Argentina: Key Issues

1. New labour reform enacted.

Argentina: New Labour Reform Enacted

On 27 February 2027, the Argentine Congress approved a new labour law reform. » 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. WHS risks of AI and digital work systems, WHS reforms in NSW.

Australia: NSW Expands WHS Framework to Capture “Digital Work Systems”

NSW has become the first Australian jurisdiction to regulate the WHS risks associated with the use of algorithms, AI, automated decision-making tools, wearable monitoring devices, and digital platforms for the performance of work. » 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. Government pushes one-week notice period reform, reigniting debate on labour market flexibility.
2. The wage indexation cap on wages above 4000 EUR per month.

Belgium: Government Pushes One-Week Notice Period Reform, Reigniting Debate on Labour Market Flexibility

On 23 February, the government introduced a new legislative proposal amending the statutory notice periods. While not the first initiative in a broader wave of labour market reforms, and likely not the last, this proposal has already sparked considerable debate. » Read More

Belgium: The Wage Indexation Cap on Wages Above 4000 EUR Per Month

A legislative proposal of 23 February 2026 introduces the so-called wage indexation cap (in Dutch also called the “centenindex”), a different approach to the existing indexation system. » 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. Labour ministry issues manual on managing psychosocial risks at work.

Brazil: Labour Ministry Issues Manual on Managing Psychosocial Risks at Work

On 16 March 2026, the Ministry of Labour and Employment launched a Manual for the Interpretation and Application of Chapter 1.5 of Regulatory Standard No. 1 (NR 1), which addresses Occupational Risk Management (GRO) with the aim of guiding the implementation of a management system focused on preventing risks in the workplace, including work-related psychosocial risks. » 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. Unsigned but enforceable: Ontario court compels employee to honour email agreement.
2. Guidance from Ontario’s top court: the constitutional legality of back-to-work legislation.

Canada: Unsigned but Enforceable: Ontario Court Compels Employee to Honour Email Agreement

The Ontario Superior Court recently confirmed that a settlement agreement can be binding even if a formal release is never signed. In Stribling v Starbucks Coffee Canada Inc., 2026 ONSC 1030, the Court found that a clear offer and unequivocal acceptance by email were enough to create an enforceable settlement agreement and dismiss the employee’s wrongful dismissal claim. » Read More

Canada: Guidance from Ontario’s Top Court: The Constitutional Legality of Back-to-Work Legislation

The Ontario Court of Appeal recently considered when back-to-work legislation may be justified under section 2(d) of the Canadian Charter of Rights and Freedoms. In this article, we review two landmark decisions and what they may mean for how courts assess future limits on the right to strike. » 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. State Administration for Market Regulation issued the provisions on the protection of trade secrets.
2. Shanghai court upholds legitimate termination after AI-driven job change.

China: State Administration for Market Regulation Issued the Provisions on the Protection of Trade Secrets

On 24 February 2026, the State Administration for Market Regulation issued the Provisions on the Protection of Trade Secrets. It showed increased attention and protection of trade secrets in Mainland China. » Read More

China: Shanghai Court Upholds Legitimate Termination After AI-Driven Job Change

Under Article 40, Item (3) of Employment Contract Law of People’s Republic of China (the “Employment Contract Law”), if a major change in objective circumstances, upon which the employment contract was based, makes the contract unperformable, and the employer and employee cannot reach an agreement on modifications through consultation, the employer may unilaterally terminate the contract by providing 30 days' written notice or paying one month's salary in lieu of notice, along with severance pay. » Read More

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

Colombia: Key Issues

1. Decree 0234 of 2026 introduces a unified multilevel collective bargaining framework.

Colombia: Decree 0234 of 2026 Introduces a Unified Multilevel Collective Bargaining Framework

On 6 March 2026, the National Government issued Decree 0234 of 2026, formally introducing a framework for unified collective bargaining at levels above the individual company, such as group of companies or industry-wide bargaining, among others that may be agreed upon. The decree applies to both private-sector employees and public workers, transforming what had previously been a regulatory proposal into an operative legal framework. » 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. Employers’ role regarding care for employees in the area of professional development.

Czech Republic: Employers’ Role Regarding Care for Employees in the Area of Professional Development

Having sufficiently qualified and trained employees is one of the most important interests of employers, as it ensures that work performance and results will be of significant quality and reliability. The Czech Labour Code includes mandatory care for professional development among the employer´s obligations to create satisfactory working conditions and identifies the main forms of professional development that employees should be provided with by their employer. » 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. CJEU: No automatic conversion of abusive fixed-term contracts, but remedies must be effective.

