Argentina: Key Issues

1. Companies Can Now Issue Employment Certificates in Digital Format

Argentina: Companies Can Now Issue Employment Certificates in Digital Format

On May 18, 2026, General Resolution No. 5848/2026 of the Tax and Customs Collection Agency (ARCA) was published in the Official Gazette, regulating the procedure for the issuance and delivery of the employment certificate in digital format. » Read More

For more information on these articles or any other issues involving labour and employment matters in Argentina, please contact Nicolás Grandi (Partner) of Allende & Brea at ngrandi@allende.com or visit www.allende.com.

Australia: Key Issues

1. Gaps in evidence gathering and flawed reasoning in assessing complaints
2. Inconsistent treatment of parties and breakdown in trust due to poor communication
3. Failures in investigations may be held to be enough to force an employee to resign and be held to be a dismissal by the employer 

Australia: Legal Consequences of Mishandling Workplace Investigations

The Fair Work Commission found that serious failures in a workplace investigation including missed witnesses, delayed and unclear outcomes, and an unequal treatment forced an employee to resign, amounting to constructive dismissal and resulting in a compensation order of over $36,000. » Read More

For more information on these articles or any other issues involving labour and employment matters in Australia, please contact Michael Harmer (Partner) of Harmers Workplace Lawyers at michael.harmer@Harmers.com.au or visit www.harmers.com.au.

Belgium: Key Issues

1. Reform of Voluntary Overtime: Retroactive Entry into Force Since 1 April 2026
2. Reform of Rules on Internal Work Rules, Minimum Work Time, Night Work and Cap on Notice Periods 

Belgium: Reform of Voluntary Overtime: Retroactive Entry into Force Since 1 April 2026

The rules on voluntary overtime are changing substantially. A new act, amending Article 25bis of the Labour Act of 1971, was recently adopted by the Chamber of Representatives and still awaits publication in the Belgian Official Gazette. The Act significantly broadens the existing framework by increasing the annual overtime limit. The draft provides for entry into force on 1 April 2026, with retroactive effect. » Read More

Belgium: Reform of Rules on Internal Work Rules, Minimum Work Time, Night Work and Cap on Notice Periods 

An Act adopted by the Belgian Chamber of Representatives on 30 April 2026, and still awaiting publication in the Belgian Official Gazette, introduces several changes to existing employment law rules on works regulations, part-time work, night work and notice periods. The changes are set to enter into force on 1 June 2026. » Read More

For more information on these articles or any other issues involving labour and employment matters in Belgium, please contact Chris Van Olmen (Partner) of Van Olmen & Wynant at chris.van.olmen@vow.be or visit www.vow.be.

Brazil: Key Issues

1. Brazilian Federal Supreme Court Upholds the Equal Pay Law 

Brazil: Brazilian Federal Supreme Court Upholds the Equal Pay Law 

Brazilian Federal Supreme Court upholds Equal Pay Law, putting salary transparency obligations back in the spotlight and reinforcing the fight against gender pay discrimination. » Read More

For more information on these articles or any other issues involving labour and employment matters in Brazil, please contact Gabriela Lima (Partner) of TozziniFreire at glima@tozzinifreire.com.br or visit www.tozzinifreire.com.br.

Canada: Key Issues

1. Adjusting for Inflation: Human Rights Tribunal Increases Damage Awards
2. Bill 97 Introduces Major Changes to Privacy Legislation
3. Managing Human Rights in the Workplace: What is Discrimination?

Canada: Adjusting for Inflation: Human Rights Tribunal Increases Damage Awards

Could inflation lead to higher human rights damages awards in Ontario? A recent Human Rights Tribunal of Ontario decision suggests it may. This article explores how McConnell v. Hibbert, 2026 HRTO 579 could signal an evolving approach to damages analysis and what employers should be watching for when navigating workplace human rights disputes. 
» Read More

Canada: Bill 97 Introduces Major Changes to Privacy Legislation

Ontario’s Bill 97 introduces major changes to FIPPA and MFIPPA, including longer response timelines, staged access plans, mandatory data breach reporting, and expanded IPC powers. Public sector employers should review their privacy policies and information management practices before the July 1, 2026 in-force date to ensure compliance and reduce operational risk. » Read More

Canada: Managing Human Rights in the Workplace: What is Discrimination?

Understand how discrimination is assessed under Ontario’s Human Rights Code and how employers can identify risks and manage workplace human rights obligations. » Read More

For more information on these articles or any other issues involving labour and employment matters in Canada, please contact Robert Bayne (Partner) of Filion Wakely Thorup Angeletti at rbayne@filion.on.ca or visit www.filion.on.ca.

