Portuguese. Nevertheless, employment contracts and other documents may be drafted in a bilingual template.

There are no statutory requirements to translate employment contracts, policies or other documents. However, books and accounting records must be kept in the Spanish language. Further, every document filed with an Argentine court must be in Spanish, or a certified translation executed by an Argentine sworn translator must be provided.

No statutory requirements.

No statutory requirements as long as the employee understands the agreement. However, it is recommended that the agreements be in German (or German and another language in bilingual format). In the latter case, there should be a provision that the German language version is the prevailing. Note: In the event of a legal dispute, the court may demand documents that are not in German to be translated in a certified manner – this may impose additional costs.  

Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a contract has been drafted in a foreign language, an Arabic-translated version may be attached to fulfill this requirement. If a document is registered in a dual language format and a dispute arises, then the Arabic version of the document will prevail.

Either Dutch, French or German is mandatory, depending on the employee's place of work or the location of the registered office of the business for which the employee is working. The place of work or location of the registered office of the employer is determined on a case-by-case basis, depending on the factual circumstances. Any document that is drafted in a different language that the one mandatory for that employee is not enforceable against the employee, but the employee can invoke this document against the employer.

Although not required by statute, all employment documents should be in Portuguese. 

Canada has 2 official languages: English and French. Individuals are entitled to receive certain government services in either official language.

In Quebec, language laws require that communications, documents and publications be made  in French, subject to certain exceptions.   In particular, employment contracts, offers of transfer, ‎employment application forms, documents related to conditions of employment and training ‎documents must be available in French, even where employees have requested English ‎versions of same. In many cases, employees must be provided with the French version of these ‎documents first, and it is only where the employee subsequently requests an English version of ‎same that one can be provided.

In Quebec, employers are prohibited from requiring a candidate to be proficient in a language other than French in order to be qualified for a role, unless the nature of the duties requires such knowledge. In the case where the job does require the knowledge of a language other than French, ‎employers are required to take all reasonable means to avoid such a requirement.

In some jurisdictions, basic workplace rights must be posted in ‎English and the majority language of the workplace.‎

‎In addition to an employer’s statutory obligations, it is recommended that essential employment ‎documents (including, for example, health and safety materials) be translated into other languages ‎if an employee or group of employees is unable to understand the contents of the document as ‎published in English or French.‎

Documents may be drafted in any language, but pursuant to opinions of the Labor Directorate, the employee should always receive a copy translated into Spanish. A bilingual version of each document is recommended.

Some cities may require a Chinese employment contract (ie, in Shanghai, an employment contract must be written in Chinese), and, if the content of the employment contract written in both Chinese and a foreign language is inconsistent, the Chinese employment contract will prevail.

If the employment contracts, policies or other documents must be submitted to the labor arbitration commission or court in China, they must be in Chinese.

No statutory requirements. However, Spanish is recommended as the Colombian authorities require any employment document to be in Spanish or translated into Spanish.

No statutory language requirement, except for posted workers for whom it is required to maintain a copy of an employment contract translated into either the Czech or Slovak languages at the workplace for both the posting employer and the employer to whom the employee has been posted.

However, all documents must be comprehensible to the employee to whom they are addressed (ie, language may be determined on a case-by-case basis). Works council, trade unions or other similar employees' representatives usually require all communication to be in Czech.

In general, there are no statutory language requirements, and employment contracts may be provided in any relevant language provided that the individual employee understands the language of the contract. However, special rules do apply with regard to stock options. In this case, legislation requires the central terms of a stock option scheme to be provided to employees in Danish.

Finland's official languages are Finnish and Swedish. However, employment contracts may be in another language understood by the employee.

All employment documents must be drafted in French in order to be binding.

No statutory requirements. Employees are often open to English agreements or policies. However, in case of litigation, the courts will request official translations.

No statutory requirements.

The employment contract is only valid if the contracting parties understand the language in which it is written.

The contract must be in a language understood by both contracting parties. Contracts are generally in English, provided both parties understand it. There are no statutory requirements for execution of employment contracts in vernacular languages of India.

Written agreements must be in the Indonesian language, using the Latin alphabet, as Article 28 (1) of Presidential Regulation No. 63 of 2019 on the Use of the Indonesian Language requires such language to be used in official communications in the workplaces of government offices and private entities. The regulation is silent on any sanction for failing to comply. However, the Indonesian language will prevent employees from claiming that they do not fully understand the information or that they were not informed by the company properly. Dual-language contracts may be prepared, but the Indonesian language provisions will prevail.

No statutory requirement. Usually provided in English. Should be in a language the employee can understand.

In a language understood by the employee. As a common best practice, it is recommended that all documents will be in English, provided that employee positions require a working knowledge and use of English.

No statutory requirements, but all documents should be in Italian.

The employment agreement and work rules should be provided in the language that is understandable to the employees. If work rules are in a foreign language, a Japanese translation must be filed with the bureau.

No statutory requirements. It is common practice for all official documents to be in English. Statute, however, requires illiterate employees to have the provisions of their employment contracts explained to them in a language they understand.

Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a foreign language is used in addition to Arabic, the Arabic version shall prevail in case of a dispute.

There is no specific requirement as far as the language is concerned, but the contract must be in a language understood by all the parties. English is commonly used and generally accepted by the courts.

No statutory requirements other than the requirement for the data privacy consent/notice document pursuant to the Personal Data Protection Act to be in both English and Bahasa Malaysia. It is standard market practice for employment agreements or policies and other employee communications to be in English.

