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In Employment

United Kingdom: Employment Rights Bill passed and due to receive Royal Assent

by , , , , and 2 Mins Read

On 16 December 2025, the House of Lords resolved the final point of dispute in the Employment Rights Bill – whether the cap on unfair dismissal should be removed – paving the way for Royal Assent before Christmas.
The Bill introduces sweeping employment law reforms, including new provisions on strikes and trade unions, enhanced protective awards for collective redundancies, and restrictions on fire-and-rehire practices. It also reduces the qualifying period for unfair dismissal claims to six months from January 2027, although the timing for removing the compensation cap remains uncertain.
Implementation will be phased through 2026 and 2027, supported by over 20 consultations and secondary legislation following Royal Assent.

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In Employment

United States: Immigration update — What employers should know about immigration changes in Q4

by , and 6 Mins Read

Major recent US immigration changes are reshaping employer compliance and visa processes—from social media vetting to costly new programs and reduced work permit validity. Find out what these updates mean for your workforce and future planning. For example, the Gold Card Program launched, offering a path to permanent residence but with unclear timelines and requirements. EAD validity periods have been shortened, and automatic extensions removed for most categories, increasing compliance risks. Proposed ESTA changes will require extensive social media history, making applications more complex.

In ESG

United Kingdom: Government issues new modern slavery guidance on supply chain transparency

by and 1 Min Read

In March 2025, the Home Office issued a revised version of its statutory guidance “Transparency in Supply Chains” following the House of Lords Modern Slavery Act 2015 Committee’s report. This marks the first full revision of the guidance in nearly a decade. In an article for Compliance & Risk, Jon Tuck and David Yadid examine the current legal framework under the Act, unpack the key changes introduced by the new guidance, and consider their implications for businesses.

In Employment

European Union: Specific regulation of technological impact on the workforce ahead?

by , , and 6 Mins Read

The Committee on Employment and Social Affairs of the European Parliament recently published a draft report on digitalisation, AI and algorithmic management in the workplace. It makes a number of recommendations including for a directive specifically regulating ‘algorithmic management’ in the workplace with protections extending to self-employed individuals in addition to workers. There are a number of steps in the EU legislative process before these proposals could become legally binding. Given their significance, including the broad definition of ‘algorithmic management’, impacted organisations should nevertheless monitor if and how they develop.

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In Antitrust / Competition

International: Antitrust scrutiny of HR practices intensifies

by , , , , and 5 Mins Read

The European Commission has issued its first fine in a no-poach case in the labor market, and its first sanction of the anti-competitive use of a minority share in a competing business. With the fine of EUR 329 million, the Commission joins the ranks of a number of high-profile antitrust enforcers worldwide that have targeted HR-related infringements. The Commission’s first intervention is also likely to encourage other EU regulators to follow suit and is an important reminder of the need to carefully manage antitrust risk (specifically information flows) where a company holds a minority shareholding in a competitor.

In Employment

Belgium: Investigating employee misconduct – What all employers should know (the Belgian Private Investigations Act)

by , and 5 Mins Read

On 6 December 2024, the Private Investigations Act (PIA) was published in the Belgian Official Gazette. The PIA imposes certain new obligations with respect to private investigation activities, whether carried out in-house or by external investigators. Given the broad scope of application of the PIA, it is likely to materially impact many employers in Belgium.

In Employment

Luxembourg: New legislation enhances employee protections in cross-border restructurings

by and 4 Mins Read

On 4 March 2025, the Luxembourg parliament adopted draft bill No. 8225, transposing the employment law provisions of the Mobility Directive (Directive (EU) 2019/2121) into Luxembourg law. This legislation introduces new rules on employee information, consultation and participation in cross-border conversions, mergers and divisions.

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In Employment

Netherlands: Pay Transparency Directive and Dutch legislative proposal for equal pay

by , , and 4 Mins Read

A legislative proposal has been introduced to implement the ‘Pay Transparency Directive’ in the Netherlands. On 26 March 2025, the internet consultation for this proposal was launched and will conclude on 7 May 2025. Following this, a decision will be made on whether, and in what form, the bill will be submitted to the House of Representatives. The intended implementation date for the bill is 7 June 2026.

In Employment

Taiwan: The Ministry of Labor released the revised “Guidelines for Preventing Illegal Harm While Performing Duties”

by and 2 Mins Read

On 21 February 2025, the Ministry of Labor released the revised “Guidelines for Preventing Illegal Harm While Performing Duties (4th Edition).” The revised guidelines emphasize the establishment of an investigation team within three days for suspected illegal harm incidents, with specific team compositions based on organization size. The scope has been expanded to include personnel supervised by workplace managers, applying the same guidelines as for employees. The 4th edition also specifies potential workplace harm behaviors, including violence, bullying, sexual harassment, and discrimination, with examples of workplace bullying such as unrealistic work goals and excessive or trivial task assignments.

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