China: Key Issues

1. Three Departments: Issued the Opinions on Coordinating the Urban-Rural Employment Policy System
2. Case held by The Beijing Second Intermediate People’s Court: Where an employer arranges for an employee to take leave, it should clearly inform the employee of the type of the leave. If the leave notice does not specify that the leave is paid annual leave, then the days of such leave should not be deducted from the employee’s annual leave entitlement.

China: Three Departments: Issued the Opinions on Coordinating the Urban-Rural Employment Policy System

On April 15, the Ministry of Human Resources and Social Security, the National Development and Reform Commission, and the Ministry of Agriculture and Rural Affairs jointly issued the Opinions on Coordinating the Urban-Rural Employment Policy System, proposing the removal of unreasonable employment restrictions or discrimination based on household registration, status, age, and similar factors, and strengthening protection of the basic labor rights of workers beyond statutory retirement age, including remuneration, rest and leave, occupational safety and health, and work injury protection. » Read More

China: Case held by The Beijing Second Intermediate People’s Court: Where an employer arranges for an employee to take leave, it should clearly inform the employee of the type of the leave. If the leave notice does not specify that the leave is paid annual leave, then the days of such leave should not be deducted from the employee’s annual leave entitlement.

Where an employer arranges for an employee to take leave, it should clearly inform the employee of the type of the leave.  If the leave notice does not specify that the leave is paid annual leave, then the days of such leave should not be deducted from the employee’s annual leave entitlement. In the case held by the Beijing Second Intermediate People’s Court, the employer granted an extended Spring Festival Holiday that included additional days off beyond the statutory holiday, with full pay. » Read More

For more information on these articles or any other issues involving labour and employment matters in China, please contact Carol Zhu (Partner) of Zhong Lun Law Firm at carol.zhu@zhonglun.com or visit www.zhonglun.com.

Colombia: Key Issues

1. New Ministry of Labour Guidelines on PESV, SG-SST and Teleworker Reporting

Colombia: New Ministry of Labour Guidelines on PESV, SG-SST and Teleworker Reporting

The Ministry of Labour has issued new guidelines regarding three reporting obligations for employers: the self-management report of the Strategic Road Safety Plan (PESV) for companies classified under “Misionalidad 2”; the self-assessment of the Occupational Health and Safety Management System (SG-SST); and the registration of teleworkers. » Read More

For more information on these articles or any other issues involving labour and employment matters in Colombia, please contact Angelica Carrion (Partner) of López & Asociados at angelica.carrion@lopezasociados.net or visit www.lopezasociados.net

Czech Republic: Key Issues

1. Protection of Personal Data in Employment Relationships

Czech Republic: Protection of Personal Data in Employment Relationships

As controllers of personal data, employers are required to secure the rights of employees as data subjects in accordance with the General Data Protection Regulation applicable in the European Union. With specific provisions, the Czech Labour Code supplements the obligations set out in the GDPR in order to provide protection specifically tailored to the context of processing personal data within employment relationships. » Read More

For more information on these articles or any other issues involving labour and employment matters in the Czech Republic, please contact Jan Koval (Partner) of Havel & Partners at jan.koval@havelpartners.cz or visit www.havelpartners.cz.

European Union: Key Issues

1. Pay Transparency Directive: Europe Nears the Deadline, but Most Member States are Not Ready

European Union: Pay Transparency Directive: Europe Nears the Deadline, but Most Member States are Not Ready

With the 7 June 2026 deadline for implementing Directive (EU) 2023/970 fast approaching, the latest status update shows a fragmented picture across the EU. As of 20 May 2026, only Slovakia and Italy appear to be the first Member States to have adopted comprehensive implementing legislation. Many others remain at draft stage or have yet to publish any legislation at all. » Read More

For more information on these articles or any other issues involving labour and employment matters in European Union, please contact Chris Van Olmen (Partner) of Van Olmen & Wynant at chris.van.olmen@vow.be or visit www.vow.be.

