Australia: Key Issues

1. Privacy reforms in Australia include a new statutory tort for privacy invasion (due to commence on 10 June 2025), and disclosure of automated decision making in privacy policies (due to commence on 10 December 2026).
2. The proposed ban on non-compete clauses in employment contracts for workers earning under the high-income threshold extends from a response to stagnating wages and cost of living concerns. Modelling suggests the changes could improve productivity and add $5 billion to GDP annually, as well as reduce inflation.

Australia: A New Statutory Tort for Privacy Invasion and Disclosure of Automated Decision-Making: Incoming Privacy Law Reforms in Australia

In response to global developments around privacy law and ACCC recommendations, privacy legislation in Australia has been reformed to include an initial tranche of changes, including the introduction of a statutory tort for serious invasions of privacy and new requirements for privacy policies to include information about the involvement of computer programs in decisions that affect individuals and their personal information. » Read More

Australia: Proposed Ban on Non-Compete Clauses in Employment Contracts

The Albanese Government has proposed a ban on non-compete clauses for workers earning less than the high-income threshold. The proposal was announced as part of the 2025/26 Federal Budget, and if passed, the ban will take effect in 2027. » 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. Compensation laid down in the employment contract can be considered as remuneration even if it is not directly linked to the performance of work for the employer.

Belgium: Compensation Laid Down in the Employment Contract Can be Considered as Remuneration Even if it is Not Directly Linked to the Performance of Work for the Employer

On 24 March 2025, the Belgium Supreme Court (Cour de Cassation) issued an important ruling regarding the classification of contractually agreed-upon compensations as wage, even if they are not directly linked to the work for the employer. Such compensations are recognised as “wages,” even when they are not directly linked to actual work performed. As a result, they can be classified as wages and are thus protected under the Wage Protection Act. They fall within the scope of Article 162 of the Social Criminal Code (non-payment of wages), which allows employees to claim the longer limitation period for criminal claims instead of the short prescription term for labour law claims. » 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. Ministry of Labour and Employment postpones the deadline for including psychosocial risk factors in the Occupational Risk Management Program to May 2026.

Brazil: Ministry of Labour and Employment Postpones the Deadline for Including Psychosocial Risk Factors in the Occupational Risk Management Program to May 2026

On 16 May 2025, the Ministry of Labour and Employment issued an Ordinance that postpones to May 2026 the obligation of including psychosocial risk factors into the Occupational Risk Management Program. » 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. Responding to American tariffs; managing workforce during economic uncertainty.

Canada: Ontario Taking Action to Respond to Tariffs

On 16 April 2025, the Government of Ontario announced new actions to respond to the trade difficulties caused by the recent US tariffs and related economic uncertainties. Ontario has created a new fund, will table new legislation, and has signed two Memoranda of Understanding with Nova Scotia and New Brunswick. » 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.

Chile: Key Issues

1. Restrictions on the right to strike in certain companies.

Chile: Restrictions on the Right to Strike in Certain Companies

In accordance with labour regulations, there are specific companies where employees cannot exercise the right to strike. These restrictions apply to sectors considered essential for public welfare, national security, or the continuous provision of critical services. » Read More

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

China: Key Issues

1. The Human Resources and Social Security Bureau of Guangzhou issued model texts of documents related to flexible retirement.
2. Typical labour dispute cases in new forms of employment in Chengdu (2025): Recognising the employment relationship between a live streamer and a company.

China: The Human Resources and Social Security Bureau of Guangzhou Issued Model Texts of Documents Related to Flexible Retirement

On April 21, the Human Resources and Social Security Bureau of Guangzhou published the Model Text for Notice of Flexible Early Retirement for Enterprise Employees in Guangzhou, the Model Text for Agreement on Flexible Delayed Retirement for Enterprise Employees in Guangzhou, the Model Text for Agreement Termination Form for Flexible Delayed Retirement for Enterprise Employees in Guangzhou, and the Application Form for Basic Medical Insurance Retirement Time for Enterprise Employees in Guangzhou for voluntary reference by employees and employers. » Read More

China: Typical Labour Dispute Cases in New Forms of Employment in Chengdu (2025): Recognising the Employment Relationship Between a Live Streamer and a Company

Among the ten typical cases concerning labour disputes in new forms of employment, newly published by Chengdu for 2025, a typical case has emerged regarding the determination of employment relationships in the online live streaming industry under the digital economy. In this case, the arbitration committee pierced the veil of the parties’ legal relationship by conducting substantive examination from the core characteristics of employment relationships, revealing the essence of the enterprise using civil agreements to conceal and evade employment relationships. » 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. Ministry of Labour issues Resolution 1843 of 2025: New guidelines for occupational medical evaluations.

