costs. Retailers and hospitality groups must restructure compensation from seniority-based pay scales to productivity metrics, ensuring higher minimum ages do not compress hiring budgets for younger entry-level workers.

    Previous statutory changes in Malaysia established the Minimum Retirement Age Act in 2012, which lifted the private-sector retirement baseline from 55 to 60 when it took effect in 2013. The public sector matched that 60-year ceiling, but demographic pressures have intensified as Malaysia transitions toward an aged society status projected by the World Bank.

    Policymakers must now weigh draft amendments to employment statutes against public resistance to delayed access to pension funds. The primary metric to track is whether the human resources ministry tables formal legislation to decouple EPF withdrawal windows from mandatory retirement milestones ahead of the next parliamentary sitting.

  • Japan Raises Permanent Residency Fees to ¥200,000 and Tightens Rules

    Japan Raises Permanent Residency Fees to ¥200,000 and Tightens Rules

    Japan raised its permanent residency fee to ¥200,000 on Oct. 1, tightening financial screening and retroactive compliance checks for foreign workers across the country.

    The administrative charge represents a twentyfold increase from the previous ¥10,000 fee, taking effect alongside aggressive audits of tax and social security history.

    Under updated guidelines from the Immigration Services Agency, examiners now evaluate five consecutive years of earnings against average Japanese household benchmarks. Officials are also applying these heightened standards retroactively to pending applications submitted as far back as April 2026. Tokyo processing times have expanded to between 18 and 24 months, up from approximately one year during the pandemic.

    Tighter Audits on Taxes and Income

    Immigration screeners have shifted toward strict fault-finding across pension records and health insurance contributions. A single missed payment or late local tax filing during job transitions now leads to outright refusals unless applicants maintain a clean record for at least two consecutive years before filing. The revised policy also requires children of applicants to attend elementary and junior high schools, creating uncertainty for families enrolled in unaccredited international schools or alternative educational programs.

    Job mobility carries new operational risks for foreign professionals awaiting decisions. Leaving an employer to establish an enterprise or shifting to self-employment changes the underlying visa qualification, triggering immediate grounds for denial under the revised framework. Statutory financial exemptions remain intact only for spouses and children of Japanese nationals or existing permanent residents.

    Talent Pressures for Employers and Startups

    Multinational companies and local technology ventures face higher hurdles in retaining senior overseas specialists who rely on permanent status for long-term stability. While regional hubs such as Singapore and Hong Kong maintain defined scoring systems or rapid employment pass routes, Tokyo’s discretionary thresholds complicate corporate talent planning. Startups employing foreign founders or contract specialists now face increased friction when hiring talent away from legacy corporate sponsors.

    Foreign workers in retail, consumer tech, and financial services often use permanent residency to secure residential mortgages and escape restrictive employer visa renewals. The higher fee burden and lengthy review periods force mid-career professionals to delay career changes or self-employment plans. Legal specialists handling visa petitions report standard administrative scrivener fees ranging between ¥100,000 and ¥200,000 per case, pushing total application costs past ¥400,000 for complex corporate filings.

    Shifting Timelines and Policy Steps

    The October policy revision follows months of administrative adjustments by the Justice Ministry aimed at tightening oversight of foreign resident documentation. Earlier statutory frameworks permitted five-year residency pathways for naturalization, which required Japanese language tests, while ten-year permanent residency routes historically omitted language testing. Tokyo immigration offices have begun warning applicants that discretionary approvals based purely on high base salaries without spotless compliance histories are no longer standard practice.

    Screening criteria will tighten further in April 2027, when the Immigration Services Agency introduces mandatory Japanese language proficiency standards for all standard permanent residency filings.

  • Indonesia Passes Labor Law as Unions Hail Victory

    Indonesia Passes Labor Law as Unions Hail Victory

    Indonesia’s parliament passed a new labor law on Oct. 6, 2025. The legislation gives trade unions key statutory protections while raising fresh cost concerns across Southeast Asia’s largest consumer market.