France: Key Issues

1. The Minimum Wage will be Increased by 2,4% Effective June 1st
2. French Government Seeks To Crack Down on Social Security Contributions Fraud
3. Dismissal Letters Can Only Be Signed by a Company Employee or Officer
4. Work Accidents and Homeworking

France: The Minimum Wage will be Increased by 2,4% Effective June 1st

On June 1^st, 2026, the reference minimum wage will be increased by 2,4%. The minimum hourly wage will be equal to 12,31€ and the monthly 35-hour week minimum wage will be equal to 1867,02 €. » Read More

France: French Government Seeks To Crack Down on Social Security Contributions Fraud

On May 11^th, 2026, a new law was voted which aims to increase controls and sanctions which regard the non-payment of social security contributions and fraudulent claims. » Read More

France: Dismissal Letters Can Only Be Signed by a Company Employee or Officer

On April 1st, 2026, the French Supreme Court ruled that a HR manager who was an employee of a sister company and only in charge of handling the payroll of the sister company could not validly sign a dismissal letter. » Read More

France: Work Accidents and Homeworking

On April 3rd, 2026, the Paris Court of Appeal ruled that an employee cannot claim to have suffered a work accident if it occurred during their lunch break when working from home. » Read More

For more information on these articles or any other issues involving labour and employment matters in France, please contact Stéphanie Dumas (Partner) of Flichy Grangé Avocats at dumas@flichy.com or visit www.flichygrange.com.

Germany: Key Issues

1. “Remote-Cities” without their own management are not eligible to form a works council.
2. During an employee’s vacation, there is no general prohibition on contact that would prevent the employer from hearing the employee’s side of the story in a timely manner regarding a matter relevant to termination.

Germany: No Works Council for a Non-autonomous Part of a Geographical Unit

The Federal Labor Court has ruled that purely digitally managed delivery areas (“Remote-Cities”) operated by platform-based delivery services without their own management structure do not constitute establishments or independent parts of an establishment eligible for a works council. Works council elections in such units may therefore be challenged and declared invalid. » Read More

Germany: The Two-week Notice Period also Applies if the Employee is on Vacation

The Federal Labor Court has ruled that employers are generally permitted to conduct investigations and contact employees for a hearing even while the employee is on vacation. If employers fail to take any reasonable steps to clarify the facts of the matter for an extended period of time, the two-week period specified in Section 626 para. 2 of the German Civil Code (Bürgerliches Gesetzbuch – BGB) for extraordinary termination may expire. » Read More

For more information on these articles or any other issues involving labour and employment matters in Germany, please contact Dr. Tobias Pusch (Partner) of Pusch Wahlig Workplace Law at pusch@pwwl.de or visit www.pwwl.de.

India: Key Issues

1. Indian Ministry of Labour and Employment Notifies Central Rules and Appropriate Authorities under the Labour Codes

India: Indian Ministry of Labour and Employment Notifies Central Rules and Appropriate Authorities under the Labour Codes

On 08 May 2026, the Ministry of Labour and Employment notified the Central Rules under the Labour Codes, marking a significant step towards the operationalisation and implementation of India’s labour law reforms. The Ministry has also notified the Model Standing Orders for the manufacturing and services sectors and has designated certain appropriate authorities for the administration and enforcement of the Labour Codes at the Central level. » Read More

For more information on these articles or any other issues involving labour and employment matters in India, please contact Avik Biswas (Partner) of Khaitan & Co at avik.biswas@khaitanco.com or visit www.khaitanco.com.  

Indonesia: Key Issues

1. New Regulation on Outsourcing Work

Indonesia: New Regulation on Outsourcing Work

On 30 April 2026, the Minister of Manpower (“MoM”) issued MoM Regulation No. 7 of 2026 on Outsourcing Work (“MoM Reg. 7/2026”), as a follow-up to Constitutional Court Decision No. 168/PUU-XXI/2023. In the decision, the Constitutional Court held that Article 64 (2) of Law No. 13 of 2003 on Manpower, as amended by Government Regulation in Lieu of Law No. 2 of 2022 on Job Creation, which was subsequently stipulated as law by Law No. 6 of 2023 (“Manpower Law”), is conditionally unconstitutional and has no binding legal force unless interpreted to mean that the MoM shall determine the types and fields of work that may be outsourced as agreed in a written outsourcing agreement. » Read More

For more information on these articles or any other issues involving labour and employment matters in Indonesia, please contact Marshall Situmorang (Partner) of Nusantara Legal Partnership at marshall.situmorang@nusantaralegal.com or visit https://nusantaralegal.com/.  