Colombia: New Guidelines for Occupational Medical Evaluations Announced

On April 29th of this year, the Ministry of Labour issued the resolution to update the regulatory framework for occupational medical evaluations to strengthen workplace health and safety. » 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. Transfer to other work under Czech Employment Law.

Czech Republic: Transfer to Other Work under Czech Employment Law

Under Section 41 of the Czech Labour Code, employers may be required or entitled to transfer employees to different work positions under specific circumstances. This provision plays a vital role in balancing the protection of employees' health and legal rights with employer’s operational needs. » 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. The EU ‘Stop-the-clock’ Directive: Consequences for the CSRD and CS3D.

European Union: The EU ‘Stop-the-clock’ Directive: Consequences for the CSRD and CS3D

On 26 February 2025, the European Commission published a proposal for a directive introducing the “Simplification Omnibus Package.” This proposal was subsequently adopted, and the resulting Directive (EU) 2025/794 — commonly known as the “Stop-the-Clock” Directive — entered into force in April 2025. It brings important changes to both the Corporate Sustainability Reporting Directive (CSRD) and the Corporate Sustainability Due Diligence Directive (CS3D). With this initiative, the Commission aims to ease the administrative burden on companies by simplifying and clarifying existing sustainability rules. This article outlines the key amendments introduced by the proposal. » 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. New bill giving additional rights to employees seeking adoption or undergoing medically assisted conception treatment.
2. New bill on senior employees to be presented before the French parliament.
3. Not respecting the labour ddoctor’s request on adapting an employee’s job can be considered discrimination.
4. The fact that an employee transfers confidential company documents via their personal email account does not necessarily constitute serious misconduct.

France: New Bill Giving Additional Rights to Employees Seeking Adoption or Undergoing Medically Assisted Conception Treatment

On May 5th 2025, a new bill was presented before the French Parliament seeking to extend the protection of employees seeking adoption or undergoing medically assisted conception treatment. » Read More

France: New Bill on Senior Employees to Be Presented Before the French Parliament

On May 7th 2025, the French Cabinet adopted a bill seeking to extend to all companies existing national collective agreements about senior employees. » Read More

France: Not Respecting the Labour Doctor’s Request on Adapting an Employee’s Job Can Be Considered Discrimination

On April 2nd 2025, the French Supreme Court ruled that the fact that a company refused to implement the changes requested by the Labour Doctor is considered sufficient to demonstrate discrimination based on the employee’s state of health if the company cannot provide any objective reasons for such refusal. » Read More

France: The Fact That an Employee Transfers Confidential Company Documents Via Their Personal Email Account Does Not Necessarily Constitute Serious Misconduct

On April 9th 2025, the French Supreme Court ruled that the fact that an employee had transferred confidential company documents via his personal email account was not sufficient per se to render impossible the continuation of the employment contract and therefore, the employee’s dismissal for serious misconduct. » 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. The coalition agreement of the new German government provides new impulses for labour law.
2. In principle, remuneration to employees can also be paid in crypto currencies, but the value of such benefit in kind may not exceed the sizeable portion of the employee's salary.

Germany: Labour Law Aspects in the New Coalition Agreement

Maximum weekly working time, electronic time recording and tax incentives for overtime - the new coalition agreement brings new impulses in terms of German labour law. » Read More

Germany: Crypto Currency Generally Allowed as Part of Employee Remuneration

The German Federal Labour Court has ruled that an agreement whereby part of the employee’s remuneration is paid in crypto currency is generally permissible. » 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.

