Australia: Key Issues

1. Employers operating in Australia need to review wage rates to ensure compliance with increases to the minimum wage, increases to minimum rates under modern awards, and increases to superannuation contributions, which will come into effect on 1 July 2025.

Australia: Increases to Minimum Wage and Other Important Changes starting 1 July 2025

The Fair Work Commission handed down its annual wage review decision on 3 June 2025. Employers operating in Australia should be aware of this and other important changes that may affect them. » 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. Programme Act: parental leave for long-term foster care as of July 2025.

Belgium: Programme Act: Parental Leave for Long-term Foster Care as of July 2025

The legislative proposal for the federal Programme Act was introduced last week in the federal parliament and is expected to be voted on this month. The only employment law matter included in this first big reform of the new federal government is the introduction of parental leave for foster parents. Other employment reforms of the so-called Easter Agreement will be introduced via other legislative acts in the coming months. » 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.

Canada: Key Issues

1. COVID-19 cases: the consequences of improperly applying company policies.
2. Ontario introduces Bill 30, the Working for Workers Seven Act, 2025.
3. British Columbia animal protection officer terminated for violent social media posts & secret recordings.

Canada: COVID-19 Cases: The Consequences of Improperly Applying Company Policies

More than five years after the start of the COVID-19 pandemic, Canadian courts are still deciding employment termination cases related to the enforcement of employers’ vaccination policies. In this article, we review a recent decision, Yee v WestJet, in which the Alberta Court of Justice found that an employer unreasonably applied its vaccination policy to an unvaccinated worker who claimed a religious exemption, and thus that the employer did not have just cause to terminate their employment. » Read More

Canada: Ontario Introduces Bill 30, the Working For Workers Seven Act, 2025

The Ontario government introduced Bill 30, the seventh statute in its Working for Workers series, which, among other things, seeks to amend a number of pieces of employment/workplace related legislation.  In this article, we highlight some of the significant changes that this bill proposes to the various workplace-related legislation. » Read More

Canada: British Columbia Animal Protection Officer Terminated for Violent Social Media Posts & Secret Recordings

A British Columbia Animal Protection Officer lost his job after posting a video of a violent off-duty altercation he had, and also secretly recorded private employer-only meetings during the investigation of this incident. In this article, we review the employment consequences of employees’ “off-duty” conduct. » 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. Seven departments issued guidelines for jointly protecting the legitimate rights and interests of workers.
2. Ten typical cases from Shanghai Baoshan District white paper on diversified resolution of labour and personnel Disputes (2021-2024): case of an employee engaging in covert competitive activities through an outsourcing relationship.

China: Seven Departments Issued Guidelines for Jointly Protecting the Legitimate Rights and Interests of Workers

On May 19th, All-China Federation of Trade Unions, Supreme People’s Court, Supreme People’s Procuratorate, Ministry of Justice, Ministry of Human Resources and Social Security, All-China Federation of Industry and Commerce, China Enterprise Confederation/China Association of Enterprises jointly issued the Guidelines for Jointly Protecting the Legitimate Rights and Interests of Workers. » Read More

China: Ten Typical Cases from Shanghai Baoshan District White Paper on the Diversified Resolution of Labour and Personnel Disputes (2021-2024): Case of an Employee Engaging in Covert Competitive Activities Through an Outsourcing Relationship

On the afternoon of 28 May 2025, the Shanghai Baoshan District People’s Court jointly released the White Paper on the Diversified Resolution of Labour and Personnel Disputes in Baoshan District (2021-2024) with the Baoshan District General Trade Union and the Baoshan District Human Resources and Social Security Bureau. The white paper also features ten classic cases, covering key issues such as collective wage disputes, breaches of non-compete agreements, and the determination of employment relationships in new business formats, providing practical guidance for dispute resolution. Among these, one exemplary case focuses on competitive activities concealed by outsourcing 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. Labour reform highlights from the fourth and final debate.

Colombia: Labour Reform Highlights From the Fourth and Final Debate

Between June 11 and 17, 2025, the Senate plenary approved 70 of the 77 articles of the Labour Reform bill. With the conclusion of the fourth debate, the bill will move to a conciliation process led by a joint commission of Representatives and Senators who must agree on a unified text to resolve the remaining differences. The primary approved points are listed below. » 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. Employer's Uniform Monthly Reporting Act.

Czech Republic: Employer's Uniform Monthly Reporting Act

The Act on Employer's Uniform Monthly Reporting is a significant step in the process of digitalisation and gradual simplification of administrative obligations of employers in the Czech Republic. Its main goal is to simplify the complicated communication with public administration authorities. » 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. Changes to the European Works Council directive to be formally adopted.

European Union: Changes to the European Works Council Directive to be Formally Adopted

EWCs should be installed when companies have over 1000 workers in the European Economic Area and at least 150 workers in two member states. In 2018, the EU Commission evaluated the 2009 EWC Recast Directive, which currently contains the EU rules regarding EWCs. It was deemed to need certain amendments to improve its effectiveness in installing a genuine social dialogue at European company/group level. Therefore, the EU Commission proposed amendments to the Directive in January 2024. Recently, the European Parliament and Council reached a political agreement regarding the proposed amendments. This means that the 2009 EWC Directive will soon be formally updated with some important changes. » 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 guidelines on the contents of mandatory anti-discrimination training.
2. New decree on the protection of employees during heat waves.
3. Imposing a trial period is not justified if the employee has already worked for the company in a self-employed capacity.
4. In case of sick leave, it is not necessary for the company to send an employee a new invitation to their pre-dismissal hearing.

