Argentina: Key Issues

1. The Supreme Court of the City of Buenos Aires orders to reduce the interest rate in labour lawsuits.

Argentina: The Supreme Court of the City of Buenos Aires Orders to Reduce the Interest Rate in Labour Lawsuits

The Supreme Court of Justice of the City of Buenos Aires has ordered to reduce the interest rate applicable to labour lawsuits related to accidents in the workplace. On October 1st, 2025, the Supreme Court ruled in the case ‘Provincia Art S.A. about Complaint Regarding Denied Appeal of Unconstitutionality in Boulanger Roberto Eduardo v/Provincia ART about resource law 27.348’ that it is not appropriate to apply the CER index plus capitalization applied by the National Labour Chamber to update credits in workplace accident lawsuits. » 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. Pecuniary penalties hit Australia’s primary public service broadcaster for terminating an employee based on her political opinion.
2. Employees based overseas that perform work for an Australian employer are granted unfair dismissal remedies in the Fair Work Commission.
3. Recent High Court decision impacting workforce restructuring, redundancy and redeployment requirements for businesses operating in Australia.
4. Two recent cases illustrate that officers who are proactive in implementing WHS- processes and who continually monitor their businesses compliance are more likely to have satisfied their due diligence duties.

Australia: Political Pressure is no Excuse for Contravening Workplace Laws

On 24 September 2025, Rangiah J of the Federal Court of Australia handed down a decision on the pecuniary penalties that should be imposed on the Australian Broadcasting Corporation for contravening sections 50 and 772(1) of the Fair Work Act when it failed to afford Ms Antoinette Lattouf with procedural fairness and terminated her employment for reasons including that she held a political opinion. In Lattouf v Australian Broadcasting Corporation (Penalty) [2025] FCA 1174, Rangiah J ordered the ABC to pay pecuniary penalties totalling $150,000, accepting Ms Lattouf’s submission that the ABC “acted with disdain for her legal rights”. This decision serves as a warning to employers that the Court will condemn “blithely ignor[ing]” an employee’s rights in efforts to appease a lobby group from any side of the political spectrum. » Read More

Australia: Cross-Border Outsourcing Arrangements: When Workers Overseas Can Claim Unfair Dismissal

A recent decision of the Fair Work Commission, Pascua v Doessel Group Pty Ltd [2025] FWC 1833, confirms that employees based overseas can apply for unfair dismissal, as long as they have a direct contractual relationship with an Australian employer that purports to dictate and control the manner of performance of their work. This case also stands as a reminder to employers that the Commission and Courts alike will ignore “false labels” when it comes to assessing whether a worker is an employee or independent contractor. » Read More

Australia: The High Court Has Ruled that Employers Must Consider Restructuring to Create Redeployment Opportunities for Redundant Employees

Helensburgh Coal is a subsidiary of Peabody Energy, which operates a coal mine in Helensburgh, New South Wales.  Due to a drop in demand for coking coal during the COVID-19 pandemic, Helensburgh Coal reduced its weekly working days from seven to six. Ninety employees were dismissed, including 47 forced redundancies, while contractor numbers were reduced by 40%. The High Court of Australia has now ruled that Helensburgh Coal was obliged to consider restructuring its arrangements with contractors to accommodate the 47 employees who were made redundant. » Read More

Australia: WHS Duties for Officers – How to Ensure You Perform Your Due Diligence

It is important for senior employees, particularly those with substantial responsibilities within a business, to be aware of their Work Health and Safety (WHS) duties. As two recent cases demonstrate, failing to comply with WHS duties can place officers at risk of criminal prosecution and the imposition of significant financial penalties. » 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. Ghent Labour Court holds employer and recruiter accountable for age discrimination.

