Argentina: Key Issues

1. The Labor Assistance Fund Will Become Effective on November 1, 2026

Argentina: The Labor Assistance Fund Will Become Effective on November 1, 2026

On June 1, 2026, Decree No. 408/2026 was published in the Official Gazette, regulating Title II of Law No. 27,802 (Labour Modernization Law) and establishing the implementation framework for the Labour Assistance Fund (“FAL”). » 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. Minimum Wage Increases and Other Important Changes from 1 July 2026

Australia: Minimum Wage Increases and Other Important Changes from 1 July 2026

Modern award minimum wages will increase by 4.75% from 1 July 2026, with a larger rise for the lowest paid. Employers should review their pay rates before the new financial year to avoid the risk of underpayment. » 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. Belgium Misses the Deadline for Transposing the Pay Transparency Directive

Belgium: Belgium Misses the Deadline for Transposing the Pay Transparency Directive

The deadline of 7 June 2026 for the transposition of Directive 2023/970 on pay transparency has passed. Belgium has not met it. Below we discuss the reasons for and consequences of Belgium not respecting the transposition deadline. » 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. End of the 6x1 Work Schedule and Reduction of Weekly Working Hours

Brazil: End of the 6x1 Work Schedule and Reduction of Weekly Working Hours

The Brazilian Chamber of Deputies approves the constitutional amendment to reduce weekly working hours to 40 and implement a two-day weekly rest period, replacing the current 6x1 work schedule. » 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. Third Time’s the Charm: Supply Chain Transparency Reporting in 2026
2. When Does an Employer Own Employee-Created IP: Ontario Court of Appeal Clarifies Ownership of Employee-Created Software
3. Managing Human Rights in the Workplace: What is not Discrimination?
4. Outsourced Work May Not Mean Outsourced Liability: Managing Potential Risk with Temporary Workers

Canada: Third Time’s the Charm: Supply Chain Transparency Reporting in 2026

Organisations subject to the Fighting Against Forced Labour and Child Labour in Supply Chains Act should be aware of recent updates to reporting requirements. This article outlines the key changes and considerations ahead of the May 31, 2026 reporting deadline. » Read More

Canada: When Does an Employer Own Employee-Created IP: Ontario Court of Appeal Clarifies Ownership of Employee-Created Software

Nexus Solutions Inc v Krougly clarifies when employers may own copyright in software or other works created by employees outside regular working hours. The decision confirms that employer ownership is not automatic and depends on whether the work was created in the course of employment. For employers in knowledge-based industries, the case reinforces the importance of written employment agreements with clear intellectual property protections. » Read More

Canada: Managing Human Rights in the Workplace: What is not Discrimination

This article examines a common misconception in the workplace: that being treated differently automatically amounts to discrimination. While the Ontario Human Rights Code provides broad protections, not every unfair or unequal workplace decision engages human rights law. The article explores situations that may appear discriminatory at first glance but are legally permissible or fall outside the scope of the Code, helping employers better understand the limits of discrimination claims and their human rights obligations. 
» Read More

Canada: Outsourced Work May Not Mean Outsourced Liability: Managing Potential Risk with Temporary Workers

Many employers rely on temporary help agencies to meet staffing needs, but these arrangements can create unexpected legal obligations. This article explores the key risks and responsibilities employers should understand when engaging temporary agency workers. » 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. Chile Launches Expedited Multiple-Entry Business Visa for Indian Nationals

Chile: Chile Launches Expedited Multiple-Entry Business Visa for Indian Nationals

The Chilean Government has officially launched a new multiple-entry business visa ("Permiso ingresos múltiples personas de negocios" — VISTUR) specifically designed for Indian nationals engaged in business, investment, or technical activities in Chile. » 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. Five Departments: Issued the Interim Provisions on Safeguarding the Basic Rights and Interests of Employees beyond Statutory Retirement Age
2. Shanghai Court Finds Employer Liable After Cross-Region Social Insurance Enrolment Dispute

China: Five Departments: Issued the Interim Provisions on Safeguarding the Basic Rights and Interests of Employees beyond Statutory Retirement Age

On May 10, 2026, the Ministry of Human Resources and Social Security, as well as four other departments, jointly issued the Interim Provisions on Safeguarding the Basic Rights and Interests of Employees beyond Statutory Retirement Age, clarifying the basic rights and interests of employees beyond statutory retirement age, and facilitating access to channels for safeguarding such rights and interests. » Read More

China: Shanghai Court Finds Employer Liable After Cross-Region Social Insurance Enrolment Dispute