Ireland: Key Issues

1. Developments in Disability Law: Expanding Remedies and Reinforcing Employer Obligations 

Ireland: Developments in Disability Law: Expanding Remedies and Reinforcing Employer Obligations 

Recent Workplace Relations Commission (WRC) decisions signal a strengthening of disability rights in Ireland, particularly in relation to reasonable accommodation and remedies. Notably, the WRC has exceeded traditional compensation limits and affirmed employers’ proactive obligations, highlighting an increased willingness to robustly enforce the Employment Equality Acts. » Read More

For more information on these articles or any other issues involving labour and employment matters in Ireland, please contact Aoife Bradley (Partner) of Byrne Wallace Shields at abradley@byrnewallaceshields.com or visit www.byrnewallaceshields.com/.

Italy: Key Issues

1. Delayed Dismissal Renders the Illness Irrelevant

Italy: Delayed Dismissal Renders the Illness Irrelevant

With regard to dismissal for exceeding the statutory sick leave period, the employer’s prolonged failure to cease the employment relationship following the employee’s return to work may constitute a tacit waiver of its right to terminate the employment contract. Consequently, employers risk automatically waiving the right to dismiss an employee if the absence limit for sick leave is exceeded unless they act promptly, whilst protection for employees is strengthened as the full legal validity of their reliance on the continuity of the employment relationship is recognized. » Read More

For more information on these articles or any other issues involving labour and employment matters in Italy, please contact Angelo Zambelli (Partner) of Zambelli & Partners at angelo.zambelli@zambellipartners.com or visit www.zambellipartners.com/en/. 

Mexico: Key Issues

1. Reform Reducing the Weekly Working Hours to 40

Mexico: Reform Reducing the Weekly Working Hours to 40

On April 22, 2026, the Plenary of the Chamber of Deputies unanimously approved, with 441 votes in favor, the bill amending various provisions of the Federal Labor Law to harmonize secondary legislation with the constitutional reform to Article 123 concerning the reduction of the weekly working hours. The decree was forwarded to the Federal Executive, which ordered its publication in the Official Gazette of the Federation on May 1, 2026, establishing its entry into force as of that date. » Read More

For more information on these articles or any other issues involving labour and employment matters in Mexico, please contact Oscar De La Vega Gomez (Partner) of De La Vega & Martinez Rojas at odelavega@dlvmr.com.mx or visit www.dlvmr.com. 

The Netherlands: Key Issues

1. Expansion of PIP competences.

The Netherlands: Difficulties with the Transition to a New Pension System – Future Pension Act Sequel

The transition to the new pension system is currently in progress and represents a fundamental change in the Dutch pension landscape. The January L&E Tracker already highlighted that, as of 1 January 2026, a substantial number of pension funds transitioned to the new pension system. Under the Future Pensions Act (in Dutch: Wet toekomst pensioenen), all pension funds must transition to the new pension system by 1 January 2028. In this article, the possible issues for employees that may result from the transition are highlighted. » Read More

For more information on these articles or any other issues involving labour and employment matters in the Netherlands, please contact Christiaan Oberman (Partner) of Palthe Oberman at oberman@paltheoberman.nl or visit www.paltheoberman.nl.

Philippines: Key Issues

1. Employee Monitoring and the Right to Privacy: Key Considerations under the Data Privacy Act of 2012

Philippines: Employee Monitoring and the Right to Privacy: Key Considerations under the Data Privacy Act of 2012

A common concern among employers in remote work arrangements is ensuring employee productivity. Employers have since resorted to the use of platform-based activity tracking features to monitor employee performance. While employee monitoring falls within the management prerogative of employers, the use of such digital tools raises the question of the extent to which an employer may undertake digital monitoring while remaining compliant with pertinent data privacy laws. » Read More

For more information on these articles or any other issues involving labour and employment matters in the Philippines, please contact Rashel Ann C. Pomoy (Partner) of Villaraza & Angangco at rc.pomoy@thefirmva.com or visit https://www.thefirmva.com.

Poland: Key Issues

1. Second Draft of the Pay Transparency Project
2. New Rules for Determining Seniority in the Private Sector
3. Second Version of the Draft Act on Internships
4. Expanded Access to the System for Electronic Contracts
5. Act Simplifying PPK Communication Referred to First Reading

Poland: Second Draft of the Pay Transparency Project

On May 4, 2026, the Government Legislation Centre published the second version of the draft act on strengthening the application of the principle of equal pay for men and women for equal work or work of equal value. » Read More

Poland: New Rules for Determining Seniority in the Private Sector

As of May 1, 2026, new regulations regarding the determination of seniority (length of service) for private-sector employers have come into effect. These changes expand the catalog of periods included when calculating employee entitlements, such as annual leave allowance and seniority bonuses. » Read More