    Union leaders celebrated the vote after years of contentious debate over contract terms and compensation standards.

    Tension Between Payroll Costs and Labor Demands

    The revised statute tightens baseline employment terms across domestic industries. It introduces stronger safeguards around working conditions and job security.

    Corporate employers take a different view. Business groups warn the provisions will elevate direct hiring expenses, reduce workforce flexibility, and complicate compliance during a period of cautious consumer spending.

    Platform Operators and Gig Workers in Focus

    Ride-hailing operators and delivery networks face particular scrutiny under the shifting rules. Jakarta saw street rallies by app-based drivers ahead of the vote. Protesters pushed lawmakers to secure protections for transport and delivery personnel.

    Mandatory increases in driver compensation or formal benefits will alter unit economics for retail logistics networks. Fleet operators must now decide whether to absorb the added expenses. The alternative is passing them to consumers through higher delivery fees.

    Investment Climate Faces Fresh Scrutiny

    Multinational investors view regulatory uncertainty as a persistent headwind in Indonesia. Commercial operators need predictable labor codes when budgeting store expansions, distribution hubs, and fulfillment centres.

    Operational planning poses the immediate challenge for regional enterprises. Human resource divisions across retail, manufacturing, and transport services must recalculate wage structures and contract tenures to align with the statute.

    Next Steps for Implementing Regulations

    Lawmakers continue their push to balance foreign direct investment incentives with domestic labor demands. Previous overhauls sought to streamline hiring rules, sparking sustained pushback from organized labor across industrial zones.

    Attention now shifts to the executive branch. Government ministries must draft implementing regulations to define enforcement dates and specific compliance thresholds across commercial sectors.

  • Indonesia Middle Class Shrinks to 7.1 Percent as Graduate Joblessness Rises

    Indonesia Middle Class Shrinks to 7.1 Percent as Graduate Joblessness Rises

    Indonesia’s pool of middle-class earners shrank to 7.1 percent of the workforce last year, down from 14.5 percent in 2018, as hiring across major corporate sectors stalled.

    The contraction leaves approximately one million university graduates without employment as commercial enterprises halt capital expenditure and delay operational expansion in Jakarta and regional hubs.

    Corporate Expansion Freezes

    Companies across key commercial sectors have postponed new investments, responding directly to elevated regulatory uncertainty. The freeze has hit white-collar hiring tracks that previously absorbed waves of university leavers entering the formal economy.

    High-skill employment opportunities have contracted sharply across metropolitan centers. Even experienced media and tech staff face extended redundancy periods following broadcast and enterprise budget cuts.

    Middle-Class Purchasing Power Drops

    For consumer brands and retailers, the collapse in middle-class workforce participation reshapes demand across discretionary categories. When salaried positions vanish, household spending pivots immediately toward basic necessities and value formats.

    Operators in apparel, electronics, and specialty food and beverage face thinner margins as middle-income traffic recedes. The risk sits squarely with mid-tier retail chains that expanded footprints on assumptions of steady purchasing power growth.

    Labor Realities Pressure Targets

    Official economic growth ambitions confront deteriorating employment fundamentals across Java and outer provinces. Public job fairs in Jakarta continue to draw thousands of applicants competing for a shrinking roster of entry-level openings.

    The earlier economic trajectory that lifted millions into formal salaried roles during the mid-2010s has reversed. Rising living costs and corporate headcount rationalization now drive skilled workers toward the informal economy or overseas labor markets.

    Regulatory Revisions to Watch

    Enterprise operators are tracking upcoming government policy adjustments on investment rules and labor compliance schedules. Market recovery hinges on whether policy clarity can unlock stalled private sector capital before the next annual graduation cycle adds hundreds of thousands more job seekers to the registry.

  • Chinese Supermarket Pangdonglai Expands Ex-Convict Recruitment, Sparking Debate

    Chinese Supermarket Pangdonglai Expands Ex-Convict Recruitment, Sparking Debate

    Pangdonglai, a prominent Chinese supermarket chain known for its progressive employee policies, has announced its second consecutive year of recruiting former convicts. This year, the company is seeking 20 individuals who have served at least five years in prison, expanding on its previous program.

