The Dutch Supreme Court has recently confirmed that temporary agency work must, by definition, have a temporary nature, as required by the European Temporary Agency Work Directive. This ruling is significant for organisations that deploy agency workers for long periods: a general need for flexibility is insufficient to justify prolonged use of agency workers.
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The draft bill Act on Introducing a Reporting and Verification Duty for Labour Providers in Case of Workplace Accidents is currently under consideration in the Parliament. The proposal follows two reports on the living and working conditions of labour migrants, which included recommendations to strengthen the structural position of this group. One of the proposed
On 11 November 2025, the Dutch Senate approved the Labour Intermediation Admission Act (Wet toelating terbeschikkingstelling arbeidskrachten). This law aims to combat rogue employment agencies and improve the protection of workers – especially Labour migrants. The Act amends the Waadi and introduces a mandatory licensing system for all organisations that supply workers, including
On 26 March 2025, the government published a draft bill to implement the European Pay Transparency Directive (EU 2023/970). The Directive, which has been in force since 6 June 2023, must be transposed into national legislation by all member states. Its aim is to strengthen equal pay between men and women by providing greater insight
On 26 September 2025, the Dutch government submitted the Personnel Retention in Times of Crisis Act (Wet personeelsbehoud bij crisis) to the Council of State for review. The Act is intended to help employers retain staff during unexpected crises – such as pandemics, wars or natural disasters – so that layoffs can be
After recognizing in September 2023 that employees on sick leave are entitled to accrue paid leave, the French Supreme Court has now recently ruled that paid leave must be taken into account when calculating the threshold for overtime, meaning that an employee subject to weekly working time calculations can claim overtime pay even if they
On 28 March 2025, the Labour Court delivered its decision in Makombe v Cape Conference of the Seventh-day Adventists. The court held that the claimant pastor was constructively dismissed – even though she resigned of her own accord. The judgment confirms that an employer can be held liable not only for direct mistreatment, but
Coup dur pour les employeurs : après avoir reconnu en septembre 2023 aux salariés en arrêt maladie le droit d’acquérir des congés payés, le 10 septembre 2025, la Cour de cassation a jugé que les congés payés doivent dorénavant être pris en compte dans le calcul du seuil de déclenchement des heures supplémentaires, un salarié soumis
Homeworking has recently been in the news, particularly with some companies requiring more on-site work and a significant decline in the amount of time spent homeworking.
The French Supreme Court recently ruled on a related issue, namely the payment of a home occupancy allowance, which seems unlikely to encourage companies to promote homeworking.
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There have been some important amendments to the Industrial Relations Act 1996 (NSW) (IR Act) and the Industrial Relations (General) Regulation 2020 (NSW) (IR Regulations) as a result of the Industrial Relations and Other Legislation Amendment (Workplace Protections) Bill 2025 (NSW) (the Bill) which was passed by the NSW Government on 26 June 2025.
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