Argentina: Key Issues

1. Labour reforms 

Argentina: Labour Reforms 

On 20 December 2023, Decree No. 70/2023 was published on the Official Gazette, which set forth the economic emergency in Argentina until 31 December 2025 that provides multiple reforms to implement in the local economy. Please find below the most relevant labour reforms. » 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. Fixed term contracts
2. Positive duty regarding sexual harassment
3. Small business redundancy exception
4. Employee authorised deductions
5. Protection of employees subject to family and domestic violence
6. Right of entry for assisting health and safety representatives
7. Workplace delegates’ rights
8. Labour hire arrangements
9. Superannuation contributions
10. Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023
11. Industrial manslaughter and other WHS amendments

Australia: Looking Ahead 2024

In 2023, the federal government passed several amendments to various laws regulating employment in Australia. Some of the amendments have already come into force and the remaining will take effect at different times between now and 2025. With another major round of changes pending before the Senate, employers will need to be prepared to adapt to the changing regulatory landscape in 2024. » 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. Social elections 2024
2. Social Penal Code reform 
3. Obligation to register information regarding professional trainings 
4. Act to regulate motivation for dismissals in the public sector 
5. Impact of the Deliveroo judgement 
6. Other rules enforced starting 1 January 2024  

Belgium: Looking Ahead 2024 

2024 is an important year for the political and social elections. The European, federal, regional and local political levels organise elections. In May, the workers of companies with 50 or 100 employees will elect their representatives in health & safety committees and/or works councils. From a legislative perspective, the first months of 2024 will be characterised by the finalisation of the last legislation of the current government, while little to no new rules are expected in the second half of the year. Below, we give an overview of the most important upcoming evolutions to consider. » 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.

Chile: Key Issues

1. Constitutional process
2. Compliance with ESG criteria 
3. New law on economic crimes 
4. 40 Hours Law 
5. Personal, family, and work life reconciliation 
6. New regulations on sexual and workplace harassment 
7. Consolidation of hybrid labour litigation 

Chile: Looking Ahead 2024

2023 was an intense year in terms of defining work rules. We saw that hybrid work has been set to stay in post-pandemic Chile, especially in industries and types of work where such a modality is feasible.The pandemic rebalanced work, family, and personal time. In fact, after years in Congress, the work schedule reduction to 40 hours weekly was approved and became a law. Also, mental health awareness in the workplace was something that led to a new protocol for monitoring psychosocial risks coming into force. Under this, it is mandatory to evaluate workers’ exposure to this type of risk and, also, to implement measures that prevent mental health problems. Along the same lines, and together with the ratification of the ILO’s Convention 190, a local statute was amended, incorporating new concepts for both workplace harassment and sexual harassment. Also, violence in the workplace was introduced as a new hypothesis. Although these changes came into force in 2023, many of them will require implementation throughout 2024, which will undoubtedly bring management challenges to employers all throughout the country and in every industry. » Read More

For more information on these articles or any other issues involving labour and employment matters in Chile, please contact Ignacia López (Partner) of Cariola Díez Pérez-Cotapos at ilopez@cariola.cl or visit www.cariola.cl.

China: Key Issues

1. Legislative developments 
2. Local regulations 
3. Legislative drafts 

China: Looking Ahead 2024 

As we step into the year 2024, several legislative developments have either come into effect or are set to take effect in China. » 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. Salary increase
2. Annual registration for self assessments of minimum standards and occupational safety and health management system improvement plans 
3. Decree 2126 of 2023 
4. Labour-related responsibilities 

Colombia: Looking Ahead 2024 

In 2024, it is important to accentuate that important changes in labour and employment are expected due to the new government (left-wing) bill proposals that will likely be issued in the first semester of 2024. The new Labour Reform Bill was discussed in the Chamber of Representatives, where 16 out of the 98 articles were approved. The debate will continue this year. At the start of the year, private sector employers will face new challenges and will have to comply with various labour-related obligations. » Read More

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

Czech Repulic: Key Issues

1. Electronic delivery of employment related documents
2. Home office 
3. Agreements on work performed outside the employment relationship
4. Agency employment 
5. Informing employees of the terms of employment 
6. Whistleblowing
7. Employer restraints on termination of employment during protection period 

Czech Republic: Looking Ahead 2024 

The second half of 2023 was rich in news and changes in employment law in the Czech Republic. A major amendment to the Labour Code was adopted, as well as an amendment to the Employment Act and the Whistleblower Protection Act. » Read More

Czech Republic: Employer Restraints on Termination of Employment during Protection Period

The Czech Labour Code provides for several cases wherein it is prohibited to give notice of termination of employment to an employee. In these cases, the employee is in the so-called protection period. In practice, a challenge quite often arises when employees exploit this protection with the intention of shielding themselves from potential termination of employment. » 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. Platform work directive
2. Revision of the  Coordination of Social Regulation No. 883/2004 (and No. 987)
3. Framework agreement on telework and right to disconnect 
4. Return and reform of the fiscal rules and the European semester 
5. New Val Duchesse Summit on social dialogue 
6. Initiative on the European works council 