Hungary: Key Issues

1. Hungarian constitutional court strikes down Labour Code provision that left medically unfit employees without protection.

Hungary: Hungarian Constitutional Court Strikes Down Labour Code Provision That Left Medically Unfit Employees Without Protection

The Hungarian Constitutional Court has annulled a 2023 amendment to the Labour Code that allowed employers to keep employees on the payroll while refusing to assign them work, pay wages, or offer alternative roles if those employees had been declared medically unfit for their original position. » Read More

For more information on these articles or any other issues involving labour and employment matters in Hungary, please contact Zsofia Olah (Counsel) of OPL at zsofia.olah@opl.hu or visit https://www.opl.hu/.

India: Key Issues

1. Karnataka High Court grants interim relief to employers failing to pay the compulsory gratuity insurance premium.

India: Karnataka High Court Grants Interim Relief to Employers Failing to Pay the Compulsory Gratuity Insurance Premium

On 28 April 2025, the Karnataka High Court passed an interim order restricting the Government of Karnataka from taking any coercive steps against employers failing to pay the gratuity insurance premium stipulated under the Karnataka Compulsory Gratuity Insurance Rules 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 Khaitan & Co at avik.biswas@khaitanco.com or visit www.khaitanco.com.  

Ireland: Key Issues

1. Workplace Relations Commission awards maximum compensation to employee dismissed without cause.

Ireland: Workplace Relations Commission Awards Maximum Compensation to Employee Dismissed Without Cause

A recent decision of the Workplace Relations Commission (“WRC”) considered the issue of an employee who was dismissed by her employer without cause. In determining the compensation that should be awarded, significant consideration was given to the lack of fair procedures and reasoning afforded to the employee, as well as the difficultly that the lack of reasons for dismissal would pose in her securing alternative employment. The WRC awarded the employee the maximum compensation available to her – a total of two years’ remuneration. » 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. Dismissals cannot be justified if employee participated in a strike.

Italy: Dismissals Cannot Be Justified if Employee Participated in a Strike

The dismissal can never be grounded on the employee's participation in a strike, even when the strike has not been formally announced by a trade union and regardless of the size of the company, provided that it is implemented collectively, for the protection of interests attributable to the generality of workers and in compliance with the so-called external limits established by constitutional and ordinary case law. » 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. Proposed constitutional amendment to reduce the weekly working hours in Mexico: Legal overview and implications.

Mexico: Proposed Constitutional Amendment to Reduce the Weekly Working Hours in Mexico: Legal Overview and Implications

Mexico is moving forward with a proposed constitutional amendment to reduce the maximum weekly working hours from 48 to 40. The amendment, currently under the congress review, would mandate two days of rest per week and aims to improve employees’ well-being while aligning with international labour standards. While the government has committed to a gradual implementation by 2030, the private sector warns of increased labour costs of up to 36%. » 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. New development in approach to self-employment legislation – proposal for the Self-Employed Persons Act (Zelfstandigenwet).
2. House of Representatives adopts bill on the authorisation to assign workers.

The Netherlands: New Development in Approach to Self-Employment Legislation – Proposal for the Self-Employed Persons Act (Zelfstandigenwet)

In this publication, we have regularly highlighted the issues and developments surrounding the approach to false self-employment. For some time, Dutch legislators have been working on new legislation to clarify the classification of employment relationships. Now, there may be a further development. On 3 April 2025, a new private member's bill has been submitted: the so-called ‘Self-employed Persons Act’ (In Dutch: Zelfstandigenwet). Read below for more information on the content and status of the private member's bill. » Read More

The Netherlands: House of Representatives Adopts Bill on the Authorisation to Assign Workers

The Dutch House of Representatives recently passed a bill on the permission to assign workers. The bill was submitted to the House of Representatives at the end of 2023 following an investigation into abuses in the temporary employment sector. Read below to find out what changes the proposed law will bring. » 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. Gender equality gets teeth: DO 251-25 and what employers must do.

