The labour code primarily governs labour standards and industrial relations. It is subdivided into sections and governs (1) pre-employment, including the recruitment and placement of foreign workers, the employment of non-resident aliens, (2) the development of human resources, including training of apprentices and learners, (3) labour standards, including working hours, rest periods, wages and bonuses, (4) health and safety and social benefits , (5) industrial relations, including the rules governing the organisation and activity of trade unions. , collective agreements, strikes and lockouts, and (6) return to work, including termination of contracts and retirement. 3. provide information and evidence on compliance with the conditions necessary for the transfer of workers to a foreign country and their protection on the basis of work and stay at the request of the relevant ministry. However, the law also recognizes the right of the employer to exercise the prerogative of management in the performance of its activities. An employer has carte blanche and has wide discretion to regulate all aspects of employment, provided that policies, rules and rules relating to workers` professional activities are always fair and reasonable.6 The Supreme Court has often refused to interfere in legitimate business decisions of employers as long as its exercise is in good faith to promote its interests a global trend has not developed in order to combat or combat circumvent workers` rights under the law or adopt the concept of economic employer, which has departed from the traditional „formal employer“ model. Under this scheme, the worker remains employed in his country of origin and will nevertheless be employed economically in the host country. Some countries use the concept of an economic employer to determine the employer of the agent. An economic employer is most often interpreted as the company that controls the day-to-day activities of the worker and the one that receives the benefits of the worker`s work.