Belgium: Ghent Labour Court Holds Employer and Recruiter Accountable for Age Discrimination

A recent decision of the Labour Court of Appeal of Ghent confirms a significant development in the fight against age discrimination in recruitment practices, where recruitment agencies are held accountable for the discriminatory preferences of their clients. » 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. Ontario removes interprovincial employment barriers.
2. A cautionary tale: court awards 12-month notice period and punitive damages to 3-year employee.
3. Deal or no deal? Ontario Court finds settlement agreement binding.

Canada: Ontario Removes Interprovincial Employment Barriers

On September 1, 2025, the Government of Ontario announced its latest initiative aimed at strengthening the provincial economy in the face of global economic uncertainty and the ongoing threat posed by US tariffs. Ontario filed regulations under the Ontario Labour Mobility Act, 2009 to remove interprovincial barriers for certain Canadian workers, making it faster and easier for those workers to move to Ontario from other Canadian provinces and territories. » Read More

Canada: A Cautionary Tale: Court Awards 12-Month Notice Period and Punitive Damages to 3-Year Employee

In a recent summary judgment decision, the Ontario Superior Court of Justice (the “Court”) found that an employee with only three years and seven months of service was entitled to twelve months’ notice of termination. The Court further held that the employee was entitled to $57,740.55 in punitive damages. » Read More

Canada: Deal or No Deal? Ontario Court Finds Settlement Agreement Binding

In the recent decision Johnstone v. Loblaw, 2025 ONSC 4755 (“Johnstone”), the Ontario Superior Court of Justice found a settlement agreement to be binding despite the former employee’s attempt to unilaterally modify the terms after acceptance. As the Court stated, “Buyer’s remorse, a change of heart, or even growing concern about his ability to close his house purchase do not entitle him to renege on a settlement.” » 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. Ministry of Human Resources and Social Security issued the compliance guidelines for enterprises implementing non-compete restrictions.
2. Beijing High People’s Court clarifies non-compete rules for employees with confidentiality duties.

China: Ministry of Human Resources and Social Security Issued the Compliance Guidelines for Enterprises Implementing Non-Compete Restrictions

On September 4, 2025, to guide enterprises in implementing non-compete obligations in compliance with the law, protect enterprises’ trade secrets and employees’ rights to employment and career choice, the General Office of the Ministry of Human Resources and Social Security issued the Compliance Guidelines for Enterprises Implementing Non-Compete Restrictions in accordance with the Employment Contract Law and other laws and regulations. » Read More

China: Beijing High People’s Court Clarifies Non-Compete Rules for Employees with Confidentiality Duties

Under Article 24 of China’s Employment Contract Law, employers may enter into non-compete agreements with senior management, senior technical personnel, and other employees with confidentiality obligations.  In this case, although Mr. Yang signed a Confidentiality and Non-Compete Agreement with Company A, the key issue was whether he, as an ordinary full-time lecturer, fell within the statutory scope of employees subject to such restrictions. The first-instance court held that Mr. Yang had access to confidential information, rendering the agreement valid and his breach subject to penalties. However, both the second instance and retrial courts emphasized that Company A failed to provide sufficient evidence proving Mr. Yang was aware of trade secrets or intellectual property confidentiality matters, thereby bearing the consequences of its inability to meet the burden of proof. Ultimately, it was determined that Mr. Yang did not qualify as statutory personnel subject to non-compete obligations, and the agreement was deemed invalid. » 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. Draft decree on multilevel collective bargaining. 

Colombia: Draft Decree on Multilevel Collective Bargaining

The Ministry of Labour has presented a draft decree introducing a multilevel collective bargaining framework. Although framed as a regulatory measure, its content goes beyond the scope of the Executive’s regulatory authority and represents a substantial reconfiguration of Colombia’s collective bargaining system.

The draft decree creates new bargaining levels, expands the effects of collective agreements and arbitration awards, limits existing legal figures, and imposes obligations without legal foundation — all with significant consequences for unions, employers, and workers. » 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. Reassessment of strict judicial review of immediate termination of employment.