European Union: CJEU: No Automatic Conversion of Abusive Fixed-Term Contracts, but Remedies Must be Effective 

The dispute arose in Italy in the performing arts sector. The claimant was a ballerina who had worked for years for the famous La Scala in Milan under successive contracts. » 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. Financial aid for apprenticeship contracts.
2. No to the “handbag” recruitment test.
3. Groundbreaking ruling on France’s Duty of Vigilance Law.
4. Impact of work accidents on calculation of severance indemnities.

France: Financial Aid for Apprenticeships Restored After Suspension

State financial aid for the hiring of staff under apprenticeship contracts is reinstated starting 8 March 2026, but the amount has been reduced. » Read More

France: Recruiters Banned from Emptying Candidates’ Handbags 

In a response published on 19 February 2026, the Labour Ministry confirmed that the “handbag” test, which is used by certain recruiters, is illegal. » Read More

France: Historic First: Company Ordered to Pay Damages Under Duty of Vigilance Law

The cosmetic multinational Yves Rocher was ordered to pay damages to 6 ex-employees of its Turkish subsidiary and to a local trade union on the grounds that the company’s vigilance plan was not compliant. » Read More

France: Travel to Work Incidents Not Counted in Severance Indemnity 

On 11 March 2026, the French Supreme Court ruled that sick leave taken due to an accident an employee suffered travelling to or from work should not be considered when calculating severance indemnity. » 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. General ban on headscarves is not legally enforceable; if there is sufficient evidence for potential discrimination, employers bear the burden of proof and risk compensation claims.
2. The upcoming or already ongoing regular works council elections in German companies require a certain amount of preparation and planning and involve considerable obligations on the part of employers.

Germany: German Federal Labour Court Opposes General Ban on Headscarves

A general ban on headscarves for aviation security assistants is inadmissible even in the security-sensitive airport area and on the grounds of a supposed requirement for neutrality. Employers bear the burden of proof in such cases that no discrimination took place and risk compensation claims. » Read More

Germany: Works Council Elections 2026

The works council is a committee codified in German law that represents the interests of employees towards the employer. Close and constructive cooperation is desirable for the benefit of all parties involved. Regular works council elections are taking place between March and May 2026. » 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. Restriction based on age of adopted child for grant of maternity benefits to adoptive mothers under the Code on Social Security, 2020 held unconstitutional.

India: Restriction Based on Age of Adopted Child for Grant of Maternity Benefits to Adoptive Mothers under the Code on Social Security, 2020 Held Unconstitutional

The Supreme Court of India held that the 3-month age cap on the adopted child, stipulated under Section 60(4) of the Code on Social Security, 2020, as a precondition for an adoptive mother to avail maternity benefit, is violative of Articles 14 and 21 of the Constitution of India. The Court further extended maternity benefit to all adoptive mothers, irrespective of the age of the adopted child at the time of adoption and urged the Government to introduce a dedicated provision for paternity leave for male parents. » Read More

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

Indonesia: Key Issues

1. New guidelines from the Financial Services Authority on the use of foreign workers and knowledge transfer in commercial banks.

Indonesia: New Guidelines from the Financial Services Authority on the Use of Foreign Workers and Knowledge Transfer in Commercial Banks

On 6 February 2026, the Financial Services Authority of Indonesia (Otoritas Jasa Keuangan or “OJK”) issued OJK Regulation No. 1 of 2026 on the Use of Foreign Workforce and Knowledge Transfer Programs by Commercial Banks (“OJK Reg. 1/2026”). In general, this regulation limits the use of foreign workers in commercial banks to certain positions and functions, subjects their employment to OJK approval and reporting requirements, and mandates knowledge transfer programs to support the development of Indonesian employees. » 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. Employee’s reasonable relief reaffirmed the fundamental principle of protected disclosure protection.
2. Overhaul of Code of Practice on the right to request remote working. 

Ireland: Employee’s Reasonable Relief Reaffirmed the Fundamental Principle of Protected Disclosure Protection

In the recent decision of Breban v Catch Security Systems Limited [2025] IEHC 366, the Irish High Court confirmed that actual wrongdoing is not required to be established in cases brought under the Protected Disclosures Act 2014 (the “Act”), and that an employee’s reasonable relief as to wrongdoing will be sufficient. » Read More

Ireland: Overhaul of Code of Practice on the Right to Request Remote Working 

The Irish Government recently announced that the Workplace Relations Commission (“WRC”) will develop an enhanced Code of Practice on the Right to Request Remote Work (the “Code”), following the publication of a statutory review of Ireland’s remote work legislation. While full details of the revised Code are not yet available, the review makes clear that the current iteration of the Code is too limited in scope and not widely understood, prompting the need for an overhaul. » 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. Employees’ silence on their disability does not reduce damages for discriminatory dismissal.

