Argentina: Key Issues

1. Argentina: New regulation broadens the use of temporary staffing agency workers

Argentina: New regulation broadens the use of temporary staffing agency workers

Through Decree No. 407/2026, the Argentine Government approved a new regulatory framework for Temporary Staffing Agencies (Empresas de Servicios Eventuales or “ESEs”). » 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. Proposed reforms concerning working from home entitlement and post-employment restraints

Proposed reforms concerning working from home entitlement and post-employment restraints

The government has finally released the draft terms of its proposed ban on non-compete clauses and other limitations on restrictive covenant use. A term establishing an entitlement to request to work from home will also soon be included in the award. These are two significant areas of reform that will have significant impacts on employers. While neither reform is yet in force, employers should be prepared for them to take effect over the coming year. » 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. Flexi-jobs excluded in certain sectors

Flexi-jobs excluded in certain sectors

As from 1 July 2026, in principle, flexi-job agreements are possible in all sectors, as the old system with a limited list of allowed sectors was abandoned (Act of 28 June 2026). At the same time, the legislator authorised the Government to exclude certain sectors, in whole or in part, from the scope of the flexi-job scheme by Royal Decree in both the private and public sectors. The Government can also do this at the request of the competent joint committee (JC) of a sector. In addition, certain activities remain excluded by law, including sex work and artistic, artistic-technical and artistic support functions. » 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. Brazilian Supreme Court Defines New Criteria for Granting Exemption from Court Fees

Brazilian Supreme Court Defines New Criteria for Granting Exemption from Court Fees

Brazilian Supreme Court establishes new nationwide criteria for granting exemption from court fees, creating a presumption of economic hardship for individuals earning up to BRL 5,000 per month. » 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. Frustration, Accommodation, and Fringe Benefits: ONCA Offers Guidance
2. Bill 105: What Ontario Employers Need to Know About the Proposed Amendments
3. OLRB Clarifies What Makes a Workplace Harassment Investigation “Appropriate in the Circumstances”

Frustration, Accommodation, and Fringe Benefits: ONCA Offers Guidance

Hill v. B&B Towing provides guidance on when an employee’s disability may frustrate an employment contract and whether workplace tools, such as a company vehicle or cell phone, qualify as compensable employment benefits. » Read More

Bill 105: What Ontario Employers Need to Know About the Proposed Amendments

Ontario’s Bill 105 proposes changes to several workplace laws that could have significant compliance, operational and financial implications for employers. » Read More

OLRB Clarifies What Makes a Workplace Harassment Investigation “Appropriate in the Circumstances”

In a recent decision, the Ontario Labour Relations Board (OLRB) provided welcome guidance on what the Occupational Health and Safety Act requires when employers investigate workplace harassment complaints. In this article, we review the Board’s decision and highlight practical lessons for employers conducting workplace investigations in Ontario. » 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. Fatigue and drowsiness detection systems: Chilean Labour Directorate confirms their lawfulness and sets strict limits on the use of the data

Fatigue and drowsiness detection systems: Chilean Labour Directorate confirms their lawfulness and sets strict limits on the use of the data

On 2 September 2026, Chile’s Labour Directorate established its doctrine on technological devices that monitor workers to detect fatigue, drowsiness or distraction and issue an alert intended to prevent an accident—systems widely used in driving and heavy machinery operation, including in mining and personnel transport. » Read More

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

China: Key Issues

1. The State Council promulgated the Decision on Amending the Regulations on the Administration of Housing Provident Funds
2. Employer cannot terminate solely on contract expiry after one month of unopposed work

The State Council promulgated the Decision on Amending the Regulations on the Administration of Housing Provident Funds

On 10 August 2026, the State Council promulgated the Decision on Amending the Regulations on the Administration of Housing Provident Funds (the “Decision”), which will take effect on 20 September 2026. The Decision clarifies contribution rates, expands the scope of permitted withdrawals and voluntary participation, and increases penalties for certain housing provident fund violations. » Read More

Employer cannot terminate solely on contract expiry after one month of unopposed work

Song joined a Shanghai consulting company (the “Company”) as a graphic designer and entered into an employment contract that expired in April 2024. After the employment contract expired, the parties did not enter into a renewed employment contract, but Song continued working for the Company without objection from the Company. » 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. Colombia: Constitutional Court upholds most of the pension reform and sets its effective date for April 2027