Czech Republic: Reassessment of Strict Judicial Review of Immediate Termination of Employment

Czech courts traditionally adopt a strict approach toward unilateral terminations of employment by employers, with the aim of preventing dismissals lacking legitimate grounds and upholding the enhanced protection of employees enshrined in the Czech Labour Code. However, in its recent judgement issued on 3 September 2025, File No.: II. ÚS 2881/24, the Czech Constitutional Court set boundaries to the strict interpretation of employers´ obligations regarding immediate termination of employment (summary dismissal). » 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. Quality Jobs Act: a road towards new EU social legislation?

European Union: Quality Jobs Act: A Road Towards New EU Social Legislation?

The Quality Jobs Act, also referred to as the "Roadmap", is an initiative launched by the European Commission under the leadership of Executive Vice-President Roxana Mînzatu. Announced in February 2025, the project is expected to take concrete shape by the end of the year. Its aim is to fundamentally improve working conditions across the European Union. It is based on the recommendations of Mario Draghi’s 2024 report. Draghi outlined his personal vision for Europe’s competitiveness, at the Commission’s request. He called for sweeping reforms. » 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. End-of-contract documentation must be provided immediately in case of dismissal for serious misconduct.
2. There is no right to silence during pre-dismissal hearings.
3. Staff must receive information in writing regarding staff elections by electronic means.
4. The French Data Privacy Authority (CNIL) imposes a 100 000€ fine on a company that did not properly implement its video surveillance system.

France: End-Of-Contract Documentation Must be Provided Immediately in Case of Dismissal for Serious Misconduct

The French Supreme Court ruled that in case of dismissal for serious misconduct, the employer must provide the end-of-contract documentation (final pay slip, unemployment benefit form etc.) immediately after the termination is notified. » Read More

France: There is No Right to Silence During Pre-Dismissal Hearings

French law provides that employees must be invited to a meeting before they are dismissed so that they can respond to the grounds on which their employer envisages dismissing them. There has been a recent debate on whether employees should be formally notified of their right to remain silent. » Read More

France: Staff Must Receive Information in Writing Regarding Staff Elections by Electronic Means

When organizing staff elections by electronic means, staff must receive detailed information in writing with regards how the vote will be organized, on the technical specifications with regards the tool used and information on how their personal data will be handled during such process. » Read More

France: The French Data Privacy Authority (CNIL) Imposes a 100 000€ Fine on a Company that Did Not Properly Implement its Video Surveillance System

A company which had installed a hidden video surveillance system to detect workplace theft was fined 100 000€ namely because it had not been able to demonstrate that the system was temporary and proportionate. » 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. Neither the employee’s statutory legal entitlement to paid vacation nor any future entitlement to compensation for statutory minimum vacation may be excluded or restricted in advance.
2. The strict written form requirement for terminations of employment that exists in Germany does not apply if the termination is declared abroad and is valid under the law of that country.

Germany: No Valid Waiver of an Employee’s Statutory Vacation Entitlement by Way of Court Settlement

In an ongoing employment relationship, an employee cannot validly waive their statutory minimum leave entitlement, even by means of a court settlement. This also applies if the termination of the employment relationship is certain and it is foreseeable that the employee will not be able to take the leave before then due to sickness-related incapacity to work. » Read More

Germany: Exception to the Strict Written Form Requirement for a Termination of Employment

A termination of employment declared abroad is not necessarily subject to the written form requirement applicable in Germany pursuant to Section 623 of the German Civil Code (Bürgerliches Gesetzbuch – BGB). The decisive factor is the law of the country from which the termination was issued. » 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 government introduces the Private Placement Agency (Regulation) Bill, 2025.

