In an article published in Compliance & Risk Journal, Kim Sartin, Lauren French and Melissa Chan discuss the new duty on employers to take reasonable steps to prevent sexual harassment of their workers in the course of their employment that came into force on 26 October 2024.
US employers can expect material changes to employment laws under the Trump administration, with impacts felt across their business operations. President-elect Trump’s first term, his campaign platform, and the typical shifts in a Democratic to Republican transition provide clues about what’s to come: federal agencies, policies and rules will become more business-centered and many of the Biden-era worker-focused protections will be rolled back.
Further to the Employment Rights Bill that was published on 10 October 2024, the government has launched a consultation on strengthening statutory sick pay. The consultation seeks views on the amount of statutory sick pay that employees earning less than the current eligibility threshold should receive as part of the amendments to the Employment Rights Bill.
In brief The Employment Rights Bill (ERB) introduces a new requirement for employers to prevent third party harassment of employees in the course of their employment. Once in force, this requirement will apply to harassment because of any protected characteristic not just sexual harassment. It is an extensive obligation because…
On 13 September 2024, the Standing Committee of the National People’s Congress announced its “Decision on Implementing the Gradual Extension of the Statutory Retirement Age”. On the same date, the State Council issued its “Measures on the Gradual Extension of the Statutory Retirement Age”, which go into more detail on how the new retirement policy will be implemented.
The Dutch government and the Dutch tax authorities recently outlined their approach to enforcing rules against false self-employment, with significant changes set to take effect on 1 January 2025. This news alert highlights the criteria under which the current rules will be enforced, the motions adopted to ensure a smoother transition to the new enforcement regime, and the key takeaways for organizations.
In an article for Practical law, Stephen Ratcliffe and Rachel Wilson discuss the employment tribunal decision of Thandi and others v Next Retail Ltd and another, which considers the extent to which employers can rely on markets factors as a âmaterial factorâ defense to an equal pay claim
On 27 September 2024, the Law of Ukraine “On Amendments to the Labor Code of Ukraine on Establishing Additional Grounds for Termination of Employment Agreements at the Initiative of the Employer and Certain Other Issues” No. 3768-IX dated 4 June 2024 (with certain exceptions) will come into force. The Law, among other things, details the rules applicable to internal labor regulations and establishes new termination grounds.
The Immigration Control and Refugee Recognition Act (ICRR) was amended effective on 31 March 2024 to introduce a new visa category so-called Digital Nomad Visa, the guidelines for which became clearer in recent months. The Digital Nomad Visa essentially allows foreign nationals to stay in Japan up to six months (within a one-year period) and remotely work for foreign companies subject to certain conditions.
On 18 June 2024, Thailand’s Senate passed the act amending the Civil and Commercial Code (“Marriage Equality Law”), taking a historic step towards marriage equality and making Thailand the first country in Southeast Asia to legally recognize same-sex marriage. The new law is currently awaiting royal endorsement and will come into force 120 days after publication in the Royal Gazette. Companies should start reconsidering their HR rules and policies in light of the Marriage Equality Law.