EU: Looking Ahead 2024

The European Union will hold elections in June 2024. Therefore, the coming months will be focused on finalising the work of this legislature. After April, the EU will enter into full election modus, and thus, there will only be four months left to get things done. After the elections, a new Commission will need to set its priorities for the coming years. If Ursula von der Leyen and the current parties remain in place, it is generally expected that they will continue to foster new rules in order to implement the European Pillar of Social Rights, the Green Deal (with a just transition), and the digital transition. Below, we give an overview of the most important evolutions to expect in the coming months. » 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. Impact of recent legislations
2. Upcoming legislations

France: Looking Ahead 2024

New labour-related legislations took effect while other labour-related legislations await to be enforced in France this 2024. » Read More

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

Germany: Key Issues

1. Accidents at work
2. Recording of working hours
3. Compensatory levy 
4. Immigration of skilled workers 
5. Corporate due diligence in supply chains 
6. Minimum wage 
7. Mini jobs 
8. Sick note by telephone 
9. Qualification allowance 

Germany: Looking Ahead 2024 

In Looking Ahead 2024, we explore the most important trends and developments related to labour and employment law in Germany. » 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. Enactment of Labour Codes
2. Implementation of a new data protection regime
3. Social security benefits for gig workers
4. Ethical implications of AI to Indian workplace
5. Increased emphasis on compliance with Apprentices Act, 1961
6. Legal recognition of same-sex marriage 
7. Karnataka Compulsory Gratuity Insurance Rules

India: Looking Ahead 2024

Indian employment law and its practices have undergone significant changes in the recent past. There have been several critical judicial pronouncements and legislative changes that have been crucial to employers in India. 2024 is expected to bring significant changes in the realm of legislative developments and evolving employment practices. We have set out below some of the more critical statutory developments, judicial decisions, and prominent HR practices that employers and HR leaders should take into consideration while strategising their organisational practices and compliances. » Read More

India: The Karnataka Government Notifies Public of the Karnataka Compulsory Gratuity Insurance Rules, 2024

On 10 January 2024, the State of Karnataka implemented the Karnataka Compulsory Gratuity Insurance Rules, 2024 (“Rules”) to exercise its powers under Section 4-A of the Payment of Gratuity Act, 1972 (“Act”), which empowers state governments to frame rules requiring employers to mandatorily obtain an insurance policy that covers their liabilities under the Act. The rules have been brought into effect starting 10 January 2024. » 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 IndusLaw at avik.biswas@induslaw.com or visit www.induslaw.com. 

Ireland: Key Issues

1. Statutory sick pay
2. Protected disclosures
3. Gender pay gap reporting
4. Work-Life Balance and Miscellaneous Provisions Act 2023
5. Parent's Leave 
6. Pensions auto enrolment 
7. Expansion of the employment permits system 
8. Update to the Code of Practice on Determining Employment Status 

Ireland: Looking Ahead 2024

Several employment benefit laws take effect this 2024 in Ireland. » 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 LK Shields at abradley@lkshields.ie or visit www.lkshields.ie.

Italy: Key Issues

1. Fixed term employment contracts
2. Employment contracts' minimum requirements
3. Whistleblowing 
4. Wage
5. Renewal of credit sector's NCBA 
6. Litigation trends 

Italy: Looking Ahead 2024

Looking Ahead 2024  highlights trends and insights on the main issues relating to employment management in Italy. » 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. Minimum wage 

Mexico: The New Minimum Wages Foreseen for 2024

On the 1^st of December 2023, the Board of Representatives of the National Commission of Minimum Wages issued a press release informing the public that an agreement was reached by unanimous vote from the government, labour, and business sectors, whereby the minimum wages will be increased by 20% in 2024. » 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. Introduction of a uniform minimum hourly wage
2. 30% reduction in tax facility
3. Pension accrual
4. Whistleblower protection law for medium-sized employers
5. Indexations
6. Registration of carbon emissions (1 July 2024)

The Netherlands: Looking Ahead 2024 

As of 1 January 2024, the following employment law matters have been changed. » 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.

Norway: Key Issues

1. Changes to the Working Environment Act
2. Additional changes
3. New legislations adopted in 2023

Norway: Looking Ahead 2024 

In 2023, the Norwegian Parliament passed several bills regarding changes in the Norwegian Working Environment Act (“WEA”). Some of these changes will enter into force on 1 January 2024, while others will enter into force on 1 July 2024. » Read More

For more information on these articles or any other issues involving labour and employment matters in Norway, please contact Håkon Andreassen (Partner) of Helmr at hakon.andreassen@helmr.no or visit www.helmr.no.

Poland: Key Issues

1. New minimal pay
2. Whistleblowers Act 
3. Directive on equal pay and pay transparency 

Poland: Looking Ahead 2024 

After a year of intense changes in labour law, 2024 promises to be a quieter year for employers and employees in terms of the number and scope of new regulations. Nevertheless, it is important to be prepared for several novelties. » 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.

Romania: Key Issues

1. Mandatory policies
2. Minimum wage
3. Changes in adjacent legislation 
4. Other potential changes 

Romania: Looking Ahead 2024

Various changes in employment laws and policies will take effect this 2024 in Romania. » Read More

For more information on these articles or any other issues involving labour and employment matters in Romania, please contact Magda Volonciu (Partner) of Magda Volonciu and Associates at magdavolonciu@volonciu.ro or visit www.volonciu.ro.