India: Indian Government Introduces the Private Placement Agency (Regulation) Bill, 2025

On 14 August 2025, the Central Government introduced the Private Placement Agency (Regulation) Bill, 2025 to bring private placement agencies under mandatory registration and oversight. The Bill establishes state and central authorities, requires private placement agencies to report placements on the Integrated Career Services portal, seeks to protect jobseekers and ensure transparency in domestic and overseas placements, and prescribes penalties for fraud and non-compliances, amongst other things. » 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. Prohibition of discrimination during recruitment.
2. Implementation of government-funded salary/wage subsidies.
3. Re-establishment of the Manpower Information System.
4. New measures for the implementation of a work-related accident security programme.
5. Implementation of the Job Loss Security Programme.

Indonesia: Prohibition of Discrimination During Recruitment

Indonesian Ministry of Manpower recently enacted a circular letter No. M/5/HK.04.00/V/2025 on the Prohibition of Withholding Diplomas and/or Personal Documents of Workers (the “Circular Letter”). The issuance of this Circular Letter marks significant steps of the MoM toward enforcing Article 5 and 6 of Law No 13 of 2003 on Manpower as lastly amended by the Law No 6 of 2023 on the enactment of Government Regulation in Lieu of Law No 2 of 2022 on the Stipulation of Job Creation as Laws (the “Manpower Law”), stating that every employee shall have equal opportunity to obtain work and shall not be subject to discrimination by employers. » Read More

Indonesia: Implementation of Government-Funded Salary/Wage Subsidies

Indonesian Ministry of Manpower Regulation No 5 of 2025 (“MoM Reg 5/2025”) has recently issued, primarily focus on revising the eligibility criteria for workers entitled to receive the Wage Subsidy (Bantuan Subsidi Upah or BSU), as well as the distribution scheme governing the disbursement of the BSU, which previously regulated under Indonesian Ministry of Manpower Regulation No 10 of 2022. » Read More

Indonesia: Re-Establishment of the Manpower Information System

On 30 December 2024, the Indonesian Ministry of Manpower issued Regulation No 17 of 2024 on the Manpower Information System (“MoM Reg 17/2024”). This new regulation stipulates the establishment as well as expansions of the SIAPkerja platform, a web-based system/application that would assist the Indonesian public in finding employment, obtaining upskilling courses and learning about Manpower regulations. » Read More

Indonesia: New Measures for the Implementation of a Work-Related Accident Security Programme

Work-related accident security programmes were previously governed by Indonesian Ministry of Manpower Regulation No 5 of 2021 on the Implementation of Work Accident Insurance, Death Insurance, and Old Age Insurance (“MoM Reg 5/2021”). This regulation stipulates the procedures for registration, reporting and membership under the programmes. The Government further refined the implementing regulation through the issuance of Indonesian Ministry of Manpower Regulation No 1 of 2025 on the amendment of the MoM Reg 5/2021 (“MoM Reg 1/2025”). One of the most significant updates under this new regulation is the expansion of the definition of “work accidents” that are covered by the Work Accident Insurance. » Read More

Indonesia: Implementation of the Job Loss Security Programme

The Government has revised provisions under the Government Regulation No 37 of 2021 on the Implementation of Job Loss Security Programme (“GR 37/2021”) by issuing new Government Regulation No 6 of 2025 on the amendment of GR 37/2021 (“GR 37/2021”). These amendments not only refine the framework of the Job Loss Security Programme but also reaffirm the role of other key social security schemes administered under the national system, namely; National Health Insurance (Jaminan Kesehatan Nasional or JKN); Work Accident Security (Jaminan Kecelakaan Kerja or JKK); Old Age Security (Jaminan Hari Tua or JHT); Pension Security (Jaminan Pensiun or JP); Death Security (Jaminan Kematian or JKM); and Job Loss Security (Jaminan Kehilangan Pekerjaan or JKP). » 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. New guidance issued in Ireland about misclassification of employees in settlement arrangements from the Supreme Court case of Revenue V Karshan (Midlands) Ltd. Trading as Domino’s Pizza.