Colombia: Constitutional Court upholds most of the pension reform and sets its effective date for April 2027

Through Decision C‑264 of 2026, the Plenary Chamber of the Constitutional Court reviewed whether the House of Representatives had properly cured the procedural defect previously identified in Order 841 of 2025, which had kept the entry into force of Colombia’s pension reform suspended. » 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. Comparison of the Forms of Representation Available to Employees in the Czech Republic

Comparison of the Forms of Representation Available to Employees in the Czech Republic

The option of establishing employee representatives is an essential expression of the principle of special statutory protection of employees. Excluding the European Works Council, the Czech Labour Code provides for three forms of employee representation. Each one of them, however, differs by the conditions on establishment and by the rights they are entitled to exercise in relation to the employer. This article provides a comparative view of them, highlighting the most important differences. » 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. European Commission clarifies the Pay Transparency Directive in a FAQ

European Commission clarifies the Pay Transparency Directive in a FAQ

EU Member States had to transpose the European Pay Transparency Directive into national law by 7 June 2026. The Directive aims to strengthen the principle of equal pay for women and men performing equal work or work of equal value. To achieve this goal, it grants additional rights to workers and job applicants and gives them more tools to identify and challenge gender-based pay discrimination. » Read More

For more information on these articles or any other issues involving labour and employment matters in the 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. Pay transparency directive: New draft bill presented to the French Council of Ministers 
2. Violence in the workplace: A new bill relating namely to sexual and sexist violence in the workplace is being debated
3. Health & safety: Failure to comply with the occupational physician’s recommendations can give rise to damage
4. Freedom of expression: Judges must take into account specific factors when deciding if an employee has abused their right to freedom of expression 

Pay transparency directive: New draft bill presented to the French Council of Ministers

On 10 September 2026, a new draft bill relating to the transposition into French labour law of the EU Pay Transparency Directive was presented to the French Council of Ministers and submitted to the Senate. » Read More

Violence in the workplace: A new bill relating namely to sexual and sexist violence in the workplace is being debated

A draft law on sexual and gender-based violence in society, including specific workplace obligations, was registered with the French Parliament on 11 August 2026. » Read More

Health & safety: Failure to comply with the occupational physician’s recommendations can give rise to damage

On 9 September 2026, the French Court of Cassation ruled that an employee was entitled to damages if their employer did not respect the labour doctor’s recommendations regarding the adaptation of their working conditions. » Read More

Freedom of expression: Judges must take into account specific factors when deciding if an employee has abused their right to freedom of expression

On 9 September 2026, the French Court of Cassation reiterated the rules it had set down in January 2026 regarding the methodology the lower courts needed to follow when examining whether an employee could be sanctioned based on a potential abuse of their freedom of expression. » 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. Article 15 GDPR does not oblige employers to provide full compliance reports to an employee
2. The reference to a comparably positioned colleague of the opposite sex with a higher salary does not automatically result in an adjustment to that colleague's compensation level

Article 15 GDPR does not oblige employers to provide full compliance reports to an employee

The Federal Labour Court has ruled that Article 15 GDPR generally does not give employees the right to request the provision of entire compliance reports. The right of access relates to the personal data contained in the document, but not to the document itself. » Read More

The reference to a comparably positioned colleague of the opposite sex with a higher salary does not automatically result in an adjustment to that colleague’s compensation level

The Baden-Württemberg Regional Labour Court has ruled that, whilst the higher remuneration of a single comparator of the other sex may give rise to a presumption of gender-based pay discrimination, the employer may rebut this presumption by demonstrating objective criteria, meaning that the employee is not automatically entitled to the remuneration of the highest-paid comparator. » 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. Appealability of Internal Committee communications without an inquiry under Section 18 of the POSH Act

Appealability of Internal Committee communications without an inquiry under Section 18 of the POSH Act

In the case of Mr Anup Vikal and Ors v State of Maharashtra and Ors (Writ Petition No. 7430 of 2026), the Bombay High Court (Civil Appellate Jurisdiction) considered a batch of writ petitions challenging the Industrial Court, Mumbai’s order dismissing objections to the maintainability of an appeal under Section 18 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (“POSH Act”) against a communication issued by the Internal Committee (“IC”) on 30 October 2023. » Read More