    The announcement, made on August 14 by Pangdonglai’s Zhengzhou branch in Henan province, aims to integrate former inmates back into society. The store involved is slated to open in October. This move has reignited discussions across China regarding employment discrimination against former prisoners and the balance with public safety concerns.

    Pangdonglai’s Progressive Employment Model

    Founded by Yu Donglai in 1995 and based in Xuchang City, Henan, Pangdonglai has built a reputation for prioritizing employee welfare over maximizing profits. The company offers higher-than-average pay, reduced working hours, and generous leave entitlements. Employees work a maximum of 36 hours per week, compared to China’s legal limit of 40 hours, and receive 40 days of paid leave annually, including 10 dedicated “mental health” days.

    In the first quarter of 2026, Pangdonglai employees earned an average monthly salary of 9,600 yuan (approximately $1,400 USD). This significantly surpasses the average of around 5,800 yuan seen in China’s private wholesale and retail sectors. Last year, the company initiated its first recruitment drive for former convicts, requiring applicants to have served no more than 10 years, be under 35, and have a middle school education. All 30 former convicts hired under that initial program remain employed, according to a recent statement by Yu on Douyin.

    Balancing Opportunity and Public Concern

    The latest recruitment drive, focusing on individuals with longer sentences, has drawn mixed reactions. Supporters commend Pangdonglai for offering crucial second chances, particularly to those facing significant employment challenges. Lin Minming, founder of Red Apple Public Welfare, noted that this real-world application provides valuable insight into the reintegration of former inmates, countering previous “baseless assumptions.” Fewer than 40% of former inmates in China secure employment due due to their criminal records.

    However, critics have voiced concerns about public safety, especially given that supermarkets are frequented by families, children, and the elderly. Some argue that extended prison sentences often correspond to serious crimes. In response to these concerns, Pangdonglai has clarified that individuals convicted of sexual or violent offenses are ineligible. The company will prioritize applicants with nonviolent offenses, assigning them initially to back-office roles such as warehousing and logistics, with a six-month trial period.

    This initiative aligns with broader efforts in China to support former inmates. A revised Prison Law, taking effect in November, prohibits discrimination against former convicts in employment, education, and social security. It also mandates pre-release education, including legal and psychological counseling, vocational training, and life skills, to encourage employment and entrepreneurship. Pangdonglai’s approach offers a practical example of how retail businesses can contribute to social reintegration while navigating public perception, a strategy that could inform similar social enterprise models across Asia’s diverse retail markets.

  • Australian Bakery Director Fined for Obstructing Inspectors, Targeting Visa Holders

    Australian Bakery Director Fined for Obstructing Inspectors, Targeting Visa Holders

    Legal proceedings have been initiated against Sinamon Pty Ltd, an Australian bakery chain, and two of its directors, including co-director Hui, by the Fair Work Ombudsman (FWO). The allegations include obstructing fair work inspectors and breaching Australian workplace laws, with a specific focus on the treatment of visa-holder employees.

    The FWO has accused Hui of physically preventing an inspector from accessing a back office during an unannounced inspection in October 2022. This incident occurred during an investigation that began after a Japanese visa holder sought assistance regarding their employment at Sinamon’s Victoria Park and Mount Lawley outlets.

    Allegations Include Obstruction and Misrepresentation

    Sinamon, which operates stores in Victoria Park, Mount Lawley, and Fremantle, and previously at Curtin University, is also alleged to have failed to comply with a Notice to Produce, as well as breaching record-keeping and payslip requirements. Former director Ahmed El Sayed Imam is separately accused of misrepresenting workplace rights to another visa holder, who was employed at the Curtin University outlet for less than a week in 2023. Imam allegedly told this worker that wages could be deducted to cover damages after their departure.

    Sinamon allegedly failed to comply with a Compliance Notice issued in August 2024. This notice followed the FWO’s belief that the company had underpaid two visa holders under the Fast Food Industry Award 2020 and Restaurant Industry Award 2020, with Hui and Imam allegedly involved in these breaches.