Ireland: New Guidance Issued in Ireland about Misclassification of Employees in Settlement Arrangements from the Supreme Court Case Of Revenue V Karshan (Midlands) Ltd. Trading as Domino’s Pizza 

The Revenue Commissioners in Ireland recently released new guidance for employers which sets out how to correct any payroll tax issues resulting from the misclassification of employees as self-employed persons, in respect of 2024 and 2025, following the Supreme Court’s decision in October 2023 in Revenue Commissioners v Karshan (Midlands) Ltd t/a Domino’s Pizza (“Karshan”). Any errors recorded in 2024 and 2025 tax years must have been bona fide classification errors. Employers have until 30 January 2026 to correct the errors. » 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. Employee reinstated in the case of failure to pass probationary period agreed on the basis of a null and void trial clause. 

Italy: Employee Reinstated in the Case of Failure to Pass Probationary Period Agreed on the Basis of a Null and Void Trial Clause 

Dismissal for failure to pass a probationary period on the basis of an agreement affected by “genetic nullity” – i.e. a trial clause deemed non-existent because vague – constitutes a hypothesis of unjustified dismissal due to the non-existence of the material fact upon which the dismissal is based. » 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. Protocol to prevent and eradicate child labour and protect adolescent labour in permitted age. 

Mexico: Protocol to Prevent and Eradicate Child Labour and Protect Adolescent Labour in Permitted Age

The Labour and Social Welfare Ministry has strengthened inspection activities to verify that companies comply with the Protocol to Prevent and Eradicate Child Labour and Protect Adolescent Labour in Permitted Age. Although the Federal Labour Law does not establish a specific format, employers must develop and implement a document that meets the minimum requirements contained in the official protocol. Having an internal protocol in place has become a key inspection point, both for labour authorities and for corporate social responsibility audits. » 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. The budget memorandum (in Dutch: Miljoenennota) and a motion to reduce the obligation to continue paying wages in the event of sick leave for small employers.

The Netherlands: The Budget Memorandum (in Dutch: Miljoenennota) and a Motion to Reduce the Obligation to Continue Paying Wages in the Event of Sick Leave for Small Employers

Every year on the third Tuesday of September, the Budget Memorandum is presented by the Minister of Finance on behalf of the government to the House of Representatives. In the employment law field, the most important choices are the limitation of the transitional allowance compensation, the postponement of the reduction in the duration of unemployment benefits, the measures affecting the expatriate scheme and a measure concerning company cars. During the general debate following the presentation of the Budget Memorandum, a motion was also tabled concerning the reduction of the obligation to continue paying wages due to sick leave for small employers. » 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. Clarification of the requirements for the Psychosocial Working Environment Act.

Norway: Clarification of the Requirements for the Psychosocial Working Environment Act

Lately, several amendments have been adopted to the Working Environment Act that will affect both employers and employees. As of 1 January 2026, company-specific age limits will be abolished. For a more detailed account of this topic, please refer to our Law Tracker from March and July 2025. Furthermore, the requirements for the psychosocial working environment are being clarified. » 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. Changes to the rules for calculating length of service.
2. Proposal for a new law on internships. 

Poland: Changes to the Rules for Calculating Length of Service 

Periods of work under civil law contracts (e.g., mandate contracts) and self-employment will be included in an employee's total length of service. This fundamentally changes the determination of employee entitlements, such as eligibility for a longer annual vacation leave. The new regulations will also allow the period of employment with a given employer (the so-called ‘company seniority’) to be extended by the time during which the employee performed work for that employer but on a basis other than an employment contract. » Read More

Poland: Proposal for a New Law on Internships 

The aim of the Internship Act is to comprehensively regulate the rules governing internships in the open labour market and to ensure better protection of interns' rights. The new regulations would replace the Act on Internships for Graduates and put an end to unpaid internships. » 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. Paid parental leave of eight weeks: can it be offset against other types of leave related to childcare?

Spain: Paid Parental Leave of Eight Weeks: Can It Be Offset Against Other Types of Leave Related to Childcare?