France: New Guidelines on the Contents of Mandatory Anti-discrimination Training

On 22nd May 2025, the Labour Ministry issued guidelines on how mandatory anti-discrimination training must be organised. Such training is mandatory at least every 5 years for all employees of recruiting agencies and for employees involved in the recruitment process in companies having at least 300 staff. » Read More

France: New Decree on the Protection of Employees During Heat Waves

On 27th May 2025, a decree was issued placing new obligations on employers to take certain measures to protect their employees during heatwaves. This will take effect on 1st July 2025. » Read More

France: Imposing a Trial Period is Not Justified if the Employee has Already Worked for the Company in a Self-employed Capacity

On 29th April 2025, the French Supreme Court ruled that a company may not be able to impose a trial period if it has already been able to ascertain the employee’s professional skills regardless of the legal structure of the previous working relationship. In the present case, the employee claimed that they had held the same functions previously as a self-employed consultant and, therefore, could not be subject to a trial period. » Read More

France: In Case of Sick Leave, it is Not Necessary for the Company to Send an Employee a New Invitation to their Pre-dismissal Hearing

On 21st May 2025, the French Supreme Court ruled that if the date of a pre-dismissal hearing has had to be postponed due to the fact that the employee concerned was on sick leave, the company does not have to issue a new invitation nor respect again the 5-day time period between the sending of the invitation and the holding of the hearing. The company can inform the employee of the new date and time by “any means.” » 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. Subsequent admission of legal action of pregnant employee.
2. Changes to the Maternity Protection Act support expectant mothers.

Germany: Subsequent Admission of Legal Action of Pregnant Employee

If, through no fault of her own, an employee only becomes aware of an existing pregnancy after the deadline for bringing a dismissal protection claim has expired, she may request that the claim be admitted retrospectively. » Read More

Germany: Changes to the Maternity Protection Act Support Expectant Mothers

The changes to the Maternity Protection Act aim to provide protection for women in the event of a miscarriage. » 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.

Ireland: Key Issues

1. Changes in the gender pay gap reporting.

Ireland: Changes in the Gender Pay Gap Reporting

From June 2025, employers with 50 or more employees will be required to publish a gender pay gap report. Employers need to choose a ‘snapshot date’ in June every year for collecting the relevant data and report by the corresponding date in November. This means that employers now have five months to report on their Gender Pay Gap rather than six months as in previous years. » 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. Business branch transferred but employment relationship continues.

Italy: Business Branch Transferred but Employment Relationship Continues

In the event of transfer of business, Article 2112 of the Civil Code applies in all cases wherein the transferor replaces itself with the transferee without interruption, including the case of transfer back of the business to the original transferor, on the condition that substantial continuation of the activity previously carried out persists. » 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. The need to regulate the U.S.-initiated rapid response mechanism complaints under Annex 31-A in Mexico.

Mexico: The Need to Regulate the U.S.-Initiated Rapid Response Mechanism Complaints under Annex 31-A in Mexico

Given the increasing number of complaints submitted by the US government under the Rapid Response Mechanism (RRM) of Annex 31-A of the USMCA, Mexico faces an urgent need to regulate the procedural framework that governs such cases domestically. Without clear internal rules, there is legal uncertainty for both companies and authorities regarding the rights, timelines, and due process guarantees during RRM investigations. The regulatory vacuum threatens the predictability of labour enforcement under the trade agreement and undermines the principles of legal certainty. » 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. Bill on certainty for flex workers submitted to the House of Representatives.
2. Impact of the fall of the government on Dutch employment law.

The Netherlands: Bill on Certainty for Flex Workers Submitted to the House of Representatives

On 19 May, the bill titled More Security for Flexible Workers (in Dutch: Wet meer zekerheid flexwerkers), has been submitted by the Minister of Social Affairs and Employment to the House of Representatives. This bill aims to provide greater security for employees working under temporary agency contracts, on-call contracts, and fixed-term contracts. » Read More

The Netherlands: Impact of the Fall of the Government on Dutch Employment Law

On 5 June 2025, the Dutch government fell, meaning that it lost its majority in the House of Representatives. Read this article to find out what the fall of the cabinet means for developments in Dutch employment law. » 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. Company-specific age limits to be abolished on 1 January 2026.
2. The government strengthens efforts against social dumping and labour crime.

Norway: Company-Specific Age Limits to be Abolished on 1 January 2026 

In Norway’s Law tracker in March 2025, we noted that the government proposed removing the access to set internal company-specific age limits for retirement (lower than the general rule of 72 years of age). The proposal has now been adopted and will enter into force on 1 January 2026. » Read More

Norway: The Government Strengthens Efforts Against Social Dumping and Labour Crime 

The government will introduce a new action plan to intensify efforts against social dumping and labour crime, with particular focus on sectors with high risk of worker exploitation. » 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.