Philippines: Gender Equality Gets Teeth: DO 251-25 and What Employers Must Do

Gender equality in the workplace is not a new concept in the Philippines —there are laws in place, the principles are widely recognised, and both employers and employees know the logic and the drill when it comes to expectations and practices. However, knowing is certainly not doing because pay gaps persist, promotions still get skewed, and bias quietly survives. DO 251-25 is designed to change this. » 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.

Spain: Key Issues

1. The declaration of employee’s permanent incapacity and termination of contract.

Spain: The Declaration of Employee’s Permanent Incapacity and Termination of Contract

The purpose of this entry is to analyse the configuration of the termination of contract that occurred as a result of the declaration of permanent incapacity of the employee, given that since the entry into force on 1 May 2025 of Law 2/205, the scenario has changed and any error may precipitate the declaration of nullity of the termination of contract. » 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 Swedish labour court rules on taxi drivers’ employment status.

Sweden: The Swedish Labour Court Rules on Taxi Drivers’ Employment Status

In a recent ruling, the Swedish Labour Court concluded that two taxi drivers were entitled to overtime compensation for work the taxi company claimed was performed as employees of a temporary work agency. The company´s failure to pay overtime compensation and vacation allowance therefore constituted a violation of the applicable collective bargaining agreement. » 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.

United Kingdom: Key Issues

1. Discrimination: Definition of “sex.”
2. Discrimination: Victimisation.
3. Pay: Additional hours.
4. Immigration: Proposed reforms.
5. Employment Reforms: Update.

United Kingdom: Discrimination: Definition of “Sex”

The Supreme Court has ruled that the Equality Act definitions of “sex”, “woman” and “man” are based on biological sex. Following this judgment, the EHRC issued interim guidance. » Read More

United Kingdom: Discrimination: Victimisation

In a race discrimination claim, the EAT noted that it was not necessary to expressly allege discrimination in order to trigger protection against victimisation. » Read More

United Kingdom: Pay: Additional Hours

The EAT has ruled that an employee was not entitled to additional pay for hours worked in excess of his normal working hours. » Read More

United Kingdom: Immigration: Proposed Reforms

The Government has published a White Paper on immigration which foreshadows significant changes to the UK immigration landscape. » Read More

United Kingdom: Employment Reforms: Update

The Employment Rights Bill continues to progress through Parliament. » 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. Does employer disparate impact liability still exist? The latest EO pushes to eliminate it.
2. Do weekends count? SCOTUS decides they don’t for voluntary-departure deadline.
3. EEOC submits request to eliminate optional disclosure of non-binary data for EEO-1 Reporting.
4. Navigating California’s new regulations on automated decision-making tools.

USA: Does Employer Disparate Impact Liability Still Exist? The Latest EO Pushes to Eliminate It

President Donald Trump issued the “Restoring Equality of Opportunity and Meritocracy” executive order (EO) on April 23, 2025. The stated purpose of the EO is “to eliminate the use of disparate-impact liability in all contexts to the maximum degree possible to avoid violating the Constitution, Federal civil rights laws, and basic American ideals.” But the “maximum degree possible” is more limited than the words suggest. » Read More

USA: Do Weekends Count? SCOTUS Decides They Don’t for Voluntary-Departure Deadline

On calculating a noncitizen’s voluntary-departure deadline, the U.S. Supreme Court held that a deadline that falls on a weekend or legal holiday automatically extends to the next business day. Monsalvo Velázquez v. Bondi, No. 23-929 (Apr. 22, 2025). » Read More

USA: EEOC Submits Request to Eliminate Optional Disclosure of Non-Binary Data for EEO-1 Reporting

On April 15, 2025, in response to Executive Order 14168, Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government, the EEOC filed an Information Collection Request (ICR) with OMB requesting what it classified as a non-substantive change to remove the option for employers to voluntarily report non-binary data for those in their workforce. » Read More

USA: Navigating California’s New Regulations on Automated Decision-Making Tools

The California Civil Rights Department (CRD) has recently approved regulations under the Fair Employment and Housing Act (FEHA) to address discrimination in employment resulting from the use of automated decision-making systems, including artificial intelligence (AI) and algorithms. These regulations apply to all employers covered by the FEHA and will likely take effect in July, once they complete the final administrative process of approval by the Office of Administrative Law. » 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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