The German government has announced that, in light of falling infection rates, the “SARS-CoV-2 Occupational Health and Safety Ordinance” will not be extended (press release dated May 24, 2022; see also our blog dated November 24, 2021).
As Singapore takes its next step towards living with COVID-19, the Ministry of Manpower (“MOM”), the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC) (collectively, the “Tripartite Partners”) have issued a revised set of guidelines for employers on the COVID-19 measures to be implemented at the workplace
On April 1st, the UK Health Security Agency (UKHSA) issued guidance for employers on living safely and reducing the spread of respiratory diseases such as COVID-19 to replace the previous ‘Working Safely Guidance’ after the relaxing of COVID-19 measures in the UK.
The guidance outlines ways employers can aim to reduce the spread
On 21 February 2022, the UK Government announced its plan to end remaining COVID-19 restrictions in England. These include, from 24 February, the removal of the legal requirement to self-isolate following a positive test; and the requirement to wear face-coverings in public spaces and on public transport; and, from 1 April, the withdrawal of free
In recent months, Canadian Governments and employers shifted towards the implementation of mandatory vaccination policies in their workplaces (see our previous publication here). As deadlines for compliance lapse, employees may be subject to discipline up to and including termination.
Generally, in the event of an employee’s termination of employment, the employee is entitled to
Legal innovations
Amended regulations apply to this year’s works council elections taking place from March 1 to May 31, 2022. Pursuant to Section 24 (2) of the Election Regulations of October 8, 2021 (BGBl. I 4640/2021), HR departments are required to provide, in addition to the typical employee data used to draw up the electoral list (surname, first name, date of birth, etc.), details of those employees who are expected to be absent from the workplace after the election committee letter has been issued and prior to the election for non-work related reasons (“in particular due to suspension or incapacity for work”). This refers in particular to employees on long-term sick leave and employees on care or parental leave. Furthermore, meetings of the election committee may in future also be held by video or telephone conference subject to are solution by the election committee agreeing to this. However, certain tasks, such as checking lists of candidates or processing absentee ballots must be carried out in person.
As part of Singapore’s move towards living with COVID-19 as an endemic disease, the country has been making efforts to re-open its economy. In order to facilitate the safe re-opening of the economy, the Ministry of Manpower (“MOM”) and the Tripartite Alliance for Fair and Progressive Employment Practices (“TAFEP”) have collectively
On 17 December 2021, The Statutory Sick Pay (Medical Evidence) Regulations 2021 came into force. The regulations temporarily extend the period that employees can self-certify to 28 days.
Generally employees who are absent from work due to a period of sickness absence can self-certify for the absence for any period of up to seven days.
New York City (“NYC” or the “City”) recently announced that it would be the first U.S. city to require COVID-19 vaccination for its private sector employees.
On December 13, 2021, the NYC Commissioner of Health and Mental Hygiene, Dave A. Chokshi, MD, MSc, issued an Order setting forth the requirements of the mandate. Two days
The use of the coronavirus entry pass in the workplace
Pursuant to a temporary law the Dutch government wants to enable the use of the coronavirus entry pass (coronatoegangsbewijs, or ctb) at the workplace in certain sectors. The bill will be debated by the House of Representatives on January 5, 2022. The