Philippines: Key Issues

1. Stricter rules, safer workplaces: tightening of Occupational Safety and Health Standards under DO 252-25, or the revised implementing rules and regulations of R.A. No. 11058.

Philippines: Stricter Rules, Safer Workplaces: Tightening of Occupational Safety and Health Standards Under DO 252-25, or the Revised Implementing Rules and Regulations of R.A. No. 11058

The issuance of DOLE Department Order No. 252-25, Series of 2025, or the Revised Implementing Rules and Regulations of Republic Act No. 11058 titled “An Act Strengthening Compliance with Occupational Safety and Health Standards and Providing Penalties for Violations thereof (DO 252-25) ushered in a new phase of occupational safety and health standards (OSH) in the Philippines. » 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. Salary transparency in job advertisements - amendment to the Labour Code.

Poland: Salary Transparency in Job Advertisements - Amendment to the Labour Code

On 4 June 2025, Parliament passed the salary transparency law, which will introduce, among other things, the obligation to provide the applicant for employment with information about the salary, its initial amount or range, and the relevant provisions of the collective agreement or the remuneration regulations. » 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. What happens if an employee still has vacation days left at the end of the year?
2. Five days' paid leave for hospitalisation or serious illness of relatives of the employee as new considerations of the Spanish Supreme Court.

Spain: What Happens if an Employee Still has Vacation Days Left at the End of the Year?

Employees in Spain are entitled to thirty calendar days of vacation, as provided by law, although this may be extended by various sectoral and company collective bargaining agreements. » Read More

Spain: Five Days' Paid Leave for Hospitalisation or Serious Illness of Relatives of the Employee as New Considerations of the Spanish Supreme Court

Paid leave has been significantly extended in the last year. Of all the new types of leave provided for in labour regulations, five days' paid leave for hospitalisation or serious accident/illness of relatives is undoubtedly the one that generates the most legal disputes. » 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. Non-compete clauses in light of recent rulings.

Sweden: Non-Compete Clauses in Light of Recent Rulings

In two recent rulings, the Swedish Arbitration Board for Inventorship and Non-Competition Disputes found that two non-compete clauses were not reasonable and adjusted them accordingly. The rulings may suggest a more restrictive approach to the use of non-compete clauses. » 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: part-time workers.
2. Employment Reforms: update.
3. Discrimination: gender consultation.
4. Whistleblowing: breaches of UK sanctions.
5. Family friendly parental leave system. 

United Kingdom: Discrimination: Part-time Workers

The Court of Appeal considered whether part-time worker discrimination is limited to cases where less favourable treatment is solely on the ground of part-time status. » Read More

United Kingdom: Employment Reforms: Update

The Employment Rights Bill continues to progress through Parliament. » Read More

United Kingdom: Discrimination: Gender Consultation

The EHRC has launched a consultation on proposed changes to its statutory Code of Practice for services, public functions and associations following the recent decision in For Women Scotland. » Read More

United Kingdom: Whistleblowing: Sanctions Breaches

The government is making changes to whistleblowing legislation to strengthen the implementation and enforcement of UK sanctions. » Read More

United Kingdom: Family Friendly Parental Leave System

The Women and Equalities Committee (WEC) has published a report on the statutory parental leave system. » 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. U.S. Supreme Court reverses ‘reverse’ employment discrimination pleading standard.
2. Trump suspends travel to U.S. for nationals of 19 countries.
3. Federal Court vacated gender identity portions of EEOC harassment guidance: employer uncertainty remains.

USA: U.S. Supreme Court Reverses ‘Reverse’ Employment Discrimination Pleading Standard

On June 5, 2025, the U.S. Supreme Court invalidated the “background circumstances” rule in “reverse” employment discrimination claims brought under Title VII of the Civil Rights Act in a unanimous decision overturning precedent held by five federal circuit courts of appeals. Ames v. Ohio Department of Youth Services, No. 23-1039. » Read More

USA: Trump Suspends Travel to U.S. for Nationals of 19 Countries

President Donald Trump signed a proclamation suspending entry to the U.S. for nationals of 19 countries on June 4, 2025. The proclamation stated that the designated countries are so deficient in their information screening and vetting that a suspension on the entry of nationals from those countries is necessary. “Presidential Proclamation Restricting the Entry of Foreign Nationals to Protect the United States from Foreign Terrorists and Other National Security and Public Threats” took effect at 12:01 a.m. ET on June 9, 2025. » Read More

USA: Federal Court Vacated Gender Identity Portions of EEOC Harassment Guidance: Employer Uncertainty Remains

A federal district court in Texas on May 15, 2025, vacated the gender identity parts of the 2024 Equal Employment Opportunity Commission (EEOC) Enforcement Guidance on Harassment in the Workplace (the EEOC Guidance). The court ruled that the EEOC exceeded its statutory authority by expanding the definition of sex under Title VII “beyond the biological binary.” Texas v. Equal Employment Opportunity Comm’n, No. 2:24-CV-173 (N.D. Tex.). » 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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