Under the Social Insurance Law of the People’s Republic of China and the Interim Provisions on Labor Dispatch, where a labour dispatch entity dispatches employees across regions, it shall enrol the dispatched employees in social insurance at the place where the labour using entity is located. In this case, the Shanghai Branch dispatched Ms. Wang to work for a third party located in Guangzhou. However, it enrolled Ms. Wang in social insurance in Shanghai, causing her to be unable to claim work-related injury benefits from the work-related injury insurance fund. The losses should therefore be borne by the Shanghai Branch. » 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 0581 of 2026 Establishes a New Framework on Illegal Outsourcing and Labour Intermediation

Colombia: Decree 0581 of 2026 Establishes a New Framework on Illegal Outsourcing and Labour Intermediation

On June 5, 2026, the National Government issued Decree 0581 of 2026, establishing inspection, prevention, corrective, and formalization measures regarding illegal outsourcing and labour intermediation in Colombia. While the decree does not prohibit outsourcing or labour intermediation, it introduces new rules that significantly affect how labour authorities will assess these arrangements and enforce compliance. » 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. The Conditions and Consequences of Obstacles to Work on Part of the Employer

Czech Republic: The Conditions and Consequences of Obstacles to Work on Part of the Employer

Assigning work to their employees is one of the basic duties of employers under the Czech Labour Code. Obstacles to work constitute a specific situation when it is significantly difficult or even impossible for the employer to assign work to employees. These concepts are enshrined in the Czech Labour Code and regulate the consequences of such extraordinary situations should they occur. » 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. Pay Transparency Lessons for Employers from First Three Member States’ Legislation

European Union: Pay Transparency Lessons for Employers from First Three Member States’ Legislation

The EU Pay Transparency Directive transpositions adopted by Italy, Lithuania, and Slovakia provide employers with a look at the compliance landscape emerging across Europe. » 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. A New Law Offering New Protection to Parents Whose Children Suffer from Serious Illnesses or Handicap
2. The Ministry of Labour Issues Instructions to Labour Inspectors on Heat Wave Controls
3. The Use of an Ex-Employee’s Image Can Result in Damages
4. The French Supreme Labour Court Recognises the Concept of “Sexual Harassment Work Environment”

France: A New Law Offering New Protection to Parents Whose Children Suffer from Serious Illnesses or Handicap

On June 13, 2026, a new law was introduced granting new rights to parents whose children suffer from a serious illness such as cancer or a severe handicap. » Read More

France: The Ministry of Labour Issues Instructions to Labour Inspectors on Heat Wave Controls

On May 29, 2026, the French Ministry of Labour published its instructions to Labour Inspectors with regards the points they need to control to ensure companies’ compliance with heat wave measures. » Read More

France: The Use of an Ex-Employee’s Image Can Result in Damages

On 13 May 2026, the French Supreme Labour Court ruled that the continued use by a company of an employee’s image after they had left the company could justify the award of damages. » Read More

France: The French Supreme Labour Court Recognises the Concept of “Sexual Harassment Work Environment”

On 28 May 2026, the French Supreme Labour Court ruled that sexual harassment could exist even if the behaviour was not aimed specifically at the plaintiff so long as it placed them in an intimidating, hostile or offensive work environment. » 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. An Organisational Unit Eligible for a Works Council Can Exist Within Companies Headquartered Abroad
2. Strike Instead of Vacation: No Vacation Pay while Participating in a Strike

Germany: An Organisational Unit Eligible for a Works Council Can Exist Within Companies Headquartered Abroad

The Federal Labour Court has ruled that a division of a company located in Germany can constitute an organisational unit eligible for a Works Council even if the company’s main operations are based abroad. Foreign employers may therefore be faced with Works Council structures at their German locations, if elections are initiated within the workforce. » Read More

Germany: Strike Instead of Vacation: No Vacation Pay while Participating in a Strike

The Saxony Regional Labour Court has ruled that employees are not entitled to vacation pay during a vacation that has already been approved if they participate in a lawful strike instead. Participation in the strike supersedes the vacation. Employees cannot receive both vacation pay and strike pay at the same time. » 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. The State of Bihar Repeals its Shops and Establishments Act to Mitigate Overlap with the OSH Code

India: The State of Bihar Repeals its Shops and Establishments Act to Mitigate Overlap with the OSH Code

The State of Bihar has repealed the Bihar Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2025 through an Ordinance, removing the overlap between the State legislation and the Occupational Safety, Health and Working Conditions Code, 2020. » 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 Formal Legal Protection for Domestic Workers