    FWO Prioritises Visa-Holder Protection

    Fair Work Ombudsman Anna Booth stated that intentionally obstructing inspectors is unacceptable conduct. She highlighted the FWO’s priorities: protecting visa-holder workers and improving compliance within the fast food, restaurant, and cafe sectors. The FWO is seeking significant penalties, up to A$93,900 per breach against Sinamon, and A$18,780 per breach against Hui and Imam. They also seek an order for the company to comply with the Compliance Notice and rectify outstanding entitlements, superannuation, and interest.

    A directions hearing is scheduled for September 4 in the Federal Circuit and Family Court in Perth. Hui and Imam have a history of previous penalties, having been fined over A$135,000 in three prior legal actions under Western Australian employment laws. The FWO has filed 171 proceedings involving employers of visa-holder workers in the eight financial years leading up to June last year, securing A$39 million in penalties from these cases.

  • AI Revolution in Singapore’s Fintech Sector Fuels Shift in Employment Strategies: A Deep Dive into the 2025 Talent Report

    AI Revolution in Singapore’s Fintech Sector Fuels Shift in Employment Strategies: A Deep Dive into the 2025 Talent Report

    Singapore’s financial technology (fintech) industry is advancing into a new phase of sophistication. This phase is characterized by the embracement of artificial intelligence (AI), the introduction of stricter regulations, and an increasing focus on regional expansion. Consequently, industry players are radically reassessing their strategies for talent acquisition, development, and retention in response to a surge in AI-related roles.

    Emerging Trends

    There has been a marked 40% year-on-year increase in the demand for AI-related roles. As a result, fintech companies are ramping up their hiring of AI engineers, data scientists, and MLOps specialists. However, technical competence, while important, is not the sole criterion in the selection process. Employers are now placing greater emphasis on soft skills.

    A study conducted by the Singapore Fintech Association (SFA) and Page Executive indicates this shift in hiring preferences. The study revealed that 92% of employers rank communication and teamwork as the most crucial factors for success, ranking higher than academic qualifications. Moreover, 85% of employers consider adaptability and learning agility as vital in an AI-driven work environment.

    Upskilling Trends

    Despite a significant majority (90%) of job applicants possessing at least a bachelor’s degree, there is a growing trend towards continuous professional development in the sector.

    Approximately one quarter of professionals are enrolled in online courses, particularly in AI, data analytics, and advanced Excel. This trend reflects a deeper commitment to upskilling in order to remain competitive.

    Evolving Workforce Models

    Singapore continues to serve as the mainstay of Asia’s fintech ecosystem, hosting about a third of all fintech teams within the region. Nevertheless, as companies scale across the ASEAN market, they are adopting more integrated onshore-offshore operating models.

    While 71% of fintech companies still prioritize local hiring for strategic functions including compliance, enterprise sales, and regulatory roles, regional expansion is leading to more geographically dispersed workforce structures. As we look ahead to 2026, 32% of organizations plan to boost their workforce, and 21% anticipate an expansion in contract and freelance roles. Additionally, 22% are investing in upskilling and reskilling initiatives to address emerging skills gaps.

    Pay and Rewards

    The report underscores a growing gap in expectations surrounding remuneration. While 67% of fintech professionals regard salary as the primary reason for job changes, 70% of employers predict that cost optimization and budget constraints will influence hiring strategies in the coming year.

    AI, cloud, and compliance specialists are enjoying salary premiums of between 20 and 35 percent. This has led companies to increase their investment in training. Over 70% of companies are financing certifications and structured learning programs, with more than half viewing professional development as an essential tool for employee retention.

    Strategies for Fintech Employers

    The report provides four key recommendations for organizations:

    1. Adopt a skills-first hiring approach that balances adaptability with technical depth.
    2. Enhance the employee value proposition by achieving a balance between remuneration, purpose, career progression, and flexibility.
    3. Develop leadership pipelines and prioritize critical roles.
    4. Invest in training and mentorship programs to create a future-ready workforce.

