Singapore’s employment laws are set to undergo watershed changes come April 2019. In summary, a greater number of employees – in particular, professionals, managers and executives (“PMEs”) – will soon be able to avail themselves of the statutory protections contained in Singapore’s Employment Act, the key employment legislation in Singapore.
The single most
German labour law follows the “all or nothing” principle: Labour law regulations presume an existing employment relationship between employer and employee. If no such relationship exists, protective labour law regulations cannot be applied (with a few exceptions e.g. in the case of managing directors of a “GmbH” (limited company)). Assessing whether an employment relationship exists
New York City has recently adopted amendments to the New York City sick time law. These amendments, which go into effect on May 5, 2018, will require action by New York City employers.
Since April 1, 2014, all New York City employers have been required to provide sick time to their employees. Whether such sick time is paid or unpaid depends upon the size of the employer. New York City employers must provide each employee with a copy of the Notice of Employees Rights at the time of hire, and generally must maintain a compliant written sick time policy that is distributed to all employees. Please see our prior legal updates for further detail on the requirements of the New York City sick time law, as follows:
Recently, New York City passed a law, Int. 1313-A, that expands the reasons for which employees can use sick time to include “safe time,” and renames the law the New York City Earned Safe and Sick Time Act. These amendments become effective on May 5, 2018.
In response to these amendments, New York City employers need to do the following:
Apart from certain provisions which may be tailored to the relevant situations negotiated by companies or sectors of business through collective agreements (subject to compliance with a number of basic rules and principles), French employment law does not include any specificities in relation to certain sectors of business.
In particular, financial institutions are subject to
The Governor General in Council has announced that the sweeping changes to the Canada Labour Code (the “CLC”), which affects federally regulated employees will come into force on December 3, 2017. The coming into force completes the amendments that were announced in Bill C-44, the Budget Implementation Act, 2017, No. 1, after it received
French President Emmanuel Macron has signed five ordinances making important changes to several aspects of the French employment code. The ordinances, which were immediately published in the French Official Journal on September 23rd, 2017, are aimed in particular at providing employers more flexibility and predictability in labour-management relations.
Several provisions of this ambitious reform –
On February 28, 2017 the British Columbia Court of Appeal issued a decision that should be welcomed by unionized employers dealing with accommodating employees. In Telus Communications Inc. v. Telecommunications Workers’ Union, 2017 BCCA 100 the issue was whether the employer was able to deal directly with its unionized employees when attempting to accommodate
The Liberal Government’s 2017 federal budget (“Budget 2017”) proposes changes that affect maternity and parental leaves and associated Employment Insurance (“EI”) benefits.
Currently, EI combined parental and maternity benefits are available at the benefit rate of 55 per cent over a period of up to 12 months. Budget 2017 proposes that this option continue to
On January 30, 2017, a Board of Inquiry, formed as part of the Provincial Court of Nova Scotia, issued its decision in Skinner v. Board of Trustees of the Canadian Elevator Industry Welfare Trust Fund, which found that the denial of an employee’s request for coverage of medical marijuana under a health benefit plan
A significant amount of new employment legislation is expected or is already in place for 2017. Key changes will be in the hiring of temporary workers through an agency (referred to as “personnel leasing” in Germany), employee protection and equal treatment.
Reform of laws regarding personnel leasing
One of the main developments in 2017 will