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

Ireland: Key Issues

1. Workplace Relations Commission finds Employer of Record arrangement to be an agency arrangement in recent decision

Workplace Relations Commission finds Employer of Record arrangement to be an agency arrangement in recent decision

A recent Workplace Relations Commission (“WRC”) decision has found that an employee was an agency worker and that the Employer of Record (“EOR”) was an employment agency for purposes of the Protection of Employees (Temporary Agency Work) Act 2012. » 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. Unlawful dismissal: pay is due even if employees do not work

Unlawful dismissal: pay is due even if employees do not work

If the Court of Appeal overturns a first-instance judgment finding a dismissal unlawful and ordering the employees’ reinstatement, the reinstatement order is revoked and the employees may be required to repay the sums they received after reinstatement. However, according to the Supreme Court, where the employer has exercised its managerial and disciplinary powers over the employees, it remains obliged to pay them wages, even if they did not work. » Read More

For more information on these articles or any other issues involving labour and employment matters in Italy, please contact Angelo Zambelli (Partner) of Zambelli & Partners at angelo.zambelli@zambellipartners.com or visit www.zambellipartners.com/en/. 

Mexico: Key Issues

1. Proposed Federal Labour Law Reform on Workplace Sexual Harassment

Proposed Federal Labour Law Reform on Workplace Sexual Harassment

On 13 July 2026, Deputy María Teresa Ealy Díaz of the Morena parliamentary group submitted an initiative to amend and supplement various provisions of the Federal Labour Law in order to establish a comprehensive system for the prevention, handling, investigation and sanctioning of sexual harassment and sexual harassment by supervisors in the workplace. » 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. Budget Day 2026: the government revises its plans for social security and employment

Budget Day 2026: the government revises its plans for social security and employment

On Budget Day 2026 (in Dutch: Prinsjesdag), the Dutch government presented its plans for 2027. The government has withdrawn the proposed reduction of the maximum daily wage and postponed the abolition of the compensation scheme for transition payments and the reduction of the maximum duration of unemployment benefits. In addition, it has identified three policy priorities aimed at increasing labour market participation, making the labour market more flexible and attractive, and simplifying the social security system. » 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. Development: Overtime pay for part-time employees from the first hour of additional hours

Development: Overtime pay for part-time employees from the first hour of additional hours

In our Law Tracker of June 2026, we described how two rulings of the Court of Justice of the European Union (CJEU) — Case C-660/20 (Lufthansa) and Joined Cases C‑184/22 and C‑185/22 (Dialyse) — had put the Norwegian rules for overtime pay for part‑time employees under pressure. » 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. Beyond the Office Walls: How DO 259-26 Widens the Reach of Workplace Violence and Harassment Protections

Beyond the Office Walls: How DO 259-26 Widens the Reach of Workplace Violence and Harassment Protections

Many Philippine companies already maintain policies addressing workplace violence and harassment. The question raised by Department Order No. 259, Series of 2026 (“DO 259‑26”) is whether these policies still reach far enough. » 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. New rules on counteracting mobbing and on equal treatment in employment
2. First individual rulings issued by the Chief Labour Inspector
3. Changes to the rules on employing Colombian, Venezuelan and Georgian nationals
4. Implementation of the Women on Boards Directive
5. Amendment to the social insurance system

New rules on counteracting mobbing and on equal treatment in employment

On 5 November 2026, an act covering, among other things, mobbing will enter into force, and by May 2027 employers with at least 10 employees should establish the rules, procedures and frequency of measures aimed at counteracting infringements of employees’ dignity and other personal rights, breaches of the principle of equal treatment and discrimination, mobbing. » Read More

First individual rulings issued by the Chief Labour Inspector

As of 8 July 2026, the Chief Labour Inspector (GIP) has been empowered to issue binding individual rulings. For a fee of PLN 40, it is possible to obtain the GIP’s position on whether a given cooperation model constitutes a disguised employment relationship. Importantly, provided that the applicant describes the facts in the application accurately, the position expressed in the GIP’s decision will be binding on the authorities of the National Labour Inspectorate (PIP). » Read More

Changes to the rules on employing Colombian, Venezuelan and Georgian nationals

As of 22 August 2026, nationals of Georgia, Colombia and Venezuela may no longer take up work in Poland under the visa-free regime, even if they hold a valid work permit. A visa issued for the purpose of performing work will be required in order to start work. For employers, this means an additional stage in the procedure and a longer wait before a foreign national can lawfully commence work. » Read More