Poland: Second Version of the Draft Act on Internships

On 25 March 2026, the Sejm held its first reading of the government’s draft amendment to the provisions concerning mobbing (workplace bullying). The objective of this reform is to streamline regulations and enhance the effectiveness of employee protection. » Read More

Poland: Expanded Access to the System for Electronic Contracts

On April 17, 2026, the Sejm passed an amendment to the Act on the ICT system for handling certain contracts, enabling the conclusion and management of selected agreements in electronic form. » Read More

Poland: Act Simplifying PPK Communication Referred to First Reading

On May 6, 2026, a bill to amend the Employee Capital Plans (PPK) Act was referred for a first reading in committees. The bill aims to change how summons regarding the obligation to conclude a PPK management agreement are delivered. » Read More

For more information on these articles or any other issues involving labour and employment matters in Poland, please contact Prof. Arkadiusz Sobczyk (Partner) of Sobczyk & Partners Law Firm at arkadiusz.sobczyk@sobczyk.com.pl or visit www.sobczyk.com.pl.

Spain: Key Issues

1. How should Companies Handle Complaints Received from Employees?
2. Leave Due to Force Majeure Under Article 37.9 of the Workers’ Statute: Paid?
3. Lack of Time Records and Claims for Overtime. Do We have Clear Rules?

Spain: How should Companies Handle Complaints Received from Employees?

As is well known to all labor law practitioners, employees are entitled to immunity from retaliation—a legal protection afforded to all employees who have filed legal claims against the company. » Read More

Spain: Leave Due to Force Majeure Under Article 37.9 of the Workers’ Statute: Paid?

The purpose of this post is to discuss the Supreme Court ruling of April 17, 2026 (Case No. 111/2024), which addresses leave granted under Article 37.9 of the Workers’ Statute—leave due to force majeure. » Read More

Spain: Lack of Time Records and Claims for Overtime. Do We have Clear Rules?

Without a doubt, one of the most contentious issues in labor law is the impact of a company’s failure to maintain time records. » Read More

For more information on these articles or any other issues involving labour and employment matters in Spain, please contact Iván Suárez (Partner) of Suárez de Vivero at isuarez@suarezdevivero.com or visit www.suarezdevivero.com.

Sweden: Key Issues

1. The Labour Court Sets aside the Summary Dismissal of a Civil Employee of the Swedish Police Authority following a Conviction for Aggravated Drunk Driving

Sweden: The Labour Court Sets aside the Summary Dismissal of a Civil Employee of the Swedish Police Authority following a Conviction for Aggravated Drunk Driving

In a recent judgment, the Swedish Labour Court held that the Police Authority had neither legal grounds for summary dismissal nor objective reasons for terminating the employment of a civil employee convicted of aggravated drunk driving and grossly negligent driving. While the offences were serious, the Court emphasised that they were linked to an alcohol dependency of a disease-like nature, were committed outside the employment and constituted an isolated incident in light of the employee’s successful rehabilitation. The Court also noted that, although employees of the Police Authority are expected to uphold public confidence in the authority, the employee was a civil employee with no police powers or duties involving the exercise of public authority. » Read More

For more information on these articles or any other issues involving labour and employment matters in Sweden, please contact Robert Stromberg (Partner) of Cederquist at robert.stromberg@cederquist.se or visit www.cederquist.se.

Switzerland: Key Issues

1. When a “Consulting Agreement” Becomes an Employment Contract: Swiss Federal Supreme Court Confirms Contract Qualification
2. Dismissal Following a Contested Audit: Swiss Federal Supreme Court Confirms Non-Abusive Termination

Switzerland: When a “Consulting Agreement” Becomes an Employment Contract: Swiss Federal Supreme Court Confirms Contract Qualification

On 18 March 2026, the Swiss Federal Supreme Court issued its decision 4A_601/2025, upholding the rulings of the Labour Court of Meilen and the Cantonal Court of Zurich. The decision clarifies the criteria for distinguishing an employment contract from an independent contractor arrangement, with important implications for companies operating in the private equity sector and beyond. 
» Read More

Switzerland: Dismissal Following a Contested Audit: Swiss Federal Supreme Court Confirms Non-Abusive Termination

On 31 March 2026, the Swiss Federal Supreme Court issued its decision 4A_102/2025 (in French), addressing the circumstances under which an ordinary dismissal following an external audit may constitute an abusive termination under Swiss employment law.
» Read More

For more information on these articles or any other issues involving labour and employment matters in Switzerland, please contact André Lerch (Partner) of lelex Attorneys at Law at lerch@lelex.law or visit www.lelex.law.