It is well known among Spanish legal practitioners that the Spanish State often transposes European Directives amid considerable controversy—either because such transpositions are delayed or because they deviate from the Directive’s literal wording, thereby generating significant legal uncertainty. » 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. Swedish government proposes expanded criminal liability for infringements of technical trade secrets.

Sweden: Swedish Government Proposes Expanded Criminal Liability for Infringements of Technical Trade Secrets

On 9 September 2025, the Swedish government presented a bill proposing more comprehensive criminal liability for infringements of trade secrets. Under the proposal, it will be a criminal offence for individuals who lawfully possess a technical trade secret to intentionally and unlawfully exploit or disclose it. » 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. Temporary increase in the possible duration of short-time work compensation from 18 to 24 months. 

Switzerland: Temporary Increase in the Possible Duration of Short-Time Work Compensation from 18 to 24 Months 

Due to the current Swiss labor market forecasts and the uncertainty arising from the newly introduced U.S. tariffs – particularly affecting Swiss export industries – the Federal Council decided on October 8, 2025, to temporarily extend the maximum duration of short-time work compensation from 18 months to 24 months. » 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.

United Kingdom: Key Issues

1. Disability discrimination: reasonable adjustments.
2. Unfair dismissal: disciplinary process. 
3. Sex discrimination, constructive dismissal and whistleblowing.
4. Employment Rights Bill update.
5. Non-disclosure agreements: criminal conduct. 

United Kingdom: Disability Discrimination: Reasonable Adjustments

A recent disability discrimination case considers when it is reasonable not to make reasonable adjustments. » Read More

United Kingdom: Unfair Dismissal: Disciplinary Process

The UK Employment Appeal Tribunal confirmed that, in assessing the fairness of a dismissal, the focus should be on how the disciplinary allegations were handled, rather than the surrounding circumstances. » Read More

United Kingdom: Sex Discrimination, Constructive Dismissal and Whistleblowing

A UK supermarket is to pay £60,000 in compensation and costs after failing to address workplace misconduct and whistleblowing concerns. » Read More

United Kingdom: Employment Rights Bill Update 

The Employment Rights Bill is now at the final phase of the UK parliamentary process. » Read More

United Kingdom: Non-Disclosure Agreements: Criminal Conduct

New rules governing non-disclosure agreements (NDAs) in the UK came into force on 1 October 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. U.S. Supreme Court declines to hear challenge to H-1B spouses’ H-4 work authorization.
2. DOL clarifies how employers should calculate FMLA leave for overtime + other non-traditional schedules.
3. EEOC to halt investigations into disparate impact claims.

USA: U.S. Supreme Court Declines to Hear Challenge to H-1B Spouses’ H-4 Work Authorization

The U.S. Supreme Court denied the petition for review in Save Jobs USA v. Department of Homeland Security, No. 24-923, on Oct. 14, 2025, effectively ending a long-running legal challenge to employment authorization for certain H-4 visa holders — spouses of H-1B visa holders. The outcome maintains the status quo for many H-4 visa holders currently authorized to work in the United States. » Read More

USA: DOL Clarifies How Employers Should Calculate FMLA Leave for Overtime + Other Non-Traditional Schedules

The U.S. Department of Labor (DOL) Wage and Hour Division issued a new opinion letter on Sept. 30, 2025, explaining the proper method to calculate the hourly equivalent of an employee’s available leave under the Family and Medical Leave Act (FMLA). Responding to a request for an opinion on how to calculate the number of hours of FMLA available to correctional law enforcement employees who work 12-hour shifts over two-week periods, including mandatory overtime hours, DOL said calculation should be based on the employee’s “actual, regularly scheduled workweek.” » Read More

USA: EEOC to Halt Investigations into Disparate Impact Claims

In a major shift in federal civil rights enforcement, the Equal Employment Opportunity Commission (EEOC) will no longer pursue complaints based on the legal theory of “disparate impact,” according to an internal agency memo obtained by The Associated Press. » 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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