No statutory requirements. However, Spanish is recommended (as Mexican authorities require all employment documents to be in Spanish or translated into Spanish by a certified expert in case of dispute).

No statutory language requirement in Morocco, but the official language is Arabic. French is also acceptable as a language for an employment agreement, provided that the employee speaks French. English is rarely used but may be tolerated in certain circumstances.

Although not required by law, all employment contracts should be in Portuguese, especially because of labor inspections. It is common to use bilingual employment contracts (eg, Portuguese and English).

Although not specified, an employment contract needs to be in a language understood by both parties, so dual language is advisable (English and Burmese).

No statutory requirements to issue employment documents in Dutch, although the employer must make sure that the employee understands the relevant provisions.

No statutory requirements, but all documents should be in English.

No statutory language requirement in Nigeria, but the official language is English.

No statutory requirements. Documents may be in English, provided that the employees have sufficient understanding of English.

Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a foreign language is used in addition to Arabic, the Arabic version will prevail.

The official language is Spanish. Any employment-related document (eg, employment agreement or contract) must be in Spanish to be valid. If the employment-related document is in a foreign language, in case of a dispute, such document must be translated by an official accredited translator.

No statutory requirements. English is acceptable.

Statutory requirement to draft employment-related documents in Polish in order for them to be binding. Possibility to prepare these documents in a bilingual (eg, Polish-English) version; however, in the case of any discrepancies, the Polish version will prevail.

No statutory requirements, and employees are often open to English agreements or policies. However, it is advisable to draft the employment contract in Portuguese or adopt a bilingual template as, in case of litigation, the courts will require a Portuguese version or official translation.

Pursuant to the Labor Law, all employment contracts and records must be in Arabic. Where a foreign language is used in addition to Arabic, the Arabic version shall prevail.

There is a statutory requirement to execute individual employment agreements in Romanian; a bilingual format, including a Romanian language version, is also possible. It is not a statutory requirement for internal regulations or policies to be in Romanian, but this is strongly recommended.

All documents should be in Russian or drafted bilingually where the Russian version prevails so that they may be presented to the Russian authorities without translation.

Arabic is the prevailing language in KSA, though a contract may be established using another language. It is common practice in the KSA to produce a bilingual contract with the Arabic and English texts written in one document. In case of a labor dispute, all proceedings will be conducted in Arabic, and all documents, including the employment contract, must be submitted in Arabic. Even if the parties specify otherwise, the Arabic text will always prevail. English may be used for interpretation purposes where ambiguity in Arabic exists, though an administrative official or judge is not obligated to do so.

No specific requirements to be complied with, though contracts are generally in English.

Employment law-related documents must be in the Slovak language. Text in another language with identical content may be provided alongside the text in the Slovak language.

When rights of employees are affected, employers are required to ensure that the employees understand the action taken, or information imparted. This may require that information be supplied in a language that the employees can understand. Disciplinary proceedings may be considered unfair if conducted in a language with which the employee is insufficiently familiar to enable effective participation in the proceedings. Translators must then be supplied.

No language requirements.

The basic copy of the employment agreement (copia basica) must be in Spanish or in any of the regional official languages. The official template employment contract is provided by the Employment Office in Spanish and any of the regional official languages. If companies issue additional employment agreements, they may technically be in any language, but a Spanish version is highly recommended as, in case of conflict, the judge will make a decision based on the Spanish translation.

No statutory requirements, but it would be advisable to ensure that all employees understand the language of the documents provided.

No statutory requirements.

No statutory requirements, but any supporting documents must be presented to the courts in Chinese in the case of any disputes.

No statutory requirement except for work rules which must be in Thai and in compliance with the LPA.

Contracts can be written in the desired language however, only Arabic and French are accepted by the public authorities (Arabic being the official language).

Employment contracts must be in Turkish if they are executed by and between employees who are Turkish citizens and businesses incorporated under Turkish law. However, employment contracts may be drafted in a dual-column format in Turkish and any other language, but the Turkish version is the prevailing language.

No statutory requirements. It is common for agreements to be in English. Where the employee does not understand the language in which the agreement is drafted, the agreement must be attested to. A magistrate or labor officer draws up a written document ascertaining that the employee has freely consented to the contract and that their consent has not been obtained by coercion, undue influence, misrepresentation or mistake; that the contract complies with the Employment Act; and that the labor officer is satisfied that the employee has duly understood the terms of the contract before giving their final agreement to it.

All employment documents and internal regulations must be in Ukrainian or bilingual, if needed.

Pursuant to the Labor Law, all employment contracts and records must be in Arabic. In practice, however, English documentation is used in many businesses. The MOHRE standard contract is issued in dual English and Arabic.

In the DIFC and ADGM, English is the official language.

In other free zones, the Arabic language requirement is not usually enforced, although employment documentation must be in a language that the employee can understand.

In the event of a dispute, any document used in the Dubai courts must be translated into Arabic and, again, the official translation in Arabic will prevail. This is not the case in the DIFC and ADGM.

No statutory requirements, but all documents should be in English.

Certain documents and notices are required to be posted or provided in the language known to be the primary language of a certain percentage of the workforce or of specific employees, if other than English. "English-only" policies in the workplace may be subject to legal challenge as discriminatory, unless there is legitimate business purpose for the rule.

Employment contracts and all other work-related manuals, policies, guidelines and regulations must be in Spanish. In exceptional cases as required, these documents may be drafted in local native languages which are acknowledged as official languages under the labor law.

No statutory language requirements exist. However, in the event of dispute, the labor courts review documents in Vietnamese only.