    Questions & Answers

    What skills are increasingly in demand in the fintech sector?
    Demand for AI-related roles like AI engineers, data scientists, and MLOps specialists has climbed by 40 percent year-on-year. However, alongside technical skills, employers are also valuing soft skills like communication, teamwork, adaptability, and learning agility.

    What trends are emerging in terms of upskilling in the fintech sector?
    Almost 25% of professionals are enrolled in online programs, focusing on AI, data analytics and advanced Excel. This reflects a growing commitment to continuous learning and upskilling in the sector.

    What is the future outlook for hiring in the fintech sector?
    Looking ahead to 2026, 32% of organizations plan to increase their workforce. Another 21% expect to expand contract and freelance roles, while 22% are investing in upskilling and reskilling initiatives to bridge emerging skills gaps.

  • Amazon Australia Expands Workforce: 600 Seasonal Jobs for Mid-Year Sales

    Amazon Australia Expands Workforce: 600 Seasonal Jobs for Mid-Year Sales

    As the mid-year sales season approaches, Amazon Australia plans to hire 600 seasonal workers across its fulfillment centers and logistics sites. This recruitment drive is aimed at enhancing operations in anticipation of the highly-anticipated Prime Day event in July.

    Roles Focused on Order Fulfillment

    The seasonal positions will predominantly involve picking and packing orders to ensure that customer demand is met efficiently. With a significant increase in online shopping, particularly leading up to Prime Day, these new hires will play a crucial role in maintaining the swift, free delivery services that Prime members expect.

    Competitive Pay and Opportunities for Growth

    “These roles offer competitive pay, a safe and inclusive work environment, and the chance to build valuable skills in a fast-paced, technology-driven workplace,” stated Jacqui Marker, HR Director of Operations at Amazon Australia.

    In addition to attractive compensation, these seasonal positions have the potential to transition into permanent roles. Employees may enjoy benefits such as life insurance, income protection, and subsidized private health coverage for their families, making these opportunities appealing for those seeking long-term employment in retail.

    Prime Day: What to Expect

    Prime Day promises exclusive discounts on a vast array of products, spanning everyday essentials to the latest electronics and home goods. The event has become a cornerstone of Amazon’s retail strategy, drawing in millions of eager shoppers.

    Amazon’s proactive approach to staffing with these seasonal roles reflects broader consumer trends in the retail sector. As more shoppers turn to online platforms, companies like Amazon are investing in their workforce to enhance customer satisfaction and operational efficiency. This wave of hiring not only underscores the booming e-commerce market but also has the potential to positively impact local economies by providing job opportunities and fostering growth within the retail landscape.

  • Job cuts continue in embattled property sector

    Job cuts continue in embattled property sector

    The mass layoffs that began last year amid a market decline continue in the struggling property sector, with major developers and brokerages downsizing their sales teams to survive.

    Property developer Dat Xanh Group laid off 1,384 people in the first quarter after letting go 3,191 in the previous one.

    Its brokerage subsidiary, Dat Xanh Services, sacked 1,245 employees last quarter after letting go 3,000 in the final quarter of 2022.

    The company expects more cuts in the remaining months of this year amid the continuing market slump.

    Giant developer Novaland has been downsizing since last year and only had 1,362 employees on its payrolls at the end of March, a stark contrast to 2021 when it sought to hire 2,000 new workers.

    It posted its first quarterly loss — of VND410 billion (US$17.45 million) — since listing its shares on the stock market in 2016, while revenues fell by 70% year-on-year.

    Many brokerages partnering with Novaland have either cut 70-80% of their payroll or closed down as of May.

    Other developers such as Danh Khoi, Hung Thinh, An Gia, Thu Duc House, Hoang Quan, Phat Dat, and LDG have also been laying off staff.

    The marketing head of a Ho Chi Minh City brokerage said since March he has been doing multiple jobs, including as a secretary and customer service officer, after 80% of the staff were sacked.

    The company has been owing salaries since the beginning of this year, which means people are likely quit in the coming months, he said.

