With another summer approaching, the political and legislative debate concerning the need to update and/or clarify employment laws in Italy relating to Gig Economy workers (See Blog post of July 20 2018) is still hot.
In 2018, six people who worked for a food delivery company claimed, before the Court of Turin, that they
The Fair Work Commission has determined to award Australian workers a 3% increase on minimum wages.
In the Annual Wage Review Decision handed down today, the Fair Work Commission has determined that from 1 July 2019:
The Corporations Amendment (Strengthening Protections for Employee Entitlements) Act 2019 (Act) received Royal Assent on 5 April 2019.[1] The Act amends Part 5.8A of the Corporations Act 2001 (Cth) (Corporations Act) to discourage the use of “sharp corporate practices” used by employers to avoid paying employee entitlements when their business enters winding up, including improper phoenix activity.[2]
Under section 596AB of the Corporations Act, it was already an offence if a person entered into an agreement with the intention of, or with an intention that includes: (i) preventing the recovery of entitlements of employees of the company; or (ii) significantly reducing the amount of entitlements of employees of a company that can be recovered. Now, a person may also commit an offence if a person is reckless as to whether the relevant agreement will prevent or significantly reduce the recovery of employee entitlements.
Individuals charged and convicted under Part 5.8A of the Corporations Act, can be liable for imprisonment for 10 years or a fine of up to: (i) 4,500 penalty units (today $945,000); and/or (ii) three times the value of the benefits attributable to the offence. The maximum fine for a body corporate is the greater of: (i) 45,000 penalty units (today up to $9,450,000); (ii) three times the value of the benefits obtained by the offence; or (iii) 10% of the body corporate’s annual turnover in the year leading up to the commission of the offence.[3]
In the UK, only female employees are eligible for statutory maternity leave. They are also eligible for statutory maternity pay at a fixed rate during such leave subject to certain conditions – and it is common for employers to pay enhanced maternity pay during periods of maternity leave.
Whilst many employers do not pay enhanced
Today the Dutch Senate voted in favour of the legislative proposal. The WAB is therefore likely to enter into force on 1 January 2020.
The effect for employers
The proposed changes to the current Dutch Labour and Employment Laws are expected to have an impact on many types of employment contracts. The main principle of
On 16 May 2019, the Department for Work and Pensions (DWP) published a periodic, government-conducted review which examines the continuing need, efficiency and good governance of the Pensions Regulator (TPR). This tailored review was conducted between August and November 2018 and led by Jamey Johnson, the former Chief Officer for Pension Wise (which is
A recent European Court of Justice decision has held that in order to comply with the provisions of the EU Working Time Directive (No. 2003/88), employers are obliged to set up a system for measuring actual daily working time for individual workers. What impact will this have on UK employers and their obligations to their
Unternehmen in der Europäischen Union sollen künftig dazu verpflichtet sein, ein System zur Erfassung der täglichen effektiven Arbeitszeit ihrer Arbeitnehmer einzuführen. Der Europäische Gerichtshof (EuGH) entschied in einem Urteil vom 14.05.2019, dass alle Mitgliedstaaten von Arbeitgebern einfordern müssen, „ein objektives, verlässliches und zugängliches System einzurichten, mit dem die von einem jeden Arbeitnehmer geleistete tägliche Arbeitszeit
BIC UK Ltd v Burgess [2019] – employer appeal successful: retrospective amendment re-wrote history to an impermissible extent
The Court of Appeal (CA) has unanimously ruled that a retrospective amendment to the deed and rules of the BIC UK Pension Scheme (the Scheme) was invalid.
Last year, the High Court had ruled
HMRC has published its latest consultation on off payroll working rules. As we have previously discussed (Global Workplace insider post – June 2018), the reformed off payroll rules which have applied in the public sector since April 2017 will be extended to the private sector from 6 April 2020. The consultation has raised