This article was written by Amelia Berman, an Assosciate at Norton Rose Fulbright South Africa
On 5 April 2015 the UK law on shared parental leave came into effect in the United Kingdom, affording parents of a newborn child or an adopted child up to fifty weeks of leave and thirty seven weeks of pay
The Full Court of the Federal Court has rejected an application to quash the decision of the Fair Work Commission in an unfair dismissal case, and in doing so has confirmed the significant limits which apply to judicial review of the decisions of an arbitral tribunal.
The Small Business, Enterprise and Employment Act 2015 (the SBEEA) received Royal Assent in the UK on 26 March 2015, although most of the employment provisions contained in Part 11 require a commencement order to bring them into force. It is therefore not certain when many of the provisions listed below will have effect.
This article was written by Jonathan Jones, a Director at Norton Rose Fulbright South Africa
The Employment Tax Incentive Act, 26 of 2013, which came into effect on 1 January 2014, seeks to reward employers in the private sector for employing young adults, but also contains a hidden pitfall.
In terms of the Act, employers
In Germany, employees may not be treated adversely on the grounds of race, ethnic origin, gender, religion, secular belief, disability, sexual identity or age. Any provisions in agreements which violate the prohibition of adverse treatment are invalid.
Where there has been adverse treatment, the employer is obliged to pay the affected employee compensation unless the
The Full Court of the Federal Court of Australia has handed down an important decision in relation to the “sham contracting” provisions of the Fair Work Act 2009 (Cth) (the Act). The decision also provides guidance on the circumstances in which a contract of employment will be deemed to exist between a principal and the person performing the labour.
Generally, an employer has no right to control or regulate an employee’s out of hours conduct. However, in the modern employment relationship where employees work from home, are required to travel abroad and frequently engage in social media with their colleagues and clients, the line between work and play can often be blurred. So when can an employer lawfully intervene when things go wrong in these circumstances?