Türkiye: Key Issues

1. Durations of Maternity and Paternity Leaves have been Increased

Türkiye: Durations of Maternity and Paternity Leaves have been Increased

The Law Amending the Social Services Law and Certain Other Laws (“Amendment Law”), published in the Official Gazette dated 1 May 2026 and numbered 33240, entered into force on the date of its publication. The Amendment Law has introduced changes to various laws, including the extension of maternity and paternity leave durations. » Read More

For more information on these articles or any other issues involving labour and employment matters in Türkiye, please contact Benan Arseven (Partner) of Moroğlu Arseven at barseven@morogluarseven.com or visit www.morogluarseven.com.

United Kingdom: Key Issues

1. Employee benefits: Unlawful deduction from wages
2. Contract: Withdrawal of Conditional Job Offer
3. Settlement: “Protected Conversations”
4. Disability Discrimination: Reasonable Adjustments
5. Data Protection: New Complaints Process 

United Kingdom: Employee benefits: Unlawful deduction from wages

A recent Court of Session decision illustrates the dangers of failing to implement contractual employee benefits. » Read More

United Kingdom: Contract: Withdrawal of Conditional Job Offer

The EAT has ruled that withdrawing a conditional job offer without notice, shortly before the prospective employee’s start date and for reasons unrelated to the conditions, amounted to a breach of contract. » Read More

United Kingdom: Settlement: “Protected Conversations”

A recent EAT decision highlights the scope of protection afforded by “protected conversations” and when that protection may be lost.  » Read More

United Kingdom: Disability Discrimination: Reasonable Adjustments

A recent EAT case highlights the importance of a well drafted policy on medical exemptions in safety-critical roles. » Read More

United Kingdom: Data Protection: New Complaints Process 

From 19 June 2026, there is a new requirement for organisations to have a data protection complaints process in place, introduced by the Data (Use and Access) Act 2025. » Read More

For more information on these articles or any other issues involving labour and employment matters in the United Kingdom, please contact Robert Hill (Partner) of Clyde & Co at Robert.Hill@clydeco.com or visit www.clydeco.com.

USA: Key Issues

1. SCOTUS: After Sending Employment Claims to Arbitration, Federal Courts Can Still Enforce or Vacate Awards
2. Status Quo: DOL Final Rule Keeps Overtime Salary Levels at 2019 Thresholds
3. DOL Rethinks Joint Employer Standard: Proposal Revisits, Revises 2020 Rule

USA: SCOTUS: After Sending Employment Claims to Arbitration, Federal Courts Can Still Enforce or Vacate Awards

Endorsing a streamlined process to enforce arbitration awards, the U.S. Supreme Court held that when a federal district court compels arbitration and stays the case pending completion of the arbitration under Section 3 of the Federal Arbitration Act (FAA), the district court retains jurisdiction to later confirm or vacate the resulting arbitration award, even if the motion to confirm or vacate does not independently establish federal jurisdiction. Jules v. Andre Balazs Properties, No. 25-83 (May 14, 2026). » Read More

USA: Status Quo: DOL Final Rule Keeps Overtime Salary Levels at 2019 Thresholds

The U.S. Department of Labor (DOL) on May 15, 2026, formally rescinded its 2024 final rule, issued during the Biden Administration, which sought to increase the minimum salary thresholds for the Fair Labor Standards Act’s (FLSA) executive, administrative, and professional (EAP) exemptions. This means the federal salary threshold will stay at $684 per week for the standard exemptions and $107,432 annually for the highly compensated employee exemption. These are the salary levels adopted under a final rule issued in 2019 and are currently in effect. » Read More

USA: DOL Rethinks Joint Employer Standard: Proposal Revisits, Revises 2020 Rule

The Department of Labor’s (DOL) Wage and Hour Division published a proposed rule on April 23, 2026, adopting a standard to determine joint employer status under the Fair Labor Standards Act (FLSA). According to DOL, the proposed rule would fill a regulatory gap and, if finalized, create a nationwide standard and bring “greater uniformity and consistency to the Department’s enforcement actions by adopting a transparent nationwide analysis, which could have benefits for all interested parties.” » Read More

For more information on these articles or any other issues involving labour and employment matters in the United States, please contact John Sander (Principal) of Jackson Lewis at john.sander@jacksonlewis.com or visit www.jacksonlewis.com.

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