Indonesia: New Formal Legal Protection for Domestic Workers

On 30 April 2026, Indonesia enacted and promulgated Law No. 2 of 2026 on the Protection of Domestic Workers (“Law 2/2026”), which become effective on the same date. Law 2/2026 marks an important development in Indonesia’s manpower framework, as it elevates domestic worker protection from the previously limited regulatory framework under Minister of Manpower Regulation No. 2 of 2015 on the Protection of Domestic Workers (“MoM Reg. 2/2015”) into a dedicated formal regulatory product. » 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. Workplace Relations Commission (WRC) Updates AI Guidance Following Recent Court of Appeal Judgment

Ireland: Workplace Relations Commission (WRC) Updates AI Guidance Following Recent Court of Appeal Judgment

The WRC has updated their guidance for using AI when preparing submissions in light of the recent ruling in Guerin v O’ Doherty [2026] IECA 48. » 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 on Grounds of Recidivism Requires New Misconduct: The Supreme Court Confirms that the Repetition of Conduct Already Punished with a Conservative Measure Is Not Sufficient

Italy: Dismissals on Grounds of Recidivism Requires New Misconduct: The Supreme Court Confirms that the Repetition of Conduct Already Punished with a Conservative Measure Is Not Sufficient

According to the Supreme Court, in the case of dismissal for disciplinary reasons based on recidivism, the mere repetition of conduct that has already been punished with a conservative disciplinary measure is not sufficient to ground employment termination. The second requirement is the commission of a new offence constituting the disciplinary charge. » 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. Bill to Prevent Employment Discrimination Against Individuals Over the Age of 40

Mexico: Bill to Prevent Employment Discrimination Against Individuals Over the Age of 40

On May 7, a Federal Representative of the Morena Parliamentary Group submitted a legislative bill aimed at preventing employment discrimination against individuals over the age of 40. The initiative is based on the premise that today's labour market presents an invisible yet insurmountable barrier: age limits in hiring practices. Job posting frequently restricts applications from individuals over the age of 35 or 40, based on the unfounded assumption that they have lost dynamism or lack adequate technological skills. Such practices are not only discriminatory, but also disregard the demographic reality of a population that remains active and healthy for a significantly longer period. » 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. 

Norway: Key Issues

1. Overtime Pay for Part-Time Employees from the First Hour of Additional Work

Norway: Overtime Pay for Part-Time Employees from the First Hour of Additional Work

Under Norwegian law, part-time employees are, as a starting point, only entitled to overtime pay once they have worked the same number of hours as a full-time employee. The Norwegian now appears to be challenged by case law from the Court of Justice of the European Union (CJEU), which indicates that applying one common threshold for overtime entitlement may constitute unlawful discrimination. » 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. July 8, 2026: New Regulations on National Labour Inspectorate Enter into Force
2. A Labour Inspector Cannot Order the Payment of Disputed Remuneration
3. Simplifications in Documentation for Maternity Allowance

Poland: July 8, 2026: New Regulations on National Labour Inspectorate Enter into Force

On 8 July 2026, the following amendments to the Act on the National Labour Inspectorate (PIP) will come into force. » Read More

Poland: A Labour Inspector Cannot Order the Payment of Disputed Remuneration

The Voivodship Administrative Court (WSA) in Kielce, in its judgment of May 6, 2026 (case ref. no. II SA/Ke 195/26), stated that a labour inspector can order the payment of remuneration only when the benefit is undisputed and due – meaning that the right to it is beyond doubt, and the employer simply failed to pay it. » Read More

Poland: Simplifications in Documentation for Maternity Allowance

The Ministry of Family, Labour and Social Policy has prepared a draft regulation on the scope of information and documents required to grant and pay social insurance benefits in the event of sickness and maternity. » 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 Legal Framework Regarding the Employment of Foreign Employees

Romania: New Legal Framework Regarding the Employment of Foreign Employees

A new legal framework regarding the employment of non-EU/EEA that require work authorisation in order to be employed in Romania is being implemented. By Government Ordinance No. 32/2026 published at the end of April 2026 new rules on work visas and new obligations for employers and employment agencies hiring foreign employees were set in place. In order to make the new legal framework functional a series of supporting normative acts also need to be implemented. » 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/.