Spain: Key Issues

1. Normative uncertainty given the change in government to a coalition model
2. Brand new laws are being introduced almost every quarter
3. Very intensive reforms were undertaken in the last weeks of 2023
4. New measures destined to increase responsibility for companies in litigation
5. Progressively more lenient leaves of absence
6. Overall harsher environment for companies

Spain: Looking Ahead 2024

After pandemic years, Spain’s legal environment has rapidly shifted, with multiple Royal Decrees and laws aiming to palliate the recession effects and improve the already strong employment rights of employees.

This trend is likely to continue during the current year, with Congress sanctioning new leaves, increasing the existing ones, and making dismissals and disciplinary action more restrictive. Regarding Social Security, it is likely that contributions will keep increasing in an effort to make the Spanish Social Security expenditures more sustainable in the long term.

All in all, 2024 is already shaping up to be a challenging year for companies in Spain with its strict yet ever-changing regulations. As an example of this, the last 2 weeks of December saw the publication of 3 major Decrees that will be enforced in 2024. » 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. Obligation to offer indefinite-term employment to long-term temporary agency workers
2. 90 days of parental benefit can be transferred to non-parents
3. The Whistle-Blowing Act applies to all employers with 50 or more employees
4. The Administrative court ruled on whether a platform company should be categorized as an employer and thereby be imposed with work environment responsibility pertaining to couriers

Sweden: Looking Ahead 2024

Employers will have to adhere to new rules on employee benefits and relations. These developments are detailed below. » Read More

Sweden: The Administrative Court Ruled On Whether a Platform Company Should Be Categorized as an Employer and Thereby Be Imposed with Work Environment Responsibility Pertaining to Couriers

The new ruling from the Administrative Court in Gothenburg concerns a company that received an injunction from the Work Environment Authority to take action in relation to the work environment of couriers performing work through the company’s digital platform. » 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.

Türkiye: Key Issues

1. Procedures for applying to mediation procedures concerning collective labour agreements have been amended
2. Minimum wage 

Türkiye: Procedures for Applying to Mediation Procedures Concerning Collective Labour Agreements Have Been Amended

The regulation amending the Regulation on Application to Mediation and Arbitration in Collective Labour Agreements (“Regulation”) has been published in the National Gazette 23.11.2023 and is numbered 32378. » Read More

Türkiye: The National Minimum Wage Has Been Increased for the Year 2024

The National Minimum Wage in Türkiye has been increased for the year 2024, and it will be effective starting 1 January 2024. » Read More

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

United Kingdom: Key Issues

1. 8 key announcements to look out for in 2024 
2. 4 key people predictions to manage legal risk in 2024
3. Key dates for the diary
4. What to expect in UK employment law in 2024 – the detail 

United Kingdom: Looking Ahead 2024

A general election in 2024 could mean some significant, but as yet, uncertain changes for workplace law in the UK. In the meantime, the current UK government has belatedly been working hard to bring into effect a number of reforms, many of which began life well before the pandemic.

In this article, we identify 8 key announcements that HR and in house counsel should look out for in 2024, and we make 4 key people predictions which organisations might focus on in 2024 to manage legal risk. In the remainder, we set out some key dates for your diary and, if you need further detail, we list per topic what reforms you can expect to see in 2024 and beyond, finishing off with a summary of the Labour party’s proposals as announced at their last conference in October 2023. » 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. Final rule on independent contractors 
2. Pregnant Workers Fairness Act
3. White-collar exemption
4. The year ahead 2024 

USA: Labor Department Releases Independent Contractor Final Rule, Revising Standard

The U.S. Department of Labor (DOL) has released its long-anticipated Final Rule revising the standard for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The Final Rule, published in the Federal Register on Jan. 10, 2024, is slated to take effect on March 11, 2024. Legal challenges are expected. » Read More

USA: When Will the Ball Drop? Still Waiting on the PWFA Final Regulations

We rang in the new year waiting and watching for the issuance of the EEOC’s final regulations implementing the Pregnant Workers Fairness Act (PWFA). The Office of Information and Regulatory Affairs (OIRA) received the text of the final regulations for review on December 27.  Assuming that the EEOC’s final regulations clear this review, we expect the regulations to be published in the Federal Register soon. » Read More

USA: DOL Aims for April 2024 Release of White-Collar Exemption Final Rule

The U.S. Department of Labor (DOL) unveiled its semi-annual regulatory agenda on December 6, 2023, which sets an April 2024 date for release of the agency’s anticipated final rule amending the regulations defining the “white collar” exemptions from the overtime and minimum wage requirements of the Fair Labor Standards Act (FLSA). » Read More

USA: The Year Ahead 2024

Legal requirements often shape organizational realities. The Year Ahead 2024 — through its series of timely, specially produced podcasts and related Jackson Lewis readings and recordings — presents the employment + labor law trends that can move your initiatives and compliance strategies forward in the coming year. » Watch it Here

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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