Tag archives: employee healthcare

COVID-19 / Germany: Admissible measures and co-determination rights

The rapid spread of COVID-19 within Europe and the beginning of the pandemic have led many of our clients to consider how employees and, if necessary, customers can be protected against any further spread of the infection and which employment law related measures should they be taking. We have summarised and answered the main questions in a table below. This table is intended as guide for questions arising at short notice and represents the current legal opinion of our colleagues working in the field of German employment law.

Please note, however, that the current legal assessments, in particular with regard … Continue Reading

Germany: An Employer’s duties dealing with COVID-19 (Coronavirus) – Q&A

COVID-19 is spreading across the world and companies everywhere are faced with its challenges. In circumstances where a COVID-19 case impacts your German workplace we recommend close coordination with the public health authority on how to proceed. In doing so – especially against a possible liability for illness or even death – it will show that you, as an employer, have taken all reasonable steps to ensure that you have protected your employees. For further guidance please check our Q&A list:

1. Can employees be forced to take unpaid leave or flexitime or to reduce their working hours?

There is … Continue Reading

Highest court to revisit birth control coverage under ACA

The 2010 Affordable Care Act (ACA), the United States’ controversial health care coverage act, requires group health plans and insurers to cover preventive care and screenings for women. Under the related regulations, this coverage includes government-approved contraceptive methods, but the group health plan of a religious employer may be exempt from providing such coverage or granted an accommodation to avoid paying for such coverage.  A for-profit employer with religious objections tested this contraceptive mandate in Burwell v. Hobby Lobby, and in 2014, the U.S. Supreme Court held that the mandate substantially burdened the exercise of the employer’s religion and … Continue Reading

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