Artificial intelligence (AI) can make work life easier. It is therefore not surprising that companies are keen to utilize the technical possibilities of AI, particularly by means of ChatGPT.
UK dismissal law is different from the U.S., and different from other European countries. The business reasons for the reduction in force, or RIF, might be the same across borders, but your process has to flex to local requirements.
On January 18, 2024, the Belgium government submitted a draft law that would require employers to justify their decisions to dismiss contractual employees in the public sector.
As we look ahead to 2024, it is clear that both data protection and AI will continue to take center stage in the UK, as it will in many other countries.
Currently, employees in the UK on statutory maternity, adoption or shared parental leave who are at risk of redundancy have priority rights to be offered a suitable alternative vacancy (but only where such a vacancy exists).
In this article, we take a step back to look at some of the key employment law trends and challenges that UK employers are likely to face over the coming year and how best to be ready to deal with them.
In a recent matter before the Arnhem-Leeuwarden Appellate Court, an employer in the Netherlands attempted to hold a former employee to his non-compete clause.
The Global Guide Quarterly (GGQ) is a newsletter Littler publishes on a quarterly basis to provide a general update on global labor and employment (L&E) law developments in key countries in the American, EMEA, and APAC regions.