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Spain: Key Issues

1. Accrual of Salary for Days Off
2. Leave Due to Force Majeure under Article 37.9 of the ET: Paid?

Spain: Accrual of Salary for Days Off

The ruling of the National Court dated March 23, 2026 (Case No. 33/2026) resolves a collective dispute brought by the CGT against the company Enterprise Solutions Consultoría y Aplicaciones España, S.L.U., with the support of Trade Unions. » Read More

Spain: Leave Due to Force Majeure under Article 37.9 of the ET: Paid?

The purpose of this post is to discuss the Supreme Court ruling of April 17, 2026 (Case No. 111/2024), which addresses leave granted under Article 37.9 of the Workers’ Statute, namely leave due to force majeure. » 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 Labour Court Concludes that Separation Agreements May Trigger Consultation Obligations

Sweden: The Labour Court Concludes that Separation Agreements May Trigger Consultation Obligations

In a recent judgment, the Swedish Labour Court held that an employer not bound by a collective bargaining agreement breached its consultation obligation by entering into separation agreements with union members without first consulting the trade union. The Court found that the agreements formed part of a redundancy-related workforce reduction and that the consultation obligation applied once it became clear that redundancy terminations could become necessary. The Court also held that the employer was not separately liable for breach of the statutory information obligation, as the same information should have been provided within the primary consultation process. » 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. Single-Sex Toilets and Indirect Discrimination on Grounds of Sex as well as Religion 
2. EAT Clarifies Limits of Belief Protection in Systemic Racism
3. Bonus Discretion: When has Entitlement “Crystallised”?
4. EHRC Issues Draft Guidance on Single-Sex Spaces
5. Data Protection: New Complaints Process 

United Kingdom: Single-Sex Toilets and Indirect Discrimination on Grounds of Sex as well as Religion 

In the latest case on single-sex spaces, a female Muslim employee challenged NHS England on its policy of permitting access to toilets and changing rooms based on gender identity. » Read More

United Kingdom: EAT Clarifies Limits of Belief Protection in Systemic Racism

New case clarifies the need for a clear link between a protected belief and the manifestation of that belief. » Read More

United Kingdom: Bonus Discretion: When has Entitlement “Crystallised”?

This recent case illustrates the importance of having clearly defined parameters for performance related pay. » Read More

United Kingdom: EHRC Issues Draft Guidance on Single-Sex Spaces

The draft updated EHRC Code of Practice for Services, Public Functions and Associations has been presented to Parliament, which, if implemented, will provide comprehensive guidance on complying with the Equality Act 2010 for service providers, public authorities and associations, and services provided to the public. » Read More

United Kingdom: Government Consultations Update: Carers’ Rights and Zero Hours Reform 

The Government has launched further consultations, focusing on support for unpaid carers and the regulation of zero hours and low hours working arrangements. » 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. EEOC Releases New National Enforcement Plan
2. DOJ Opinion Finds EEOC Title VII Disparate Impact Guidelines Unconstitutional
3. SCOTUS: After Sending Employment Claims to Arbitration, Federal Courts Can Still Enforce or Vacate Awards
4. Top Five Labor Law Developments for May 2026

USA: EEOC Releases New National Enforcement Plan

On June 4, 2026, the Equal Employment Opportunity Commission (EEOC) released a new National Enforcement Plan outlining the agency’s enforcement priorities and areas of focus for investigations and litigation. The Plan replaces the agency’s current Strategic Enforcement Plan, which the EEOC approved in 2023. » Read More

USA: DOJ Opinion Finds EEOC Title VII Disparate Impact Guidelines Unconstitutional

On June 9, 2026, the Department of Justice’s (DOJ) Office of Legal Counsel released a memorandum opinion finding the Equal Employment Opportunity Commission’s (EEOC) existing guidelines on Title VII of the Civil Rights Act’s disparate impact provisions to be unconstitutional. » Read More

USA: SCOTUS: After Sending Employment Claims to Arbitration, Federal Courts Can Still Enforce or Vacate Awards

Endorsing a streamlined process to enforce arbitration awards, the U.S. Supreme Court held that when a federal district court compels arbitration and stays the case pending completion of the arbitration under Section 3 of the Federal Arbitration Act (FAA), the district court retains jurisdiction to later confirm or vacate the resulting arbitration award, even if the motion to confirm or vacate does not independently establish federal jurisdiction. Jules v. Andre Balazs Properties, No. 25-83 (May 14, 2026). » Read More

USA: Top Five Labor Law Developments for May 2026

The U.S. House of Representatives passed the Faster Labor Contracts Act (FLCA), which would require strict deadlines for commencing collective bargaining and mandatory arbitration for employers negotiating with unions for initial collective bargaining agreements. » 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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