Abstract
A local resident working for an overseas employer wishes to rely on local employment legislation to bring a personal grievance claim. The legislation does not contain a choice of law rule, neither does it define its own territorial scope. The question arises, then, whether the legislation may still apply to the claim despite its foreign elements; or, put more generally: when will a silent statute be applicable to foreign facts? In a world of cross-border dealings, migration and communication, this question is inevitable. Scholars and courts have been wrestling with it for centuries.