Italy: Employees’ Silence on Their Disability Does Not Reduce Damages for Discriminatory Dismissal

Employees’ silence regarding their disability cannot justify the reduction of the damages due in case of discriminatory dismissal: once the employer’s breach has been established, the employee cannot bear the consequences of the employer’s failure to verify the existence of a disability and to initiate the dialogue required to assess reasonable accommodations. » 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. Digital disconnection.

Mexico: Digital Disconnection

On 3 February, Senator Saúl Monreal of the Morena parliamentary group introduced a bill proposing amendments to the Federal Labour Law to secure the right of workers to digital disconnection. » 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. Update: Changes in bill to implement the European Pay Transparency Directive.
2. Supreme Court clarifies in which circumstances dismissal following a transfer of undertaking is permitted. 

The Netherlands: Update: Changes in Bill to Implement the European Pay Transparency Directive

The Bill to Implement the European Pay Transparency Directive has been revised. The revised proposal introduces several changes, including new terminology for remuneration systems, clarification on what employer is deemed to be the relevant employer in the context of the legislative proposal, the removal of the Works Council’s role in confirming pay reporting information, and clarification on at what stage of the job application process employers are required to share salary ranges with candidates. » Read More

The Netherlands: Supreme Court Clarifies In Which Circumstances Dismissal Following a Transfer of Undertaking is Permitted 

In a recent ruling, the Supreme Court has clarified the relationship between Section 7:670(8) of the Dutch Civil Code and Article 4(1) of Directive 2001/23/EC. The central issue is the extent to which employees are protected against dismissal in the event of a transfer of undertaking, and under what circumstances dismissal is, nevertheless, permitted. » 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. New ruling from the Supreme Court – legal rules for termination under severance agreements for senior executives.

Norway: New Ruling from the Supreme Court – Legal Rules for Termination Under Severance Agreements for Senior Executives 

The Norwegian Working Environment Act allows (only) the chief executive of the undertaking to relinquish the statutory employment protection in a prior agreement in exchange for compensation on termination. On 30 January 2026, the Supreme Court rendered a new judgment in a case between a municipality and a former municipal chief executive. The Supreme Court’s ruling provides clarification on the applicable requirements when an employer decides that a chief executive must step down pursuant to such an agreement. » 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. AI and job security in the Philippines: do’s, don’ts, and red flags employers should keep in mind.

Philippines: AI and Job Security in the Philippines: Do’s, Don’ts, and Red Flags Employers Should Keep in Mind

The adoption of artificial intelligence (“AI”) in the workplace is no longer a distant prospect; it is already underway. AI has demonstrated its capacity to improve efficiency and enhance productivity across industries, sectors, and professions. At the same time, it has introduced challenges and risks, including novel legal and practical issues affecting both employers and employees. » 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. Expansion of PIP competences – bill submitted to the president for signature.
2. List of shortage occupations – draft regulation.
3. IT system for contract management – bill submitted to the Sejm.

Poland: Expansion of PIP Competences – Bill Submitted to the President for Signature

On 13 March 2026, a bill amending the Act on the State Labour Inspectorate and certain other acts was submitted to the President for signature. The amendment provides for a significant expansion of the competences of the State Labour Inspectorate (PIP), in particular, with regard to the classification of employment relationships. » Read More

Poland: List of Shortage Occupations – Draft Regulation

The Ministry of Family, Labour and Social Policy has drawn up a list of 329 occupations across 37 elementary occupation groups in which staffing shortages have been identified. The list forms an annex to the draft regulation on the catalogue specifying the occupation groups in which staffing shortages occur. » Read More

Poland: IT System for Contract Management – Bill Submitted to the Sejm

On 25 February 2026, a bill amending the Act on the IT System for the Management of Certain Contracts and certain other acts was submitted to the Sejm. The bill provides for the possibility of concluding, amending and terminating online, among others, employment contracts and contracts of mandate, as well as the transfer of previously signed paper-based contracts into the online system. » 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. New minimum wage of RON 4,325 takes effect July 2026.
2. Changes in the law that incentivises employers for hiring unemployed individuals.

Romania: New Minimum Wage of RON 4,325 Takes Effect July 2026

After the increase of the minimum wage was postponed in January 2026, the Government has set by Government Decision No. 146/2026 the new gross minimum wage guaranteed in payment for full-time employees to RON 4.325 (just below EUR 850 or USD 975) starting with July 2026. » Read More

Romania: Changes in the Law that Incentivises Employers for Hiring Unemployed Individuals

Government Ordinance No. 11/2026 has made some important changes regarding the rules for awarding financial incentives to employers that are hiring vulnerable unemployed individuals or are creating jobs in unfavoured geographical areas. » 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 https://volonciu.ro/.

Singapore: Key Issues

1. Retirement age and re-employment age to be raised on 1 July 2026 and other related changes.
2. New ONE Pass (AI and Tech) Track to be introduced in January 2027.