Implementation of the Women on Boards Directive

On 18 August 2026, the act implementing the EU Women on Boards Directive entered into force. Its aim is to improve gender balance in the governing bodies of large listed companies. » Read More

Amendment to the social insurance system

On 28 August 2026, a draft act amending the Act on the Social Insurance System and certain other acts (draft no. UD462) was entered in the List of Legislative Works. The proposed changes are intended, among other things, to increase the availability of benefits and improve the functioning of ZUS. The draft provides, inter alia, for extending the group of entities entitled to apply for individual ZUS rulings to all contribution remitters, enabling ZUS to issue automated decisions in specified matters, and regulating the rules on the reallocation of contributions. » 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. Artificial Intelligence – IA360 Plan

Artificial Intelligence – IA360 Plan

Artificial intelligence has burst onto the scene with remarkable force, and this is undeniable. This new technology is already being used across virtually every sphere of society — domestic, economic, military and beyond — and is characterised by its universal reach and increasingly easy accessibility. » 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: Vague plans to start a new business did not justify termination of employment

Swedish Labour Court: Vague plans to start a new business did not justify termination of employment

In a recent judgment, the Swedish Labour Court ruled that vague plans to start a new business, without evidence of preparatory measures or that the business would compete with the employer’s business, were insufficient to constitute a breach of the duty of loyalty and therefore did not amount to objective grounds for terminating the employment. » 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: Religion and belief discrimination
2. Discrimination: Part-time workers
3. Employment Rights Act 2025: October reforms are almost here
4. Unfair dismissal: the countdown to January 2027
5. Acas consultation on disciplinary and grievance procedures

Discrimination: Religion and belief discrimination

The EAT has found that the dismissal of a university professor for comments expressing his anti-Zionist philosophical beliefs amounted to direct discrimination because of his protected belief. » Read More

Discrimination: Part-time workers

The Supreme Court has confirmed that part-time workers are protected from less favourable treatment where their part-time status was an effective cause of that treatment. » Read More

Employment Rights Act 2025: October reforms are almost here

A significant package of reforms will take effect during October 2026, including longer Employment Tribunal time limits, enhanced harassment protections and new trade union rights. » Read More

Unfair dismissal: the countdown to January 2027

From 1 January 2027, employees with six months’ service will gain unfair dismissal protection and the cap on compensatory awards for unfair dismissal will be removed, fundamentally changing the employment litigation landscape. » Read More

Acas consultation on disciplinary and grievance procedures

Acas is consulting on a new draft Code of Practice on disciplinary and grievance procedures which would place much greater emphasis on the early resolution of workplace concerns. » 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.

United States: Key Issues

1. DHS seeks to roll back grace period for H‑1B, other employment-based nonimmigrants following employment termination
2. The next wave of AI regulation: What employers should know about state‑level activity
3. EEOC’s updated Strategic Plan for 2026–2030: Discrimination prevention + remedy aligned with current NEP priorities
4. OFCCP eliminates disability self-ID requirement and 7% utilisation goal for affirmative action plans

DHS seeks to roll back grace period for H‑1B, other employment-based nonimmigrants following employment termination

On 11 September 2026, the Department of Homeland Security (DHS) published a proposed rule that would eliminate the discretionary 60-day grace period currently available to many employment-based nonimmigrants following the termination of their employment. » Read More

The next wave of AI regulation: What employers should know about state‑level activity

The growing patchwork of AI laws makes maintaining consistent hiring practices and complying with notice, transparency and governance requirements more challenging for multi‑state employers. In this episode, We Get AI co‑hosts Eric Felsberg and Joe Lazzarotti address how the latest AI laws in Colorado and Connecticut fit into the broader employment regulatory landscape. » Read More

EEOC’s updated Strategic Plan for 2026–2030: Discrimination prevention + remedy aligned with current NEP priorities

On 26 August 2026, the Equal Employment Opportunity Commission (EEOC) published its updated Strategic Plan 2026–2030, effective immediately, after a 2‑to‑1 vote of the commissioners. » Read More

OFCCP eliminates disability self-ID requirement and 7% utilisation goal for affirmative action plans

The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has finalised changes to its regulations under Section 503 of the Rehabilitation Act of 1973, eliminating several longstanding disability‑related affirmative action requirements for federal contractors. » 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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