Vereinfachte Sozialversicherungsregeln für kurzfristige Geschäftsreisen
Simplified social security rules for short-term business travel
Following a provisional agreement between the EU institutions (ref. EMPL_AG(2026)787916), a notable easing of administrative requirements for short-term cross-border assignments is envisaged: in future, an A1 certificate will not be required for business trips and short-term assignments of up to three working days within a 30‑day period, with the exception of the construction sector.
UK Pensions | The Mansion House agenda: a legislative turning point
When we last examined the Mansion House agenda in January (see here), we noted the tension between voluntary commitments to UK and alternative asset investments and the trade-offs inevitably involved when changing investment strategy. In the background there loomed the prospect of a sweeping reserve power in the Pension Schemes Bill, by which the
Building a sustainable trauma-informed capability in your organisation beyond the policy
What employers need to know:
Embedding a trauma‑informed approach to workplace investigations requires visible leadership, ongoing training, robust policies, and proactive support for investigator wellbeing. Sustainable change comes from integrating these principles into organisational culture, ensuring investigations are fair, resilient, and protective of all participants.
The commitment to a trauma-informed approach to workplace investigations marks
Why “doing a lot” still wasn’t enough: New Zealand High Court upholds landmark officer due diligence conviction
This article was co-authored with Arabella Cull.
Case update: Anthony Michael Gibson v Maritime New Zealand [2026] NZHC 813
Introduction
On 31 March 2026, the High Court of New Zealand (HCNZ) dismissed the appeal of Anthony Gibson, the former CEO of Ports of Auckland Limited (POAL), and upheld his conviction and sentence by the District
EOR in France: The do’s and don’t’s
Over the past years, the use of Employers of Record (“EOR”) has significantly increased outside of Europe and is now also developing across European countries.
This growing interest is due to the EOR system offering increased flexibility to companies, in particular for those intending to expand their business in countries where they do
The EU Inc. and employee participation
On 18 March 2026, the European Commission published the proposal for a new, harmonised European legal form: the EU Inc.Under the EU Inc. companies could opt into a single, uniform set of rules applicable across the EU. Currently, differences between the 27 Member States in areas such as incorporation, governance, employment law and taxation create
Developments in the assessment of self-employment
As of 1 January 2026, enforcement against false self‑employment by the Dutch Tax Administration has entered a new phase. From that date onwards, the Dutch Tax Administration are again able to impose penalty fines for culpable conduct (vergrijpboetes). However, as part of the so‑called “soft landing” regime no administrative default fines (verzuimboetes
Potential limitation to compensation for statutory severance payment
The Dutch government has proposed to limit the compensation for payment of the statutory severance payment (transitievergoeding) following dismissal after two years of illness to small employers only. Currently, there is no size threshold, and employers of all sizes are entitled to compensation from the Dutch Labour Office (UWV). The government
Legislative act introducing a mandatory Code of Conduct on undesirable behaviour
Under the proposed legislative act, organisations employing ten or more employees will be required to adopt a formal code of conduct addressing undesirable behaviour in the workplace. This requirement builds on employers’ existing obligations under the Working Conditions Act (Arbeidsomstandighedenwet), which already requires employers to implement policies aimed at preventing and mitigating psychosocial