Singapore: Retirement Age and Re-Employment Age to be Raised on 1 July 2026 and Other Related Changes

At the 2026 Committee of Supply Debate on 3 March 2026, Minister of Manpower, Mr Tan See Leng announced that the retirement age and re-employment age in Singapore will be raised on 1 July 2026. » Read More

Singapore: New ONE Pass (AI and Tech) Track to be Introduced in January 2027

At the 2026 Committee of Supply Debate on 3 March 2026, Minister of Manpower, Mr Tan See Leng announced that a new ONE Pass (as defined below) (AI and Tech) Track will be introduced in January 2027. » Read More

For more information on these articles or any other issues involving labour and employment matters in Singapore, please contact Thomas Choo (Partner) of Clyde & Co Clasis at Thomas.Choo@clydeco.com or visit www.clydeco.com.

Spain: Key Issues

1. Dismissing employees who previously filed claims against their company.
2. Use of social media during work hours. 

Spain: Dismissing Employees Who Previously Filed Claims Against Their Company 

In this case, we examine the judgement of a Spanish High Court of Justice (Asturias), which confirmed the nullity of a second dismissal of an employee who had already obtained a declaration of nullity for a first dismissal just three months earlier. » Read More

Spain: Use of Social Media During Work Hours 

This case concerns an employee working as a cleaner in schools in Barcelona. After some time, the company received reports revealing significant deficiencies in the areas where the employee was working. » 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 labour court upholds summary dismissal after positive workplace drug test.

Sweden: Swedish Labour Court Upholds Summary Dismissal After Positive Workplace Drug Test

In a recent judgement, the Swedish Labour Court held that an employer had lawful grounds to summarily dismiss a warehouse employee who drove a forklift with amphetamine in his body. The court found that the forklift driving was both clearly dangerous and unlawful, and that this applied notwithstanding the low concentration shown by the saliva test, since there is currently no test method capable of measuring the degree to which a person is affected by amphetamine. » 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. Direct discrimination: religion and belief.
2. Indirect sex discrimination: when can it be justified?
3. Employment Rights Act 2025: implementation update.
4. Ongoing Employment Rights Act consultations.
5. National minimum wage: government published latest position on unpaid internships.

United Kingdom: Direct Discrimination: Religion and Belief

The Employment Appeal Tribunal has examined how employers should deal with the expression of a belief by an employee, which clashes with the employer organisation’s purpose or aims. » Read More

United Kingdom: When Can Indirect Sex Discrimination Be Justified?

The Employment Appeal Tribunal has ruled that in certain fact specific circumstances, imposing a change of shift pattern on a part-time employee will not be discriminatory. » Read More

United Kingdom: Employment Rights Act 2025: Implementation Update

The next tranche of the Employment Rights Act is due to come into force on 6 April 2026, with fuller details here, we’ve set out a reminder of the new day-1 and absence related rights. » Read More

United Kingdom: Ongoing Employment Rights Act Consultations

Consultation activity on new regulations implementing various aspects of the Employment Rights Act has also ramped up, with the government publishing seven consultations, which close over April and May. » Read More

United Kingdom: National Minimum Wage: Government Published Latest Position on Unpaid Internships

Last year, the government published a call for evidence on unpaid internships with the stated purpose of building up a picture of unpaid work in the workplace and gathering views on unpaid work being carried out, for example internships, work trials, voluntary workers and work shadowing. » 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. DOL’s proposed 2026 independent contractor rule: what employers need to know.
2. NLRB goes back to the employer-friendly future as it reinstates strict joint-employer rule.
3. Fourth Circuit vacates preliminary injunction against Trump DEI EOs.

USA: DOL’s Proposed 2026 Independent Contractor Rule: What Employers Need to Know

The Department of Labor’s (DOL) Wage and Hour Division (WHD) has issued a Proposed Rule defining “independent contractors” under the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Migrant and Seasonal Agricultural Worker Protection Act (MSPA). » Read More

USA: NLRB Goes Back to the Employer-Friendly Future as It Reinstates Strict Joint-Employer Rule

With its newly restored quorum, the National Labor Relations Board published a final rule for determining a joint employer under the National Labor Relations Act, reinstating its long-standing rule and higher threshold for determining joint-employer status. The rule went into effect on Feb. 27, 2026. » Read More

USA: Fourth Circuit Vacates Preliminary Injunction Against Trump DEI EOs

A three-judge panel of the U.S. Court of Appeals for the Fourth Circuit vacated a district court’s preliminary injunction against portions of two of President Donald Trump’s executive orders (EOs) about diversity, equity, and inclusion (DEI): EO 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” and EO 14151, “Ending Radical and Wasteful Government DEI Programs and Preferencing.” National Ass’n of Diversity Officers in Higher Education, et al. v. Trump, et al., No. 25-1189 (Feb. 6, 2026). » 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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