Tag archives: Employment

Closing the wage theft, redundancy and domestic violence loopholes

This article was co-authored with Millie Jones and Ying Yi Lim. As discussed in our article late last year, the Fair Work Legislation Amendment (Closing Loopholes Act 2023 (the Act)) was passed by Parliament on 7 December 2023. The Act introduced significant changes to “close the labour hire loophole” and prevent bargained rates in enterprise agreements from being undercut by the use … Continue reading

The AHRC’s powers commence from 12 December 2023: Are you positive your business is prepared?

This article was co-authored with Jessica Kamleh, Phina Conroy and Michael Wilson. In late 2022, new provisions were included in the Sex Discrimination Act 1984 (Cth) (SD Act) to impose a positive duty on employers and persons conducting a business or undertaking (PCBUs) to take reasonable and proportionate measures to eliminate, as far as possible, certain unlawful conduct under the SD … Continue reading

UK Information Commissioner’s Office Publishes Final Guidance On Employee Monitoring

The UK Information Commissioner’s Office (ICO) published its final guidance on monitoring workers on 3 October 2023 (the Guidance).  The Guidance is aimed at employers across both the private and public sector.  Responding to the rise of remote working and new technologies available to monitor employees, the ICO has looked to provide clear direction on … Continue reading

La dépendance et l’obligation d’accommodement raisonnable d’un employeur

Introduction Dans une décision récente[1], un tribunal d’arbitrage (le Tribunal) annule le congédiement d’une camionneuse (l’Employée) ayant conduit en état d’ébriété puisque l’employeur, une entreprise de transport québécoise, a manqué à son obligation d’accommodement.  Contexte Dans cette affaire, l’Employée conductrice de camion lourd, qui était au service de l’employeur depuis 24 ans s’est arrêtée à … Continue reading

Arbeitsrecht 2023: Was ändert sich?

Das deutsche Arbeitsrecht bringt im Jahr 2023 zahlreiche Neuerungen und geplante Änderungen, die Personalverantwortliche kennen sollten. (English version available here.) Neuerungen Seit dem 1. Januar 2023 sind einige Neuregelungen in Kraft. Beispielsweise müssen gesetzlich versicherte Arbeitnehmer ihrem Arbeitgeber künftig keine Arbeitsunfähigkeitsbescheinigung mehr vorlegen. Der sogenannte „gelbe Schein“ in Papierform wird insofern abgeschafft. Arbeitgeber sind nun verpflichtet, … Continue reading

COMMENT GERER AU MIEUX LE CSE DANS LES TRANSACTIONS COMMERCIALES

En matière sociale, l’un des points clés à prendre en considération dans les transactions commerciales, en particulier dans les transactions internationales, est l’implication éventuelle du comité social et économique (“CSE”).  C’est en effet un sujet à ne pas négliger compte tenu des pouvoirs importants attribués au CSE et de l’impact qu’une procédure d’information et de … Continue reading

CORPORATE TRANSACTIONS: DO NOT UNDERESTIMATE THE FRENCH WORKS COUNCIL

One of the main employment aspects to be taken into consideration in corporate transactions, in particular in multijurisdictional ones, is the potential role of the works councils.  This is a particularly hot topic when it comes to France where the social and economic committee (known as the CSE) has important powers and its involvement can … Continue reading

Italy’s Jobs Act under scrutiny: Are critics missing the big picture?

In the final days of the particularly tense campaign leading up to the parliamentary election in Italy, politicians from all sides of the political spectrum made bold proclamations on a variety of topics; for the most part, this was predictable and inevitable. Nevertheless, it was surprising to read the statements made by two former labour … Continue reading

Ninth Circuit to Reconsider California Law Restricting Employment Arbitration

The U.S. Court of Appeals for the Ninth Circuit (Ninth Circuit) recently said that it will take another look at California Assembly Bill 51 (AB 51), a state law affecting mandatory employment-related arbitration agreements.[1]  AB 51 prohibits employers from requiring that employees enter into mandatory arbitration agreements for disputes arising under the California Fair Employment … Continue reading

La Cour de cassation valide le barème Macron : fin de la fronde ?