    “I have been working in the industry for 18 years, but never seen a layoff wave this big.”

    Data from the Vietnam Association of Realtors shows that 40-50% of property transaction platforms shut down in the first quarter, and the number of brokers was 70% down since the beginning of 2022.

    What property firms are struggling with most are the drying up of cash flows due to plunging sales and inability to repay debts.

    Companies in the construction, architecture and design segments are also struggling, according to the association.

    The number of companies in the property sector registering in the first quarter fell by 63% year-on-year, according to the General Statistics Office.

    The number shutting down temporarily was up 60.7% at 1,816, while 341 closed for good, a 30.2% increase.

    Tran Xuan Ngoc, CEO of developer Nam Long Group, said 2023 would be a challenging year for the sector with the difficulties being even more severe than during the 2013 crisis.

    They would persist in 2024, he said.

    “This is a severe and inevitable crisis. Property companies must restructure completely to survive.”

    Nguyen Mac Hoai Nam, CEO of property consultancy Nam Phat, said the 2016-20 boom caused prices go out of control, and the challenges mushrooming now are a result of that.

    Lees ook:

    Lees ook:

    Lees ook:

    Lees ook:

    Lees ook:

  • Volvo Cars Could Cut Several Hundred Jobs

    Volvo Cars Could Cut Several Hundred Jobs

    Swedish carmaker Volvo, which is owned by China’s Geely, is cutting several hundred jobs, Swedish radio reported on Friday citing sources.The carmaker, whose number of employees has more than doubled over the past decade to about 43,000, confirmed it was reviewing staff and other costs to ensure its business had the “right skills”.

    “As a growing company, Volvo Cars is constantly reviewing its cost base. This becomes even more important in light of the headwinds the industry is facing and Volvo Cars are now increasing its focus on costs related to staffing and bought services,” the company said in an emailed statement.

    The jobs primarily affected were those of consultants and staff involved in factory production will not be affected, a Volvo spokesman said. He declined to specify the number of job cuts and savings expected from the layoffs. Volvo’s fortunes have come under renewed threat with the car sector facing one of its most challenging periods due to trade conflicts, hefty bills to develop electric and driverless cars, and an overall downturn in the industry.

    The company, which has put its listing plans on ice due to the tariff wars and auto stock downturn, has reported lower first-quarter profit and warned that margins will remain under pressure this year.

  • Hiring persons with disabilities in India’s retail sector up by 53 percent

    Hiring persons with disabilities in India’s retail sector up by 53 percent

    Only 36 per cent of disabled persons in India are employed, of which 90 per cent are in the unorganized sector, said a new report by Trust for Retailers & Retail Associates of India (TRRAIN) here on Wednesday. The report – ‘Disability Employment: Indian Retail Changing Equations’ – said that as per Census 2011, the number of persons with disabilities was 2.21 per cent, or 26.8 million of the total population.

    However, the actual number in India could be between 5-10 percent, belying the Census figures, said TRRAIN.

    Around 50 per cent of the disabled population in the country was in the employable age of 20-59 years but jobs remain a problem for them as nearly 46 per cent are illiterate.

    Though 36 per cent are employed, almost 90 per cent have jobs only in the unorganized sector. And mainstreaming them could add around 5-7 to the country’s GDP, the report said.

    It noted that hiring persons with disabilities in the retail sector had gone up by 53 per cent between 2011 and 2018, but there was more scope to employ and mainstream them as there existed a positive correlation between customers and stores manned by the disabled.

    The report said that with 80 per cent jobs in retail ‘customer-facing’, employing the disabled PwDs serves the dual purpose of providing employment and sensitising the society at large about the challenges encountered by the disabled.

    The report was released at the 3rd Retail Inclusion Summit held here by TRRAIN founder B.S. Nagesh in the presence of big names from the retail industry.

    TRRAIN also runs an initiative ‘Pankh’ that trains and prepares disabled persons for employment opportunities in the retail sector.