Pour mémoire, avant l’entrée en vigueur du « barème Macron », en cas de licenciement sans cause réelle et sérieuse, il appartenait au juge de fixer l’indemnisation visant à réparer le préjudice du salarié et la loi n’avait fixé aucun maximum.  Ainsi le juge fixait le montant des dommages-intérêts avec une grande latitude et sans … Continue reading

Act on gender diversity in boards

On 1 January 2022, a new Act on gender diversity in boards of Dutch companies has entered into force. The Act provides for quotas to apply to supervisory boards and non-executive directors of Dutch companies listed on Euronext Amsterdam (AEX). In addition, large Dutch companies (as defined below) have to adopt appropriate and ambitious targets … Continue reading

Stricter COVID-19 rules at German workplaces

In Germany the “Epidemic Situation of National Significance” ends on November 25, 2021.  As a result, the German legislature has amended several COVID-19 related laws, such as the German Infection Protection Act (Infektionsschutzgesetz – IfSG), in order to continue certain protective measures. The amended regulations (BT-Drs. 20/15 and BT-Drs. 20/78) aim to provide for a … Continue reading

Clauses de licenciement en Ontario : pourquoi l’intention commune des parties pourrait bien sauver la mise

Quand vient le temps d’évaluer le caractère exécutoire d’une clause de licenciement concernant des employés avertis en Ontario, l’intention compte. Dans une récente affaire, Rahman v Cannon Design Architecture[1], la Cour a jugé que la clause de licenciement était exécutoire, en partie parce que la preuve avait établi que, pendant les négociations entre l’employeur et … Continue reading

Ontario termination clauses: Why mutual intent may save the day

When it comes to assessing the enforceability of a termination clause for sophisticated employees in Ontario, intent matters. In a recent case, Rahman v Cannon Design Architecture[1], the court found the termination clause enforceable in part because the evidence established that, during contract negotiations between the employer and sophisticated employee, there was a mutual intent … Continue reading

Disciplinary procedure: a preliminary meeting may be necessary before issuing an official written warning to an employee

Disciplinary procedures are strictly regulated under French employment law. However, when an employer issues an official written warning to an employee because he has committed an act of misconduct, the employer can, in principle, be less formal. Unless the Collective Bargaining Agreement applicable to the company sets out any specific obligation, it is sufficient for … Continue reading

Speculation in Human Rights Claims – A Recent Decision

One of the challenging circumstances often facing an employer is having to make a tough decision (e.g. termination) with respect to an employee who is known to have a protected characteristic under human rights law. Whether the employee is elderly, has a disability, is gay, or has another protected characteristic, the concern is that the … Continue reading

High Court clarifies definition of casual employee

The High Court has upheld the employer’s appeal in the Rossato casual employment test case, and in the process has clarified the definition of casual employment (Workpac Pty Ltd v Rossato [2021] HCA 23). However, the practical significance of this decision has been limited by recent legislative amendments. The High Court held that a casual … Continue reading

Government introduces legislative changes following the Respect@Work report

On 24 June 2021, the Federal Government introduced the Sex Discrimination and Fair Work (Respect at Work) Amendments Bill 2021 (Cth) (Bill) into the Senate.  The Bill amends both the Sex Discrimination Act 1984 (Cth) (SDA) and the Fair Work Act 2009 (Cth) (FWA) in response to the Respect@Work report (the Report) and implements many … Continue reading

AHRC Report: ASX200 companies and sexual harassment

On 17 June 2021, the Australian Human Rights Commission (AHRC) released the “Equality across the board: Investing in workplaces that work for everyone (2021)” report (AHRC Report).  The report collates survey and interview data from 118 ASX200 listed companies to portray how these companies are currently combatting the issue of sexual harassment and makes recommendations … Continue reading
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