    Lees ook:

  • Japan offers most overseas jobs for Vietnamese workers

    Japan offers most overseas jobs for Vietnamese workers

    Japan is expected to receive more Vietnamese workers this year, having become the most attractive labor export market in 2018. Last year marked the first time Japan became the most popular destination for Vietnamese migrant workers with over 68,700 people finding jobs there, beating Taiwan with nearly 60,400 people and South Korea with over 6,500, according to statistics released by the Department of Overseas Labor.

    The department’s deputy director, Nguyen Gia Liem, said the Japanese market’s rise in popularity was due to the implementation of a new law that allows migrant workers to stay for five years instead of three.

    Furthermore, Vietnam was the first country to sign with Japan a memorandum of cooperation on the latter’s technical intern training program, which came into effect last June.

    In 2018, a total of 13 Vietnamese businesses were also licensed to directly bring Vietnamese citizens to Japan to work as caregivers. The long language and skill training required, however, limited the number of Vietnamese citizens taking this route last year.

    However, Liem asserted: “These establishments would help increase even further the number of Vietnamese laborers going to Japan.”

    Deputy Minister of Labor, Invalids and Social Affairs, Doan Mau Diep, has said the ministry will reduce the number of labor export firms. The move follows last October’s request by Japan’s Prime Minister Shinzo Abe that Vietnam shut down bad labor export agencies and reduce costs for people wanting to work abroad.

    “The country currently has 2,000 companies taking workers overseas, which is too many, causing companies to compete with each other for contracts, and they collect high fees,” Diep said.

    The ministry would also review current regulations on overseas students to prevent this system from being abused as many Vietnamese citizens wanting to work in Japan have been using student visas in recent years to reduce cost and time spent on language and skills training.

    Last year, Japanese authorities already reviewed and suspended multiple companies for taking Vietnamese workers to Japan under the guise of international students.

    Diep also warned that citizens wanting to work overseas need to use legal labor export firms and not use tourist visas, as happened in the recent infamous case in Taiwan.

    “If going on a worker’s visa the fees can be expensive, such as about VND80 million [$3,400] for Taiwan. The travel route meanwhile only costs flight tickets and visa fees so many still choose to travel then escape to work, but they will face many risks,” he said.

    A Vietnamese migrant worker can make $1,000 to $1,200 a month in Japan and South Korea, four times the average monthly salary in Vietnam, which was VND6.5 million ($290) last year.

    A total of over 142,800 Vietnamese laborers went to work overseas in 2018, a six percent increase compared to the previous year.

    With this number, which includes about 50,300 female workers, 2018 became the fifth consecutive year in which the number of Vietnamese working overseas exceeded 100,000 people.

    Lees ook:

    Lees ook:

    Lees ook:

  • Average New Year bonuses in HCMC up 30 pct

    Average New Year bonuses in HCMC up 30 pct

    Average New Year bonus given by HCMC firms to an employee is VND3.4 million ($146), 30 percent higher than in 2018. For the 2019 Roman Calendar New Year, bonuses have been significantly higher than in 2018, Le Minh Tan, director of the HCMC Department of Labor, Invalids and Social Affairs said, citing a survey. The survey covered nearly 2,000 enterprises and 415,000 workers.

    On average, bonuses given by foreign invested enterprises for the New Year was VND9.4 million ($403.65), 70 percent higher than the last, the survey found.

    For this Roman Calendar New Year, the highest bonus was VND500 million ($21,470), given by a foreign-invested enterprise.

    For Lunar New Year (Tet), which falls in February, the highest reported bonus was VND1.17 billion ($50,343), coming from a bank headquartered in HCMC.

    The average reward for Tet offered by enterprises surveyed is over VND10 million ($430.78) per person. Only four respondent businesses reported facing difficulties and not giving Tet bonuses for employees.

    There are still some enterprises that have not announced Tet bonuses for workers, waiting for business results. These firms plan to announce their bonuses by mid-January.

    Last Tet, the highest Tet bonus in HCMC was VND855 million ($36,718), given by an unidentified private enterprise.

    Lees ook: